When do you guys think promotions will start being a thing?
16 replies (most recent on top)
There are no promotions because 'everyone has to interview', but really the winners are already picked and the interview process is a sham. It's not merit or ability based, usually whoever is friendly or brown nosing with the leads and hiring managers.
Also during the peak years of female forward initiatives, a ton of non-males were getting elevated to be the face of work that they had nothing to do with. This is a fact.
Promotions have happened all along in innovation. No interviews required, just your boss telling you what your new role is and people have the expectation that it is part of working in innovation. Just another example of how things are not equally done from an HR standpoint across this company.
I hope EH makes the right decision and invests in the people first, especially anyone that got demoted, anyone that's been due a promotion. You're not going to be able to turn around this company without a committed workforce. Take a L on this year financials and you'll have a dedicated workforce committed to getting us back to the top.
stop complaining yall. 3% raise is better than no raise.
In past years raises were at least loosely based on performance. However, the VPs could and would override the proposed raises by the employee’s direct manager. As for myself, my best raise came in a year with an average rating, not in one of my “highly successful” years, despite the company’s overall raise being 3%.
I thought the performance rating is not linked to the raise since many years ago but I can't agree more, I was shocked when I realized the reason just to make their job "easier". What a terrible excuse and totally destroyed the moral. And to be honest, shouldn't that be the most important thing for the managers? They are doing very minimum works with fat paycheck, this is not that hard...
Hate to break it to you but having worked at adidas, and google and having quite a few friends across both sports and tech, it’s the same everywhere.
3% raise is a blessing. Adi has been getting no raises or bonuses for most years in the last 5.
Nothing so demotivating quite like working hard in FY24 to get a Highly Successful rating, then finding out that we were all getting the same 3% raise. And if you heard the meeting with JD, we all got the same raise because it was “easier”.
Career advancement has been at a halt for years. In the good days hard-workers could see a way to go from L band to U band to E Band. Especially in Brand what a joke, they would make 27 year olds Directors after only 1 or 2 years at L and U.
I have no idea now how to make it past 45 now.
My team is half 35s and half 40s. The 40s have all been at Nike less than 2 years at The 35s have been around awhile and survived re orgs, and do THE SAME WORK, but the 40s get more pay and the title.
Other companies have career coaching and mentorship outside your immediate reporting chain to keep good talent and ensure the best advance, not get STUCK like at Nike.
You can stretch and do extra work for 6 months to a year without extra pay, and then get nothing
If you’ve been at Nike long enough you see this across any org. Good hard working people STUCK and no promise of advancement.
So if you find yourself competent yet bored in your role since you can’t move up, I suggest you try a little less harder and do things that make you happy in your day.
Everyone here is lying. You get promoted based on your performance so do a good job. :)
Most companies don’t promote in role, especially in this industry. Most roles are required to be posited for a certain number of days and have a diverse candidate pool, per dEI . This isn’t just Nike exclusive, also the same at adi, Lulu, etc.
I never understood the difference between an average vs exceptional rating, as it doesn’t trigger a promotion or higher bonus? How do they expect people to “hustle”, “grind” and “win” if it doesn’t result into any personal gain?
There are no "promotions" at Nike Inc.
HR policy.
You need to reapply and go through the interview process when a higher grade opens up in your team rather than getting a promotion, it is a nepotism sh-tshow.
Forget about having a proper carreer path if you are 45 and below. That is why people backstab eachother, steal projects and focus on creating clown shows until they survive the hunger games to get to 50. Your IDP doesnt matter, your skillset doesnt matter you are just there to fill a seat in the system. If you are engineer dont think about specializing in any stack, the expectations are low anyway. Just produce fancy confluence pages and nice looking powerpoints and pretend that you know what you are talking about.
After 50... well you guessed it, it is a nepotism sh-tshow again. You pledge your alliance to the old boys club or the old girls club and get involved in the team deathmatch. You wont survive if you go solo. Chose your spec: "lavish wholesale beach resort parties" vs "DTC bonanza where nike pretends to be a luxury fashion on the runway"
Good luck!
Promoting has been happening all along, just not in a fair and consistent way. Leaders are constantly picking “winners” who get promoted. They position it as part of some reorg or another. Meanwhile HR pushes people down all the time, and stores nothing about what you did for the company, just the mandated CFE score. Don’t think it has anything to do with what you delivered. Want a promo, be besties with your leadership.
I am curious about in mine promotions. Been a senior waiting to be made a lead for a couple of years now.
It's happening now already. New ELT and stuff its awesome. Hiring is also up!