#promotion

has anyone noticed all the long overdue title promotions going on out there as of late? seems random. any intel?

i have been working in canada location for more than 3 years and a half but i have not got any salary increase or promotion yet. And unlike previous years, HR has not sent out an email regarding those topics. Anyone knows what's going on?

People skills matter! My new manager was great in his old role, but he was also an a--hole with zero people skills. Now he's our manager. He knows the technical side, but working with people is a complete mystery to him. Scattered communication, yelling, giving mixed messages, all of it has become normal. We're basically coaching the person who's supposed to guide us, and it's getting tiring pretending everything is fine.

Man I tell you now I feel like Dan has a real plan.I feel really good their gonna find me a new position in the company before my off payroll date.I feel like Dan knows what needs to be done .He is doing exactly that .We are going to dazzle our customers and excite our shareholders.My god this is the most inspiration I have felt since I was given my first promotion.Heres to you Vteamers

He correctly identified many of our weaknesses. That's half the battle--fixing all that won't be so easy.
And he did show that he has some common sense in getting rid of that ridiculous "hub or no promotion" policy. I'd say that bodes well for WFH going forward (perhaps that's wishful thinking).

This company is a disaster. I really wanted a package. I feel if I tune out ill just get promoted at CVE…

I have been told that i need to have minimum 15+ years experience to move to G7 in India .Is this normal ?

This leadership group's most detrimental practice is the systematic sidelining of high performers. Governed by an implicit anti-meritocratic stance, their chief aim is self-preservation. They intentionally install a layer of middling and compliant managers beneath them. This creates a buffer that prevents truly talented individuals from advancing to levels where they might question authority, reveal strategic shortcomings, or disrupt the status quo. Having reached the later stages of their careers, their focus has narrowed to preserving their lucrative positions and titles with minimal exertion, effectively treating their roles as comfortable sinecures.

One problem Nike has that doesn't get discussed enough is how they are so reluctant to promote people anymore. The promotions wave after this round of layoffs is hardly what it should have been when you stretch that over years of time that they froze nearly all promotions.

It's a self-defeating circle: do nothing to advance people, let them get TOO expert in their roles that they get bored, productivity suffers, now they have a case to lay you off because you deliver "poor quality work". Sure, not everyone gets a promotion, but we routinely see people complain on here about how few people ever got a promotion, and how many talented hard working people have left over the past 5 years.

Did any of these incompetent imbeciles ever stop and think about that spiral of enshittification? They must know this cycle is of their own making and is a key reason why talent that remains are in such a weird place.

Anyone know what the criteria was to determine the automatic lists of people eligible for promotions this year?

What day is the MD promotion released on?

How long did it take you to move from CL28 to 29? How much of a pay increase did you see when promoted?

I was offered a promotion but I'd have to move for it. It's not a bad offer, but with all the cuts, I'm a bit hesitant to pack up and move my entire family and then potentially end up jobless. Is this something that actually happens or am I safe at least for a while if I accept?

Hello,

As the title suggests, has anyone received a pay increase without a title promotion (associate to senior associate to vp or so on)?

I feel like I am underpayed and my contributions to my team are not reflected in my current salary.

Is there anyway to formally request this?

What does it affect? Promotion? Salary?

Interesting they mentioned the possibility of promotions in January, but nothing about merit increases… unless I missed that?

Anyone know if california has been affected? Heard market president steven keller was promoted to customer. wondering what the damage is looking like beyond that

Was anyone else spoken to about the new policy under Athena that work from
Home employees are not eligible for promotions or to even get new roles?. So essentially we are stuck unless we want to move close enough to one of the 6 designated hubs in North America. Another way for Pepsi to save $ in hopes that we leave willingly instead of firing us and having to pay severance. This is getting old

Is “meet the team” the last step of internal hiring? What is the typical raise range for internal promotion?

anyone get notified yet on if you’re getting a grade bump? assuming directors have either approved or are reviewing nominations

It's been leaked internally that the long term plan for APLA is now finalized.

CS WILL BE PROMOTED to chief strategy officer join me in congratulations on this big announcement for them.

APLA will be absorbed into apac and north America.

North America and latin America will become Americas.

Greater China will become Asia Pacific.

