Just reading MD's email with the in line promotion criteria. 2 years of highly successful/ exceeds expectations.
19 replies (most recent on top)
Its very easy to get promoted at Nike. Just do your job.
Nike doesn't promote from within with few exceptions in tech (I can't speak for the rest of Nike). They bring in new people. Sure if you are a specific pet of someone like MD you can get promoted but for the rest of you, you are where you come in.
I'm an ex Senior Director who was laid off last Feb. I've worked in a lot of companies and have a lot of contacts. I've seen a lot of HR processes. This one is a curve and the VP on top decides who is what and makes the decision. If you aren't in favor with your VP or your SD doesn't have pull you are sc--wed. Period.
There are almost no actual formal criteria for promotion. Or ratings. They just make the ratings up for the most part.
Most people director on up barely have annual plans that are tied to goals. I made mine but I was an exception. VP's almost never have them. It is pure politics the higher up you are, and mostly you can count on whatever position you are at, that's where you stay.
I promoted a lot of people during the re org even though I was explicitly told not to. Everyone did who wasn't a dolt.
Hard to be Highly Successful and reside in Oregon concurrently. Follow MD’s lead and relocate.
@gw Your team may have been great and you were just lucky to be on the ride maybe
I won our org’s Maxim Award one year and still got rated a Successful. Truly a joke.
So true. Dysfunctional company and dysfunctional leadership. Few people force decisions without any consequences on them.
Tech is horrible
The reality is that whether you work hard or slack off the rating is basically the same. That’s why there are so many who leave early and don’t carry their weight. The good people either leave or stop working hard: This is a dysfunctional company.
@ce - it’ll be hard to “just be Indian” for your white a**.
Your direct management decides the curve, HR only recommends. Generally FTE at Nike think they are better than they actually are.
As a former Nike Sr. Due (not in tech), the HR-prescribed bell curve was so frustrating! I’ve experienced having “too many” HS in my org and told by HR that I had to “manage with courage” and change some ratings. To me, managing with courage should mean advocating for my team members to receive the rating they earned. I told my VP and HRBP that I stood by all the ratings and would stay within salary budget — because that should be the only logical concern with having too many high ratings. I was still forced to make adjustments. A couple of those changes felt somewhat reasonable after discussing with the direct managers. A couple others felt absolutely wrong and made me physically ill trying to figure out how to make it make sense in the CFE conversation. It’s such a broken process.
Just be Indian...get all the promotions...thank you, come again
HS means nothing. I had HS 3 years in a row and nothing. Next year S only as they didn’t want to promote. It’s bs.
This is 100% true. We had two people on our team who got a Highly Successful and an Exceptional rating respectively. The leadership team collectively approved these ratings up through the Senior Director level. However, when it came time to communicate the ratings to the people a month later, they had been bumped down to just Successful. The explanation our Senior Director was given was that there had been too many high ratings given in the entire org (not just on our team), so HR arbitrarily moved everyone down without consulting the managers or the leadership team in the org. That's when I realized that the whole CFE ratings system was a joke. By the way, none of the people that got the high ratings in our org are still at Nike. They either left for other jobs or were laid off.
That’s it?
Hard to do when folks that don't even know the people on your team tell you that you that 2 people getting HS is to much and to pick one or they do it for you. They have enforced quotas on how many people can get HS and it doesn't matter if the recognition can be justified or not.
very reasonable
I had a HS rating for 4 years in a row and got laid off instead of promoted.
Similar criteria where you are qualified to get laid off
This means…one has to be direct manager and skip level management’s favorite for at least two years. In other words su-king up to them without questioning their decisions