Can we please have promotions EH? A lot of us have worked hard over these past years and we would appreciate it if we were recognized for going above and beyond… Thank you.
14 replies (most recent on top)
@zpo nailed it. If there were tenured promotions everyone would be complaining about that too.
Let’s be clear here, not everyone gets promoted and “up” isn’t the only way growth.
For every 100 u bands you have 10 E bands, to 1 S band,,,
You realize EH can change this policy? If he really cares about us, he would change it soon.
You’re all making this more complex than it needs to be.
You want a promotion? You need to have been doing your boss’ job already for 6 to 18 months. Without the title.
You haven’t had a chance to do that? Then there’s no promotions to be had. Our big DTC push failed. That was Nike’s (and your) big growth opportunity. 2025’s game is cost savings and doing more with less.
Promotions are centered around what gaps & dysfunction exist within your organization. They have nothing to do with what you personally deserve.
And after the mess of upset feelings & lower salaries that fell out of the Grades implementation I doubt there’s a strong appetite to add a time-spent title matrix on top.
I know I’m sounding harsh right now but that’s our current reality. We have some tough fights ahead of us as a company.
Then all Nike has to is make clear guidlines on how to get promoted.
Its that fkn simple.....
This is the problem with Nike: people don't understand what and how promotions happen. At the new company I am at, there are clear, transparent guidelines on promotions which are tied to tenure and scope of role. We are also rewarded with pay raises / incentives that are unrelated to promotions which means you don't need a promotion to be paid more! What a concept!
When there are no clear guidelines on how promotions happen and when people are not rewarded for good work, people think they need a promotion, are entitled to them, get bitter when they don't happen, back-stab each other which they think helps them with a promotion (sometimes it does! which only reinforces the toxic behavior), and eventually good talent leaves because they become frustrated with either not getting a promotion or lacking clarity.
The new HR leader needs to fix this issue in order to have any hope of fixing the toxic culture that permeates at Nike.
If hard work alone earned promotions the company would be run by janitors & food service staff.
Nike has roles that do a specific task, there is no title tree that you can chase beyond that. There are no “time served” promotions like you’d find in government jobs.
If you’re looking for accolades start sending High Fives to your teammates and create a culture of mutual appreciation. Trust me. Knowing my coworkers appreciate my hard work feels far more impactful than having to buy a new desk badge every other year.
If you REALLY want a new title and an 8% raise you need to look for the most dysfunctional team you know. One with 100% turnover in the last year or two. Go on. Be the dog that catches the moving car. Tell me if it’s all worth the extra $1,000 a year later.
@avn+1vGvLQi9 Lets be honest. We've all earned the promotion because we've worked hard for years yet you guys are too nervous to speak up. Its time we all spoke up.
I’m one of those who is obsessed with getting promoted, but OP, let’s do better by not posting something this pathetic
@MrWorkHardLVL45
Adding to your list
path 3 - Make your co-workers look bad , blame them, find or create dirt where possible --> this works with toxic managers as they feel supported with your actions.
It’s honestly not hard to get promoted…
Path 1(easy): Apply for role internally where you know hiring manager and have bought them coffee 3+ times during a 1:1 prior to interview
Path 2(easy-ish): Indiscreetly bypass your direct manager to work directly for your skip level and create decks for them when they ask. If you’re curious, it’s okay/applauded to let your existing responsibilities slide to make this happen
“Please give me a handout” is part of the problem. Try turning the business around then asking for more.
You do realize most of our most talented have been let go, don’t you? They will likely prioritize brining back talent first.
Internal promotions are already happening. Maybe you are just not ready for the next level.
Literally so many promotions happening already. Not sure you want the other way where no roles are posted and only nepotism gets you promoted, you think it’s better but may not benefit from this either.