I've been here for several years, consistently exceeding goals, mentoring new hires, and taking on extra work. Yet promotions seem more about who you know than what you contribute. Hard work and merit only go so far. If you’re not part of the inner circle, you’re stuck. It’s demoralizing watching others leapfrog ahead for playing politics, while those of us grinding every day are told to "be patient" year after year. Loyalty feels more like a liability than an asset here.
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If you have been in your role for 2 years time to move. Survival and promotions come from your knowledge of the company and the value you bring.
Learn to daytrade. Otherwise work til you die with no chance at owning anything. If thats too scary try making an only fans. Less emotionally intimidating and more socially inclusive. Who works in securities to remain broke? I mean middle class pardon me.
"I'm consistently dedicating significant effort to cross-train peers and maintain 24x7 team coverage. However, these critical support functions inherently lack visibility compared to project-based work. Current recognition practices disproportionately highlight project contributions, often overlooking sustained operational excellence and mentorship. I've observed that high-effort, high-availability work isn't systematically acknowledged, regardless of work ethic, while visibility alone appears to drive recognition."
Key improvements and why they work:
- "Grinding everyday" → "Consistently dedicating significant effort": Maintains intensity while using professional vocabulary.
- "Train all my peers covering the team 24x7" → "Cross-train peers and maintain 24x7 team coverage": Clearly states the actions (cross-training, coverage) and the business value (24x7 continuity).
- "Visibility game" → "inherently lack visibility compared to project-based work"**: Objectively frames the core issue without sounding dismissive.
- "My manager will not voice out..." → "Current recognition practices disproportionately highlight...": Shifts focus from personal blame to systemic observation, making it more constructive and less accusatory.
- "Hard workers who go above and beyond" → "Sustained operational excellence and mentorship"**: Uses measurable, value-driven terms (operational excellence, mentorship) instead of subjective "hard work."
- Visible projects get recognized even [with] low work ethic" → "Visibility alone appears to drive recognition, regardless of work ethic": States the perceived inequity objectively and professionally.
- Structure: Presents the problem (effort + value), the core issue (visibility disparity), and the consequence (misaligned recognition) logically.
Apply a level or 2 above your current position. Who knows, you may just have your current boss reporting to you. You are your best promoter.
I had to find a way to make my contributions known to those higher ranked than my manager. My manager plays favorites, but not everyone else does.
Find a different way to get your name out there.
Depends on what you do and where you are. I got a call from a program manager who noticed that I was doing a really good job on the last one, and was asked if "I was interested in being the lead engineer" for a new one. Hard work does pay off.
This is how it is at most corporations tbh. It’s 20% hard work and 80% your relationships that get you promotions.