This leaves just three geos which will make things faster, most noble and efficient.

AMER
APAC
EMEA

Im really happy about this change and think it's a great move for everyone.

Is there a companywide hiring and promotion freeze in the US, or just JVB’s?

If so, how long have you been in your same position?

Is it just a skill issue or is it really hard to get promoted without bullsh-tting a lot in meetings?

I haven't been in my position for a full year can they still lay me off?

I’ve been here long enough to see how everything revolves around the same tight circles. If you’re not in their little social crew, you’re stuck watching others get pushed ahead. It makes the whole place feel small and predictable. I’ve stopped expecting anything fair from the system.

Most of the Value brands are performing well, and Nancy’s promotion seems to confirm that success. But with the massive layoffs hitting other parts of Verizon, will Value teams face the same wave or will cuts actually reflect organizational performance this time?

If you were in a Roundtable discussion with a VP does that help your chances? LOL

Total team size: 25 (80% remote)
# of Directors: 4 (100% remote)
# of Leads: 16 (75% remote)
Other: 5

Out of the 21 analysts, 16 are Leads (76%)

Can we please promote the other 5 of us to Lead and make us Remote too?

Nancy Clark is gone from Value but got a promotion. So 11/20 may be right but what part of it will be wrong? I’m thinking it may not be a bloodbath.

Someone is spreading fake news here. Nancy just got new meaty role.

Stop spreading rumors if you do not know

Store manager plays favorite amongst managers. Promoting inexperienced managers to run departments such as beauty. Seems like the beauty department in our store is being run by the store manager herself. The pressure is on as regional and district are starting to notice the beauty manager isn't even fit to run Backstage. It's only a matter of time.

This is something I’ve observed and was curious if others have seen the same. I’ve seen females rise faster within EJ home office than male colleagues. Obviously there are many males still being promoted and serving in leadership positions but is HR pushing gender as a reason to promote when all else is equal? Are others seeing this? Maybe just a small sample size.

I’m sure this will get downvoted and I’ll get ripped for even asking, but I’m genuinely curious.

I have an offer from Carelon in the behavioral health area. I’ve heard the person that heads that business is a good leader (CP) but the person above her I should stay away from in Carelon (BW) I work in a similar field today but this is a promotion and seems like a good opportunity. I’m just concerned about what I’m hearing about the other leader. Any advice.

In the email about lp they also talked about this new director role. Is ej finally gonna stop pretending gp is about anything other than how much you kiss up? Some of the partner jobs are less scope than some of the dl's so guess if you have a big job but you aren't on the favorite kiss up list you get to be a "executive level" director now? nowhere near the money but all the work while they hire a gp over you who you have to tell how to do his job.6 years this place keeps going down

Does an exceptional performance rating guarantee a promotion in Fid folks?

I have been there and have never seen a more political work place in my life. The least talented get promoted. The most talented are set up for failure, termination and layoffs.
I am pretty sure I am the next to go in the next round coming soon I suspect end of year.

So is there a way for promotion if your manager has not nominated you? Considering your manager is only at VP level and is like your HR manager only. Can someone from the top or anyone else push your promotion if not direct manager?

Earlier this week, my post was removed from here.
Hours later, HR quietly pinned a “Team Player” award on my profile, one I never applied for and don’t want. What I actually asked for was a clear growth path. Instead, my manager (who still calls one-on-one meetings “bro chats”) has stonewalled every promotion conversation. This week he announced a new Director role… filled by an external hire in India. I’m exhausted. If real opportunity now requires a passport and a 12-hour time-zone jump, just say it. I’ll book the flight.

In orgs that reward visibility over results, advancement goes to the safest pick, not the strongest performer… the chosen few keep things calm, nod along, and soothe the people above them…

Real competence can unsettle because it exposes gaps and weaknesses... when u do excellent work leaders are forced to confront how little control they actually have….So instead of building strength, these systems recycle timidity and value loyalty much more than leadership. Once the loop starts each layer shields the one above, and real talent burns out or walks. This is how mediocrity becomes the norm.

Did the launch of the Everyday Solutions cards flop? Why are they pushing hard for associates to sign up for exclusive offers but I don’t see anything exclusive about the offers? They all seem pretty basic and not worth it.