#promotion

Today we found out that a member from my team who has only been on the team for two years will be getting promoted. That person is still very new and has a lot of questions and in my opinion work to do. One of other members on the team who has been here for 6 years is always helpful, knowledgeable, and shockingly passed for this promotion. If anyone deserves it then it’s him and I’m shocked he didn’t get it. Surprised manager or vp didn’t feel this way and went with the other team member.

More promotions
https://fordauthority.com/2026/03/ford-gets-new-executive-director-of-global-manufacturing-engineering/

Ford has faced its fair share of very public quality issues over the past few years, which prompted the automaker to make quite a lot of changes in many areas. Those include implementing new procedures for refreshed, redesigned, and new model launches, as well as using artificial intelligence at plants to quickly spot issues before they become more prevalent - not to mention executing a variety of leadership changes. Now, Ford has named a new Executive Director of Global Manufacturing Engineering in the latest such move.

Tom Scaria Chackalackal has officially accepted the position of Executive Director of Global Manufacturing Engineering at Ford Motor Company, he announced himself on LinkedIn

An Industrial Engineer from College of Engineering Trivandrum, Chackalackal also holds a Post Graduate Diploma in Business Administration with distinction from Loyola Institute of Business Administration, Chennai. Chackalackal joined Ford of India in 1996.

I keep having conversations about moving up, about what I need to do to get there. I do all of it. Then nothing happens. The goalposts keep moving, the budget supposedly gets tight, or somehow the timing isn't right. I'm starting to wonder if these conversations are just a way to keep me motivated without any real intention behind them.

Why is there no structure at Verizon? Someone in Leadership in retail, who hasn't spent 2 weeks in a direct business sales role can move into leadership in the b2b channel. When did they prove their marks, show their grit, make their strides?

Someone in a AE role can jump to a senior leadership or AD role? When did they work with the larger customers in between, learn to navigate large business, share ideas on winning the deal?

Someone from any other role overstepping into a leadership role, or senior role, that others are already working towards. Why? Why no structure? Why no set steps? Why not automatic advancement based on seniority and the ability to opt-in...

Wouldn't it make sense to say you can be anything you want at Verizon l, just follow the steps.. have some structure

This video describes perfectly the type of people who advance at 3M. Hint: not those who work the hardest neither the ones who deliver results.
Does the wolf remind you of any leaders?
https://www.youtube.com/watch?v=outRuy6jrKY

After analyst two year rotational program what happens to most people? Do they get promoted to associate ? Senior associate? Vp?

Is cost-cutting only for lower bands? I know a Director who gave a sermon on cost-cutting and budget cuts happening across, and that's how he needed to "release" team members. After a few weeks, he got promoted with a big pay increase. So then, is it that no more budget issues for his team? I am seeing several promotions and pay increases for Band 5/6 and above. If the company is in such a budget-cutting mode, how come all senior levels are getting pay increases and promotions recently?

Has anyone had any issues taking a promotion in another dept or location? I want to start looking to make additional income, but I’m worried it will backfire and I will be out a job. Any wisdom is appreciated

Can someone moving from c12 to c13 plan for the mid part of the salary range of a c13 in the US? Or will it be at the low end of a c13 range?

Firing people then promoting incompetent ones. Make it make sense.

Congrats to those who got promoted. Truly.

But can we talk about the process for a second?

No heads up that an upleveled role even existed. No transparency. No conversation. Just a notification that a handful of people, all of whom, by the way, meet the same criteria as the rest of us, got bumped up.

The rest of us found out the same way you find out about most things around here. After the fact.

Leadership loves to talk about engagement and culture. Here’s a free tip: this is exactly how you ki-l both.

We’re watching. We’re paying attention. And we’re drawing our own conclusions.

RSCA was a paperwork fiasco. weeks of meetings where managers were bullied into nonsensical compliance tasks that don't manage an iota of risk.

Reward: Promotion to CAO!

Well, so much for 2026 efficiency gains. Maybe AI will hallucinate the answers.

