I do not even know where to start and end the hate I have on these ladders. It is a true artifact of bad corporations. Sounds great on papers but how companies implement it leads to nightmares and politics.
The source problem is not in the company, but in our industry. There is no standard way to measure a person seniority, knowledge level and impact on a team and product, so each company tries arbitrary rules.
Reviews - in a wonderful world there would not be bad managers, grudges, bias and nepotism, but they are. This also leads to internal politics and all its ugly hydra heads. The best (bad) examples you can read are in the Amazon employees reviews on GlassDoor.
Seniority in company and/or technology - I agree that they must play a role, loyalty and experience are good things, usually. But ... every now and then (more often in my experience, but maybe I'm biased), a few things happen:
you are not promoted because you do not have X years in technology/company. Even if you are better than others at your job, or have more extensive knowledge. It happened to me in a hiring process actually.
developers that are actually harming the products are seen as heroes, Jeff Bonforte explain this perfectly and calls them "firefighters": youtu.be/0IUHK6KmWj8?t=1016
Unfortunately I do not have a better solution, except for a flat, distributed company where everything is public, including reviews and compensations. I know at least one company that does it, and I agree that most people will not agree with this technique, but as long as these arbitrary reasons that affect the compensation are secret, bad things will happen and good people will suffer.
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I do not even know where to start and end the hate I have on these ladders. It is a true artifact of bad corporations. Sounds great on papers but how companies implement it leads to nightmares and politics.
The source problem is not in the company, but in our industry. There is no standard way to measure a person seniority, knowledge level and impact on a team and product, so each company tries arbitrary rules.
Reviews - in a wonderful world there would not be bad managers, grudges, bias and nepotism, but they are. This also leads to internal politics and all its ugly hydra heads. The best (bad) examples you can read are in the Amazon employees reviews on GlassDoor.
Seniority in company and/or technology - I agree that they must play a role, loyalty and experience are good things, usually. But ... every now and then (more often in my experience, but maybe I'm biased), a few things happen:
you are not promoted because you do not have X years in technology/company. Even if you are better than others at your job, or have more extensive knowledge. It happened to me in a hiring process actually.
developers that are actually harming the products are seen as heroes, Jeff Bonforte explain this perfectly and calls them "firefighters": youtu.be/0IUHK6KmWj8?t=1016
Unfortunately I do not have a better solution, except for a flat, distributed company where everything is public, including reviews and compensations. I know at least one company that does it, and I agree that most people will not agree with this technique, but as long as these arbitrary reasons that affect the compensation are secret, bad things will happen and good people will suffer.