#promotion

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.

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