Has anyone else noticed promotion outcomes in their organization that just don’t line up with performance or tenure?
I’ve held my current role for several years with consistently excellent reviews: top-tier, not one bad year. When the latest promotions came through, not a single male in my position was advanced. Every promotion went to female colleagues, some with less seniority and thinner track records. And this wasn’t isolated to my role, the same pattern played out across other positions in my department.
I’m not someone who jumps to conclusions. I get that promotion decisions involve factors we don’t always see. But when the pattern is this consistent, you have to ask: is this merit, or is something else driving these decisions?
Anyone else experiencing this?

You can be the best at your job and get passed over because you didn't go to lunch with the right people. I've watched clowns move up while talented people rot in place. It’s beyond demoralizing.

That was two years ago. Still waiting. Promotions are clearly frozen forever. Just wish they'd say it instead of dangling the carrot. I'll probably be gone before it ever happens anyway.

I am and am a bit frustrated with the insane lack of US promotions and/or internal job openings... Sure, there are 5 openings that would bump me to the next level right now but, conveniently none are US based so they are useless. Not moving to Ireland for a 20k pay bump either lol. It'd cost me that much just to move.

Been here 6 years and I can't say I know a single US person who has been promoted yet. They are ALWAYS in India or Mexico or Ireland. ALWAYS!

The dude I shadowed while a contractor was an i8 who'd been there for 5 years already and is STILL an i8 - 10 years at the same grade level?

Is off cycle progression still possible?

Is it true, if you get a promotion (going from p2 to p3 let’s say) and your salary is already in the p3 band, you will not get a raise?

The current approach to promotions highlights a troubling double standard.

HR has proceeded with promotions within its own ranks including VP to SVP and reversed role classifications from Senior Manager back to Director, even though the rest of the organization was required to make those changes.

At the same time, commercial line-of-business teams responsible for generating revenue and driving business performance are restricted and effectively blocked. Across my organization, leaders have taken on significantly expanded scope and accountability, with direct responsibility for new business generation, revenue growth, and client retention. Despite these expanded roles, we were told during both job reviews and the annual merit cycle that promotions were not possible even in cases where retention risk and material scope changes are clear.

When HR the very function responsible for fairness, governance, and organizational consistency applies a different standard to itself.

lots of eye rolling w/the promotions. Some real weak people getting the nod. Real headscratchers. Many who most definitely deserved a bump did not get one. Time to focus on lower level staff. Many in call center, wpc, ops derserve nods but were passed over. No rhyme. No reasons. More cap management get disproportional amount of the big ones. Time to get nix a bunch of executives and rob Peter to pay Paul to give the little man a raise. I'm stuck at $67,000 for now. 2% bump. Suc#ks.

All of the bosses I had did the opposite of these. Most put up a front but it was mainly self serving.

1. They put you in the spotlight
   ↳In meetings, they say "This idea came from...," instead of claiming the credit

2. They step up when you're treated unfairly
   ↳If someone attacks your work without context, they set the record straight

3. They advocate for your promotion
   ↳Behind closed doors, they make sure your name shows up in growth talks

4. They take the heat
   ↳When a client's upset, they own the problem instead of blaming the team

5. They guard your bandwidth
   ↳They tell others "They're maxed out right now" instead of quietly piling work on you

6. They block bad work
   ↳They turn down projects that won't develop you or use your strengths

7. They boost your profile
   ↳They put you up for awards, stretch roles, or high-visibility work

8. They tell you straight
   ↳They mix encouragement with clear feedback on what'll help you level up

9. They support your ideas
   ↳When you pitch something new, they say "Go for it - I'll share the risk with you"

10. They honor your limits
    ↳They say "They're offline on weekends" instead of expecting 24/7 access

11. They listen - then act

12. They prove they care

If you are searching LinkedIn during your meetings, dont worry, you are not alone. WF has partnered with LinkedIn to promote premium subscriptions by creating a toxic "am I next" workplace.

I have been an executive for a several years now and have rotated thru Sales Manager , Merchandising Manager (SMM) and now MBA looking to get a promotion to Director In Store in the 🤞 near future any advice on what I can do to stand out and make this happen, I have been in discussions with my store manager on how we will get me there but it’s always good to get extra input on what might help

So I am hearing tech leadership is moving up the ladder ?

