#promotion

What do they offer the flow , are they still on ideploy , do they get a raise ?

I know all titles at Nike are valued than any other company. Like Directors are more like managers and VPs are like directors but what are Principals?? Loooool what is that?? A way to tell employees you are promoted but without any value?? What a joke!!

Well actually, I heard BB is only allowing 7% of us to get promoted.

In 2024, it was close to 30%. In January 2025, BB told all the managers - you know all those people you decided in December 2024 to promote? Cut that in half.
As a result, promotions happened for only 14 percent of the company.

Not very energizing! Why stay?

The feds now owe nike more than 3 billion dollars, wanna bet where this money could flow?

I will take the first shots:

500mil goes to shirts with pu--c hair in skims
300mil goes to white house bribes
200mil goes to whatever shiny useless tech someone was chasing for their VP promotion
100mil to DEI

Any rumors on what bonus payout will look like ? I’m over due for a promotion but it looks like this year will be another year of waiting.

I am a grade 14 remote employee and have been working my tail off to move to a 15 in my same role. Can any leaders share if this is even possible now?

This company operates with an outdated mindset, and as a former Pershing Advisor Solutions employee, I saw firsthand how deeply the issues run. Strong performers were often pushed out or left on their own, while promotions frequently went to individuals who simply filled gaps rather than elevated the organization.

Middle management was routinely pressured to give artificially low performance ratings so directors could meet layoff quotas—often without offering appropriate severance. The result is a culture where talented people feel undervalued and unsupported.

It’s disappointing to watch, and I genuinely encourage high‑performing employees to explore opportunities elsewhere where their contributions will be recognized and rewarded.

Yet another talented colleague who was hired in the remote-first era has left. They couldn't get promoted without agreeing to move to Minnesota. They were hired in the "Work Your Way is permanent!" era, and were assured during the hiring process that they could get promoted without having to relocate. Our current policy says that exceptions may be made for key positions, which my colleague's absolutely is, but our EVP is gutless and afraid of doing anything that would anger the CEO. I don't know whose retirement I'm anticipating more.

New to NM. How does promotions work here? I see some people who are in the same role for many years without any promotion. Also, how much pay hike can one expect with the promotion in general with the engineer roles?

Just curious, honestly did anyone get a promo? Not much was disclosed on the process and frontline managers given no info. So did anyone actually get one and what criteria was there? Were they only given to people now in managerial roles?

Be related to the DMs friends or their inner circle.

Holier than thou, sanctimonious sc-m of the earth.

Slam, cram, brown nose and lie your way to the top and when HR asks, put the blame on anyone that calls you out.

Are promotions based on performance, or is it just a leadership friendship club benefit?

33% are doing the minimum waiting for the axe hoping for severance
33% are doing the minimum waiting to retire
33% are barely doing the minimum waiting to see whether they got another job.

the other 1% work because they dont know any better.

No raises...everyone fired every other Tuesday...zero chance of being promoted or getting exceeds...of course people are skating...there is no incentive to row the boat on a sinking ship.

Got a promo and a new career level, not sure if that maps to anything (Salary range/ VC target range, etc)

Is there a rough estimate out there on Workday? Going from an entry level role to Senior title? Going from a Senior title to a 'Lead'?

Or do only those that get “ Exceeding” qualify?

I'm stuck at T3 for 5 years doing the same job as T4s on the team. Issue goes back to legacy roles where 3 roles got rolled into 1 and some got stuck at T3 and others got to keep T4. 5 years later I'm still getting paid $50k less than them. Is this just the way it is at SAP?

There's a list of a-s kissers that keep surviving or even get promoted. How?

Just got word from a friend who is a manager that only 0.25% (1 in 400) employees will have the opportunity to receive a promotion in 2026. This is supposed to be very hush hush and hid from employees. If offered a promotion, you will get 4-7% of a bump in pay.

This might have already been said before, but I couldn't believe it. If I get exceeds every trimester, I will still not get a promotion is what this manager said. It might have to get approval at GP level.

