Do we really work in a corporate world whr ppl with power decide in 30 mins of conversation with u to promote or not?only If u bend enough for thm, then you grow. Smart or hard work is not enough.Sad reality.

likehelpful
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I don’t know how it works at your firms, so I admit this is an extrapolation of working at 3 firms. That being said connecting more with your counselor, your partner or senior management (picking up extra commercial dev work, internal activities) should be a sure way to gather some exposure. I have never had the impression that I had no influence in the matter.
This is a people business to the max. So you do need to develop these skills.

I also disagree that I, as senior mgt am unable to (strongly) influence the process based on merit.

Those 30 minutes should be the culmination of a years worth of work and internal influencing. It’s not about the duration of that promotion meeting, it’s about the steps you take to ensure the outcome of that conversation.

likefunny

Not sure what firm you’re at Op, but if you truly know people at whatever firm/group you’re at that have partners ask people to baby sit kids and do personal errands I would gtfo of your firm. The groups and companies I’ve work at haven’t done that - at the very least I can say I’ve never done that and have gone up the ladder relatively efficiently - for what it’s worth I’ve had some conflicts with my partner and coaches but it hasn’t held me back. But I agree with Director1 tho, pretty much whatever you do in life has a people aspect - and you have to be able tell a story of the value you added. It definitely is not true that everyone is performing exceptionally well per end of year metrics/reviews - there is huge variety. Best of luck Op.

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That’s a pretty negative attitude. EOY rankings are well within your control to influence. You are in control of it and once you realize that it really is about your performance, you will do better. Stop blaming others.

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Thats the point I am inhouse talent...and I have to basically struggle my way to the top and reach out to 100s of ppl and beg for their support cause guess what project work and firm work you do is not a deciding factor..its how many ppl you please..and the firm recruits lateral hires who are managers and senior managers and they cant even make an effing powerpoint or lead a team...so many of them i see around me...and then i wonder why does in house talent a straight 1 all 4 yeats suffer..oh cause you didnt pls enough ppl in the firm.And guess what I am not a people pleaser who will do shitty errands for you and get my way to the top or fake firm initiateves and snapshots and reach to the top..i have seen ppl break the system by submitting fake snapshots and the ppl they work with are powerful enough to push the talent lead to promote.Politics is not my cup of tea.

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OP, favoritism (and often nepotism) is real in the workplace. Anyone making you think otherwise is probably part of it/reaping the benefits.

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I don’t even get to have a convo with those people at KPMG 🤷🏼‍♀️ it’s based on timesheets and admin compliance

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Lol. Noway!

Yes

30 mins? At Accenture it’s about 2-3 minutes per person LOLOLOLOL must be nice!

The LOL part is that you all seem to believe the decision is made during that meeting. That slot is there to present an outcome/advise and gather potential opposing feedback.

Again: do what you need beforehand to control that outcome. You define clear goals/objectives with your counselor and your leadership, on which you agree that you need to hit to claim that promotion. Once you deliver, you build that case and you use your network to push for the necessary visibility. You get hard commitment from your leadership that you’ve done what it takes.
Only then you wait for that 3 minute meeting.

That’s the magic recipe. If it doesn’t work, there’s 2 options: 1 the system is broken at your firm and you leave - 2 you’re not as good as you think you are.

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