Very few job title bands. So I’m hoping when a promotion finally happens the pay rise is in the larger side. Is this true?

After years of working hard and doing everything possible to earn a director role, I eventually realized I was being strung along. My director repeatedly made promises about promotion that never came through, while simultaneously expecting me to prioritize hiring people from his own nationality. That environment made it clear that growth there was never going to be based on merit for women at this company. Walking away was not easy, but I’m incredibly relieved to have finally found a way forward.

The Beat mentioned Promotion and Reward cycles
When is this happening?

So I guess this is my first taste of corporate life. Getting no merit increase because of a promotion.

Schwab really does know how to take care of their employees.

Anyone know their salary, bonus, promote or layoff already?

I don't get it. I've watched two managers make huge errors, cost the company, and get promoted anyway. No connections, just rewarded for failure. What am I missing?

BD life sciences just joined Waters a few weeks ago and we have been trying to get a sense of the culture, benefits, salary increases, bonus, PTO days, promotion rates or lack of them, etc.

We still have the BD benefits until end of year but after that I assume it will change to Waters benefits after.

So far we have not given any info on how things will change. Any insights are highly appreciated

VP II here, or as they call it now VP.

I saw a SR VP position posted that was listed as a 'pipeline' position. They shouldn't list positions they aren't actually hiring for currently but I digress.

I applied to it and let the hiring manager know. We met. He told me he has a VP position that may be available soon too. He said they aren't allowed to hire internally if it's up a salary grade (promotion). He thought that it was a company wide policy but wasn't certain. The job is in asset servicing. Does anyone know more about this? The amount of positions available has been down a lot the past few years for SVP.

When mass promotions of 6700 people in CX happened all of us in CX understood that the margins would get affected in a few quarters when its in effecti in all regions and there would be consequences but LC & CX leaders defended it then and tried to be heros. Now on leaders call it was specifically called out that CX revenue & margins are both down. CX business needs to pick up. DUH. Would rather like to keep our jobs than get a promotion with others thinking we don’t deserve it or worse - lose the job thanks. Typical of Cisco for leaders to make horrible decisions and ICs to lose jobs.

Anyone have information on the algorithm utilized for March promotions? Seems to be some odd results of unexpected promotions. Others on the list for promotion heard crickets.

What do you think? Looks like undeserving people got promoted to VPs. I've found DR in particular to be hollow and self serving. Has provided no direction and is mostly an empty vessel. Thoughts?

What's going on in IT? Two years ago there was one VP/GM position, the CIO, although they were approved for two. Now there are three VPs, including the CIO; the second VP position (then GM) was filled in 2024. That's a big increase in comp as VP's are a min of $850K (salary, VCIP, and RSUs), plus other benefits. I guess the recent layoffs in IT paved the way for the increase in comp for the newest VP. Welcome to the club!!

Details a bit fuzzy on this. And yes, I know, it's a rough year.

Received notification that I would be rated approaching after being in the top 10% of my orgs performance. No bad verbiage, no recommendation on what to improve upon—just approaching.

Being told that this label could affect future promotions. 10 year veteran with not a single rating below performing…

It may be time to 🛹…outta here

People are just maintaining status quo. No one willing to contribute out of box in fear of No recognition, No salary hikes or promotions.

1. Skilled people were exploited until they stopped innovating. No one is motivated to contribute extra.
2. Management is begging Developers and leaders to bring change with AI , hackathons, and study more on AI concepts. Even if I learn AI, why should I contribute if no recognition ? I will use my learning to jump for more salary.
3. Oracle is the low payer , even less than Asian service / body shopping companies.
4. Lots of bureaucracy in Oracle.
   Throw out all Directors, Senior Directors and VP's who doesn't add value and improve salary structure for real working employees. Things might change.

But go up the ladder, and the incompetence and arrogance just skyrocket. I've never seen anyone truly skilled or deserving get promoted. This team could do amazing things with the right management. But nope. Not a chance in he-l we'd ever get a decent one.