#promotion

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.

I’ve been here for almost a year and a half. Top performer in my store, we’re a small store not super high volume. I was wanting to move up to Assistant Manager and eventually Sr Manager Retail. But I don’t see that happening. There’s no new stores being built around me, nobody is being promoted, my store managers have stayed the same since I was hired. why would they promote a top performer when they can just keep performing?

What should I learn and study to get a job there?

So I was hoping to get promoted since last year, my manager is horrible and did not promote last year and gave me hope for this year with extra work. I did everything and beyond this year but my manager still rated me met expectations and said no scope for promotion this year. I dont agree with it and want to go to my Director or MD. What will happen if i donot acknowledge my met expectations review? Will i not get performance bonus also?

1 Nov is here.

Anyone got PSG promotion? Or are we now altogether moving to March?

Lately it feels like success depends a lot on who you know at the top. Is anyone else noticing this trend?

What you guys think ?

Just curious if there was potential growth/promotion for remote employees? Or do they only give opportunities to those who are near a hub..

Does anyone know what the highest percentage rate that can be received for a promotion at year-end? In previous years, 20% was the threshold for increasing to a new level of a job profile. Is it the same 20% now?

Beneath the glossy aesthetics of Minneapolis HQ lay an unspoken code: all loyalty was transient; promotions a promise easily retracted. Only the strongest, most adaptable team members remained, standing in solemn salute at the corporate bullseye.

F**K Me. I'm not asking AI anymore questions.

Is this accurate for Tech? Also, what about other groups?

• TLP: Associate Engineer
• L4: Software Engineer
• L5: Senior Software Engineer
• L6: Lead Engineer
• L7: Principal Engineer
• L8: Distinguished Engineer

Are there any particular CL levels at which you are safe for life? Might give something to aspire to..

As I reflect on the town hall from yesterday I can’t help but wonder who defines growth? They say associates ask for this but don’t ask what associates mean when they ask for this. Instead they highlight trainings and lateral. Maybe this isn’t what people mean. Beyond this when people apply for lateral roles often there is automatic responses there is not enough experience. This feels like a facade. Do people want more trainings on top of increased responsibilities? Or are people asking for opportunities for more pay and higher title levels?

This place is full of people who would su-k up to a potted plant if it meant a promotion. They can’t do the work, they don’t care about anyone else but themselves, but somehow they’re moving up while those of us who are doing the actual work get ignored. Make it make sense.

The only real raise or promotion comes from leaving. Loyalty doesn’t pay bills anymore. Exxon will dump you the second it’s convenient, so why stick around? Work a few years, build skills, then move on. That’s just how it works now. I wish I figured that out when I was young enough to start again somewhere else.

It’s very sad that you have workers that actually work and then you get team leaders that benefit from their work. Families that work there and cover up their mistakes and blame others because wrong or right family is first in this work place. Investigate who works or not and who should get promoted.

You do your best, put in the hours, deliver results, and still get ignored while someone who spends lunch gossiping with management gets promoted. It’s disgusting. I’m done wasting energy trying to prove myself to people who reward bootlicking over competence.

All these posts the last few months really confused me. I left Jones in 2023 after being there about 5 years. Easy job but no real money, went to FinTech and TC is three times my Jones pay. Jones is a glorified pyramid, everyone in the finance industry knows that. That's why they only get people from Citi, the worst bank in the country, they just come to get a piece of the pie off the back of the FA's before it's too late. Calling it a "partnership" when nearly all of the profits goes to the GP's, OK partner. You do the grunt work, they make all the money. If you've been there years you already know that so why be so surprised now? You thought being at the bottom of a pyramid made you matter? You thought eventually you will be at the top too? If you don't get hired from the outside you will never be promoted unless you are a white woman, they get a little DEI without getting too dark around there. Don't be mad at people at the top, they were not hired to be good, that's what YOU are for. You work, they take trips..
THE BOTTOM EXISTS TO FEED THE TOP. If you aren't smart enough to leave just make your pennies before the place implodes when someone really investigates it
Someone posted about this before. SCAM
https://www.thelayoff.com/post/@OP+1k358h85a

another program that didn’t do what was promised to string us all along again. I am going to just start calling myself a new title and see if anyone notices.

In the past few years, I've worked with a few people who came over from another big oil company, and they brought that same cutthroat attitude with them. As a result, in my area, being aggressive gets you promoted faster than being good at your job. Teamwork is a foregone idea no one really believes in anymore.

I have been an Advisor/Senior Advisor for 15+ years. I’m realizing that the 20-somethings are mostly at the same level. I’m guessing promotions aren’t available in this economy.

Don't forget everyone, its national bosses day. While employees are faced with WFRs, little to no raises, no promotions, evolving job responsibilitiesand last years RSU bonuses are worth considerably less than what they were issued at. Make sure to give your boss a thank you.

I just cannot wait to tell my team they are getting 1% merits and minimal bonuses yet the earnings reports shows massive growth for the company. Ranking 25% of my staff below expectations, in a non growth everett location all my promos denied. Lovely to have to explain this to them soon at comp talks. Thanks RV making our job so great! But hey!!! We have Eliza !

The always positive internal news was selling young professionals on rock wall career moves. When they talked about it articles it was actually described as a lateral move. No promotion, no pay raise.

Anyone remember when employees complained about inflation to the CEO during a livestream? CEO's reply to double digit inflation was "get promotions." People are struggling with groceries, housing, medical, etc and CEO be like: just go get that promotion!

Just have to share how a talented, skilled associate with a stated goal of promotion was passed over for someone with far less talent, skill set, respect among her peers etc.

Why - 2 reasons - She speaks her mind and doesn't blindly agree to every stupid idea and process ( not in line with core values as you may know). And her recent failure to meet ridiculous metrics - due to mentoring a new hire. Meeting metrics - the sole gold standard to MEET expectations

Just found out this site existed and had to get this off my chest - what a weak leader we are stuck with. Choose a lackey, anger the majority of the team, and prove to everyone how sickeningly toxic this place is. My notice is coming - I can't stand it anymore and neither can my peers.

The higher-ups only care about keeping things the same and maybe promoting a few kissasses. Everybody else is just out of luck.