I’ve just completed my PDR review, and my manager mentioned that I need to increase my visibility with the SLT. This feedback seems to come up almost every year. It makes me wonder whether the issue is really about my visibility, or if there’s a lack of clarity or alignment in how SLT evaluates contributions.
10 replies (most recent on top)
Give the senior leadership a like on LinkedIn 👍. Then next year tell the, what you did in your review
@OP PepsiCo is a “ cult” - having worked 20 years with them and similar in other companies, likability is paramount… functional competency is not factored.
So .. stay if you are paid well comparative to industry / if it suits family- home life and don’t over do it/ overthink .
Leave if it’s eating you up - but get as much training ( free) that you can that are very useful as transferrable skills. Best wishes all
Who cares? Your boss will probably change 5 times in the next 2 years. There’s no clear cohesive executive plan in place anyhow. It’s just a bunch of people giving their opinions and very few of “leaders” actually know what they are doing. Most of them are overconfident id--ts that don’t know they are clueless.
18 years and never had this bad of a raise.
This is caused by more than just a lack of vision from SLT; it is exacerbated by managers who do not provide support—or, at worst, take credit for your work.
@bk why .. he is stating a fact unless you are an Indian.
@a3 Your comment sounds like hot air. 🔥💨🤣
@ac all they care is to feed their Indian brethren. Entire Plano is now Indian wtf is going on people.
Visibility = "Hey, this person is getting expensive. Is there somebody in Mexico or India who can do this job?"
It’s really more about your manger understanding your career aspirations and providing you with the opportunities to gain the right visibility for career development. Otherwise, it’s just hot air.