Why can’t I7’s become I9 without first being an I8? These levels are so antiquated and old school. If an I7 is doing an I9 role, just promote them or at least pay them accordingly! Dell is very far behind in the times. Almost functions like the Fed govt. The longer you’re here, the higher you get based upon longevity, not talent or skill.
17 replies (most recent on top)
@b7 horsesh-t on that claim... you can skip level but thats very rare in Dell He-l
Leaving Dell for another company then applying to other positions at higher levels in Dell got many people promoted in the past but that was in better days.
@a9 thank you. I worked at Dell for 4 years and didn't know that. Worked like a doggy
I can't think of a single company that doesn't have leveling in some form. Maybe more mobility to move quickly, but in the end, it's still leveling
Because they base it on salary range. That’s how they control cost and promotions. At EMC that’s not how it was at all. I could get promoted to any role if I was at that level
I'm an I9 and I do absolutely nothing all day and get paid for it. We haven't seen or heard from our manager in months.
Why would anyone work hard for this company? They aren't honorable so they don't deserve my honor.
I went from an I6 to an I10 so anything is possible. Perhaps you're not working as hard as I am.
Was an I7 doing I8 work all the time for years and even some I9 stuff. Noone cares and they act like its expected.
Finally moved to an I8 2yrs back and now im doing all I9 work while actual I9s on my team coast daily doing pretty much nothing.
This place is the definition of the saying "Doing great work rewards you with other peoples work"
@a9 This is cr-p. I moved from I7 to I9 five years ago when I moved to a new team. No speech about specific steps to take. I was the best qualified for the new position. I took it and got the subsequent boost in pay and grade.
MANY Companies develop internally. They set their employees up for success. Through additional company funded training & a detailed progression path.
Dell treats everyone like rent-a-hires.
Doesn't MATTER if you have a decade of Dell centric knowledge & experience.
They would just as soon hire Bob from another company rather than teach YOU the skills needed.
Dell is the strangest company I've ever been with.
In my org, at least, it is almost impossible to get to I9. Stuck at I8 for over ten years, with brief stint at M8. One I9 in my org and it was earned thru excessive overtime on obscure but essential (at the moment) projects.
The absurdity in my org is, that we have some people with the company for years. Their base salary growth was outpaced by what the company needs to offer to new hires right now. So a senior sales person has ultimately a lower salary and a higher target than a new hire. And the company refuses to at least match their base with the salary of the new hire. So when you start wondering why results are going down, it is because senior experienced people are leaving.
@a9 Oh, wow, look at that, someone from HR showed up to spew a load of horse shiiiiit.
There are very specific requirements for each role and the day to day work that you do and they are available to all employees (just ask your manager for the document if you can't find it inside). This is why promotions aren't rewards, they are skill based needs. Simply put, if your team can't be successful and needs a higher level of skill and they would post it as a req, there is a promotion opportunity. If the team can be successful with the skills they have, no promotions are justified.
In role is nearly impossible unless the scope of the team changes drastically and this is why most have to look outside their team or org for one. One last thing is that promotions are not at a team level, you may be the best on your team, but ranked last against all other I7s in the org who are asking for one as well. Promotions are determined at the leader level and all leaders have to agree that a particular manager's resource should be promoted over their own. This is why it is important to work on things that other leaders know about and they know your name and what value you provide.
Dell has never been transparent with regards to what it takes to progress to the next level. There does not appear to be any form of matrix where you can say, I9 should be be performing x, y & z consistently etc. It's more about who you know, how you get on with your manager and how your manager and above get on with you. Not worth the effort.
Because they save money by not promoting you. *speaking from experience.