Japan traditionally has that “getting promoted after X years” approach. At scale it encourages coasting and not doing much until your manager moves on for what

Japan traditionally has that “getting promoted after X years” approach. At scale it encourages coasting and not doing much until your manager moves on for whatever reason and you have a window into moving up. It also means the Peter principle is in competition with getting promoted while not being very competent. I think there are specific fields and job where it’s a decent approach, but not at scale and not with salaries tied to promotions.