#promotion

All full time remote employees are being terminated by EOY by sc-mbags who put every one of us in a wfh status while keeping offices closed and sitting empty. We have been treated like we aren't employees here, segregated from everything and everyone, blocked from getting promotions and given false ratings on reviews which includes those not full time as well sc--wing all of us out of merit and jobs as well. Theres no way this is legal cause it goes beyond being “at will”. You dont have to go to these extremes in that case

When will promotion, raise and RSU refresh be notified for Feb 2026 cycle?

At least without one right away. Is that something worth considering?

Let me guess, let's promote the heckler and layoff more of the hard working smart people.

Im in technology department and i have no one around me got promoted to svp. Is it citi not promoting people to svp any more but promoting to D directly?

We've heard the phrase "up and out promotion" before. I've seen it happen especially for limited availability positions....IE new manager comes in and they have a buddy they'd love to give a promotion to, but even managers have headcount targets and can't necessarily create new Senior Engineer positions..so they find a way to force out someone currently in that position so they can give it to their friend.

For departments with many GSR engineers, in-line promotion can bring you from a 6->7->8 eventually with no tangible difference in responsibilities.

My question is during layoffs.. do you think you'd be safer as a higher paid lower GSR.. or at a higher GSR and lower on the pay scale? I know there's dept headcount reduction targets during cuts, and they can be based on X number per GSR.

If you were given the choice between a promotion from Band B5 to Band B4 or a 10% salary increase, which one would you pick and why?

Seeing multiple Sr. Director promotions on LinkedIn.

They just let go a bunch on them recently. What’s happening?! Getting rid of high-salary positions and promoting at lower salaries?

I see some people getting promoted rapidly within 1-2 years max and others still have the same title after 4-5 years.

For a Band 4- what are the benefits of going from VP to SVP? More $, more PTO??

I am looking forward to going back to work tomorrow.
Last year I logged in 93 Hours of learning. I did more than Think 40.

Jim Kavanaugh said to upskill, so I did. I led a Watson X challenge team, Arvind's bold leadership is going to make IBM a power player.

I was hired in June of last year and I know I can get to be a Band 7 this year.

I’ve been here for six years, moved laterally once, and my impression is that there are not many opportunities left to move upward. Even the people who try hard to stay visible with upper management do not seem to be getting anywhere. Why is this happening? You would think a company would want at least some percentage of skilled employees to progress, if only to keep them motivated and to ensure strong voices at the top. I know I may sound naive, but rationally this should be one of any company’s priorities.

I dont know where Dell is trying to go or what their "plan" is but, I feel like at this point people are just doing the best/minimum they can simply to keep their job - considering the consistent, constant, and year round layoffs they've had for the last 5 years.

There literally is no incentive to do more than the minimum anymore and to literally do what is expected of you, and no more than that. Insperity points are fine but like, I think people would far prefer actual MONEY than points you still get taxed on... and yes, you DO get taxed on those points. Go look at your paycheck stub things on Fidelity or whatever the site is and you'll see. Last year (2025) we couldn't even give out points for half the year because of the minimal budget lol.

Promotions seem to be a thing of the past at Dell so, why do extra work or try being a "star" when there is nothing in it for you at this point? If not for my insanely good raises the last 6 years, and constant promises of promotion, I'd have been long gone by now. My first year at Dell (2020) I got a 9.7% raise which was insane. Then last year I got a 12% raise which was mind boggling lol. The other raises were between 4-6% so pretty normal I suppose. That's all great but I want my promotion that I'm owed now.

Then, since they flattened the mid level management and basically put everybody under a director, which ours wants nothing to do with my little team and has NO idea what we do, chances for promotion are slim to none along with solid raises.

Then with the RTO bs, I'm now also driving 64 miles round trip every day + spending $30/week on tolls alone, and another $40/week on a tank of gas, only to go into an office in which nobody on my team works at/goes to. An unnecessary $70-80 a week and wear and tare on my car. I wouldn't mind if at least SOME of my team was there but I just go sit in a comfy booth for an hour, then go home. IF I even go into the building, anyways lol...

You know what makes employees work harder and better? INCENTIVES! aka promotions, better raises, more money. Let's be honest, nobody works for Dell because they love the company. People work there for a paycheck and that is IT. I personally do love my job but I'm at the point where I am looking to get out since I'm not seeing growth opportunities anytime soon.

Anyone else seeing experienced hires being promoted ahead of life long company employees? Seems the company hasn’t been doing a great job of developing their own employees so has to go outside for talent now. Lifelong employees beware!

If you work for a manager who loves saying "it is what it is", you work at a bad place.

You also know you work for a bad place if nobody in the team ever gets promoted, including a TDP convert who is still stuck at level 1A after working on the team for 3 years.

I’ve heard from a few people that PSGs are being suppressed and advancing to 25 and higher will be much less common than before. I feel long overdue for a promotion (both in performance, % CO, expanded role, and time) but am not getting much support for even consideration. Am I capped out?

all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?