I might have been naive with everything. Time to start looking at other jobs.

How much did we pay for the land where we said we would build a Carlsbad office and never have? The other operators accepted it for free but we paid for it because we didn’t want to agree to providing a certain number of jobs in Carlsbad. Funny to see the guy who made that decision promoted.

Does it seem like many of the recent Manager & Lead promotions went to people that have no clue what they are doing?!? People are getting “promoted”- more like PLACED- to positions they should not be in. Some of these same people could barely do their job prior or have no clue about the job of those now reporting to them. Yet on the flip side, qualified people aren’t even looked at or cannot even make it half way through any interview process because most of HR is a sh-t show. Guess that’s always been the #nikeway. Be in the nepotism club or get left behind.

Can anyone remember the last time a promotion went to the most qualified person, and not just someone's friend or relative? I feel like genuine merit-based advancement doesn't exist at this company anymore. How are we even supposed to stay motivated in such an environment?

Achieved gets you promoted. Exceeds keeps you at same level. How can VP and SVPs justify it? No relation between rating and promotion at TR? What gives? Disappointed.

How many of you have experienced this?

Listening to HR discuss how to move up in your career is such a joke. The company is reducing expense everywhere they can, eliminating positions, and have completely shut off the promotion pool as part of the yearly promo / merit changes. If you want to move up, you have a better chance leaving the company and then applying to a higher position somewhere else in the company (as long as you have 18 months to ki-l).

If you’re in Global Ops you received a 226 page document that apparently shows the entire nation of India got a title promotion. Wild stuff.

sooo who are the lucky ones that got to become an AVP today

Do it. Lay off the productive people again. Promote the ones who are best at politics. The company will keep declining, and I'll be long gone, relieved to not be part of the slow-motion train wreck anymore.

What's the point of staying when there's no reward for it? No promotion, no raise, just more work. I'd almost rather get the layoff call at this point and take the money to leave this thankless place behind.

For the employee performance review, I see a step greyed out labeled “ Review Promotion Nomination- Not required”.

Does this appear for everyone or only for those that may get a promotion? Also, what do the ratings mean? Is “Leading” the highest rating?

I am 602 and no salary increase for me, but I received 10% bonus. My manager told you are getting highest salary for 602 and no more possibility of hike. I received rating SSO.

Do you think I apply for 603 positions internally, would I get a raise?

Instead of APLA being broken up and APLA fired,
CS was PROMOTED.

What happened here?

I've been at dell for 6 years now and to date, I've milked about 25k in certification programs from them. These courses/certs mean NOTHING to dell and won't help for a better raise or promotion but, they are resume builders and look good to other jobs. Plus, at the very least you get them to pay for courses you otherwise wouldn't afford, or care to take due to money constraints or whatever.

Two of the courses I've taken are 10k each - so that's 20k right there. The others were each about 2k each. A certificxation means nothing to dell though. you could get the highest sought after xyz and it won't affect your raise, bonus or chances of promotion whatsoever, so might as well just take courses on their dime that other companies 100% WILL value.

Also, since we have a $500 "fitness" reimburstment program, I suggest going out any purchasing $500 worth of weights, keeping them in the boxes, then submitting that receipt to Dell for that $500 reimuburstment. THen go return those weights for a $500 profit.

Amidst layoff's? LOL. Given the number of D promotions, did I somehow miss the closing of the data articles within the consent order? Some of the names on the promotion list to D...laughable. Zedro knowledge of anything even remotely related to data governance, but they excel in bootlicking for sure.

I'm guessing we are in the mid 90k mark at this point and assuming 2k are WFR this spring, plus another 1k over the summer, then another 2k in the fall, maybe they will start bringing promotions back lol?

Just curious,

1.In which week exactly are promotions communicated and go live in the system?

2.Also at this point are the manager ratings are already locked or the reporting manager still has a chance to update the rating for 2025?