We’ve been losing competent and skilled employees for a long time now. Not just those in critical roles, but experienced, reliable people across the board. What’s the plan here?
Posts mentioning hashtag #talentmanagement
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talent selection
Any one know how it will work? Who gets final say on who stays and who will go? Will people be forced to move groups? So many questions!
EM HIPOs
Just a general thread, tell us what you think.
VP promotions, you can.
I left Oracle three years ago and now see many former colleagues moving into VP or Senior Director roles. The bar seems lower than a decade ago. Back then, an IC5 promotion required pitching to several VPs; Director → Senior Director often took 5–8 years of hard work; becoming VP could take around a decade for top performers. Today I’m seeing a average guy become regional VP of AI with only a bachelor’s degree, little to no AI experience, and limited overall sales experience (<3 years at Microsoft, and in fact later fired). Has the process changed, or are titles being inflated? Where is this going? Is this a talent development, I guess not...