Schulman, what is the policy for the enterprise to work-from-home and to promotability when working from any of the Verizon locations?

2018 AT&T Buys Time Warner for $85 Billion
2022 AT&T Sells to Discovery for $43 Billion
2025 Current Bids
Netflix - $72 Billion (Studios/ Streaming only)
Paramount - $108.4 Billion (Entire Company)

The AT&T architects of this deal either got promoted or received a golden parachute for losing over $50 BILLION of shareholder value. And then there was the DTV deal…

Should I decline my svp to Dir promotion due to layoffs ? Heard large # of MDs and Ds are on the chopping block.

When are the promotions announced typically? Both with your manager and/or team and then also within your LOB? When is the year end comp (Bonus/Raises) typically announced.

Yearly raise and promotions what’s the percent typically?

I've worked and pushed extra hard for my in-seat promotion all year, after years on team and at same low C-level trying to get my AVP which I see as finally earning your stripes within Citi.

I've done pretty well with raises the past couple years and pretty sure I've got to be maxing out my salary in the undisclosed 'salary band(s)'. Been getting signals that it's looking pretty positive for this new year also, but no sign or mention of promo.

Is it possible to be earning within the next band without the badge?

Don't bother, you're not moving up.

I have been trying to decide which job offer to accept and have been using this forum to try and understand salary structure and promotion opportunity. From what I can see, it seems like once you accept a job at Dell you are stuck with minimal pay increases unless you apply for a different internal role. Is that correct?

• Am I best off pushing hard for my starting salary since it won’t change much?

• Does the salary I’m offered impact colleagues yearly bonuses and pay increase?

• Additionally, is there any other important information around salary I should know?

Every year, I am told - by a series of different managers - that you have to be an I10 to get RSUs. Is this true? Anyone receive RSU grants below I10?

2026 is my year.

After years of tireless devotion, my boss has graciously informed me that all my sacrifices may finally be recognized. You know, the late nights, the early mornings, the thrilling experience of being perpetually on call regardless of day, time, or basic human decency. The way I consistently put Truist first, always ahead of my family, my health, and any lingering sense of self-worth.

I never once let something as trivial as time off interfere with productivity. Not even when my mother died this year. Thankfully, modern technology allowed me to stream the service online, so there was really no excuse to disrupt deliverables. Efficiency matters.

And now, at long last, the payoff is in sight. I’ve been told I should be an AVP by the end of Q1!

I received an end-of-year promotion but the % increase is barely larger than the typical merit raise. Anyone else in the same boat?

I was told WF doesn’t give promotions. Any truth to this? I have been here for 1 year and was hoping to get a title change.

Example 1. Newbie tell me they super proud to make they sales and want promotion Asap. I says it won’t be worth it for good reason. Can you believe they have the nerve to question me. I let them have the business now they respect me

2 they respect cultures nah only one culture deserve respect and it ain’t the boss

I let yall figure 3 out it easy af at this going on

I’ve never before worked at a company where people who mess up majorly get rewarded. Why is this happening?

Wondering what’s the best way to get a promotion in Fiserv? Stagnant in the same role for over 3 years now. Doing some above and beyond once in a while if there’s opportunity. Please reserve the n4sty comments for a later time. Just sourcing some meaningful inputs would be appreciated.

none of this would have happened in the first place. I’ve been here for more than ten years, and every round of cuts, reorgs, or leadership changes I’ve witnessed has been about shedding competence while retaining or promoting failure. There have been exceptions, but they are so rare they only prove the rule. When that’s how decisions are made all the way to the top, even major bloodletting is not going to produce the outcomes leadership desires.

I’m curious with the changes to remote if I would still be eligible to move up in my role to the next job grade. As of 2025 I was able to. I know a new position all together would be hub only.

Also, can a remote employee still earn an extraordinary performance?

Any managers or HR here that can share insights please?

Does anyone who has been promoted to the Staff level in Engineering have any tips on how to get that promotion?

Can someone walk me through how to get promoted at HQ? I have been here 4 years and can’t seem to figure out how to move up. Do you have to have a certain kind of personality?

For now, no new assignment—just a new manager. I've had a great few years here, consistently handling the workload of multiple people day in and day out. With the next review round coming up soon, I guess I need to really sell myself to have a shot at a promotion this time. Or maybe if I start doing the jobs of eight people, they'll finally notice.

There is nothing admirable about the man who trades his authenticity to climb the corporate ladder. He becomes smaller, not greater. In chasing titles, he forfeits the one thing no promotion can replace; the integrity that makes a person worth following. DC is not the leader I want to follow.

When someone has no idea how to manage and cannot work with people, they default to barking orders and scaring everyone into compliance. It is the classic bully move, and somehow it is exactly the behavior that keeps getting praised and rewarded here. The ones who build people up get ignored, and the ones who tear people down keep climbing. Completely illogical.