4 ms·

The more common case is 5 managers coming to you to pitch their managees for promotion. You can’t just promote everyone the same, and hopefully the managers are

by hrktb 8y ago

The more common case is 5 managers coming to you to pitch their managees for promotion. You can’t just promote everyone the same, and hopefully the managers are pretty happy with their managees. That’s where paper trail, or anything mildly objective is precious to adjust what needs to be done.

gowld 8y ago
> You can’t just promote everyone the same Why?
- deleted 8y ago
  [deleted]
- lmkg 8y ago
  Most common reason is probably "budget." A reason which is valid on the surface but difficult to implement properly is "it's bad for morale if deadweight employees get promoted just the same as people who contribute."
  - r00fus 8y ago
    It makes more logical sense if you value people's achievements. Some years, I simply have to put more emphasis on family. Or I may get crappy projects or overwork myself and have to recover. Other years are better. I think a strong (30%+) bonus compensation plans + automatic basic raises guarantees the best results. You know you aren't "going for the next level" but simply executing and on bad quarters/years you don't get as much. Easier to accurately quantify in a profit-center as opposed to a cost center, for sure.
- com2kid 8y ago
  Budgets, and org charts. You can't have 5 people all leading a team. A good manager will give employees who want to lead an opportunity to do so in smaller ways, and when it comes time to figure out who gets promoted into a leadership role, being able to compare notes of how well each candidate went is essential. Even for non-managerial roles, there may not be budget to promote everyone. Especially at larger companies where a promotion can be an extra 50k+ per year per employee, promoting all 5 people means there isn't budget to hire someone new, and those employees aren't suddenly working 20% more efficient thanks to a new title.
- ben509 8y ago
  Good people will recognize that their work is not valued and quit. The value employees add is Pareto distributed, so you can lose only a handful of people but be crippled nevertheless.
- lljk_kennedy 8y ago
  Budgets, I guess.
- dentemple 8y ago
  When everyone's a tech lead, no one's a tech lead.
- hrktb 8y ago
  The simplest way to look at it: everyone is not the same In particular everyone doesn't have the same experience, market value, expectations and behavior associated. For instance you will have a manager that is super happy with what an employee does, but in practice the employee is already at the top of the game, paid accordingly, and has a special status in the company. This employee's raise will be proportionally a lot lower than a junior guy who went above and beyond his role and could leap two ranks ahead with the skills demonstrated. Both employees are valuable and merit praise, it just won't translate to the same proportional amount.

by hrktb 8y ago

gowld 8y ago

> You can’t just promote everyone the same Why?

deleted 8y ago
[deleted]
lmkg 8y ago
Most common reason is probably "budget." A reason which is valid on the surface but difficult to implement properly is "it's bad for morale if deadweight employees get promoted just the same as people who contribute."
- r00fus 8y ago
  It makes more logical sense if you value people's achievements. Some years, I simply have to put more emphasis on family. Or I may get crappy projects or overwork myself and have to recover. Other years are better. I think a strong (30%+) bonus compensation plans + automatic basic raises guarantees the best results. You know you aren't "going for the next level" but simply executing and on bad quarters/years you don't get as much. Easier to accurately quantify in a profit-center as opposed to a cost center, for sure.
com2kid 8y ago
Budgets, and org charts. You can't have 5 people all leading a team. A good manager will give employees who want to lead an opportunity to do so in smaller ways, and when it comes time to figure out who gets promoted into a leadership role, being able to compare notes of how well each candidate went is essential. Even for non-managerial roles, there may not be budget to promote everyone. Especially at larger companies where a promotion can be an extra 50k+ per year per employee, promoting all 5 people means there isn't budget to hire someone new, and those employees aren't suddenly working 20% more efficient thanks to a new title.
ben509 8y ago
Good people will recognize that their work is not valued and quit. The value employees add is Pareto distributed, so you can lose only a handful of people but be crippled nevertheless.
lljk_kennedy 8y ago
Budgets, I guess.
dentemple 8y ago
When everyone's a tech lead, no one's a tech lead.
hrktb 8y ago
The simplest way to look at it: everyone is not the same In particular everyone doesn't have the same experience, market value, expectations and behavior associated. For instance you will have a manager that is super happy with what an employee does, but in practice the employee is already at the top of the game, paid accordingly, and has a special status in the company. This employee's raise will be proportionally a lot lower than a junior guy who went above and beyond his role and could leap two ranks ahead with the skills demonstrated. Both employees are valuable and merit praise, it just won't translate to the same proportional amount.