Promotion and salary increase is something that everyone is eager for, and it is no exception for programmers. The programmer's salary increase is divided into general adjustment and promotion. The general adjustment is small, most of them are around 10%. The promotion has a large increase, often around 20%. Some companies can even reach 30%, and the 30% increase is reached. I have to change jobs last time. So if you want to raise your salary, you still have to rely on promotion.
Different companies have different levels, such as Baidu's T6, Ali's P7 and Tencent's T3.1. These three levels are similar. Baidu is a senior engineer, Ali is a technical expert, and Tencent is a senior engineer. In fact, the essence is the same. As the wind vane and birthplace of the domestic Internet, BAT has also affected a large number of companies in the rating of programmers. These companies have more or less the shadow of BAT in their grading.
One problem worth noting in the promotion of programmers is how to get the promotion of capable people. This is actually a problem. A promotion window will have a lot of people involved in the selection, but not everyone can pass, promotion has a elimination rate. In my experience, this elimination rate is about 50-60%, which means that half of the people will be promoted to failure.
BAT's promotion process is very similar, and Baidu's promotion process has caused a lot of doubts. It is laughed by everyone as PPT company, and Baidu employees are also labeled as "only write PPT, will not do practical things". Although it is ridiculous to watch, there is actually a reason. In Baidu, every employee who participates in the promotion must write a PPT to describe the job, and then tell the PPT to a group of unfamiliar senior judges. After the lecture, the jury will rate the employee and finally follow the order from high to low. To determine the promotion list. Because the judges and employees are unfamiliar, this makes the judges only score according to the quality of the PPT. In other words: it is usually done well, but the PPT is not good enough to get high scores. This phenomenon is the famous Baidu PPT culture.
Some people say that the judges can refer to the evaluation of the candidate's direct superiors, and whoever evaluates well will be promoted. As a person who has been a judge for many times, I can only say that this idea is too naive. When the judges knew that the direct superior evaluation could not believe. Because of the comments, his subordinates are skilled, easy-going, and make a great contribution to the company. They are all more than one, and they all want to laugh.
Baidu PPT culture will be criticized and spit by everyone, the reason is also very obvious. Many employees who work hard are not good at expressing themselves. PPT is not good at writing. It is difficult for these students to be promoted successfully. This has caused great unfairness. And because of the characteristics of the programmer, this part of the people is not a minority.
In fact, the hard injury of the PPT culture is: the high-quality judges are few. In some high-level promotions, such as Baidu T6 and Ali P7, the judges are all higher-level engineers. This level of people is inherently small and can only be pieced together from various departments of the company. In this way, the judges and candidates are not only unfamiliar, but probably not the same technical field. Since they are unfamiliar with each other and the reference opinions of the candidates directly to the superior are not credible, tell me: If you are a judge, what can you do? I tell you, there is no way, only self-judgment based on the PPT of the candidate.
Since the PPT culture has obvious shortcomings, why are there still many companies using it? As far as I know, PPT culture does not only exist in Baidu, many companies have PPT debriefing. Presence is reasonable, which shows that there must be a truth in the PPT culture.
Think about it, if you don't decide on the promotion by telling the PPT, there is still a plan: the department nomination, the promotion list is all elected by the department, and who can be promoted is actually the leader has the final say. For example, there are 10 people in the department who want to be promoted, but there are only 5 places. If you are not selected, will you have any thoughts on the leadership? Sometimes, leaders prefer subordinates who have the ability and understanding of people. If the employees who write the code do not understand the rules of the workplace and cannot become the "core" in the eyes of the leaders, then these employees may not be promoted for a long time. I ask everyone: Do you have such an example? Is this fair?
I don't think the department nomination is more unfair. Once you can't become a "core", you don't even have the right to reply. And PPT promotion method, at least everyone can try, once can not be twice, the results of the defense is not controlled by the superior, whether it is the "core", as long as there is a chance to talk about PPT, then everyone is standing at the same starting line.
However, you have to write a good PPT!
I think the PPT defense is the most fair promotion method at present. He provides a fair competition for everyone, and it depends on who wrote the written PPT. If you can't change the rules, you have to adapt to the rules. Everyone should pay attention to PPT. Everyone must develop the ability to write PPT. PPT represents a person's ability to express and self-represent. Believe me, don't underestimate it, or you will suffer in the future.
From now on, don't look down on the PPT culture anymore, ok?
>This article was originally published on WeChat public account "Yu Gang said"