Moving up the ranks is results based. This is ideal. Trainings to upskill in both soft and hard skills are also regularly scheduled. Even when you are a new hire, you get a seat at the table and get to talk with upper management. This can be rigorous but a very good learning opportunity. there are multiple opportunities open to everyone in the form of internal jos.
Manager will talk to you about your career progression as early as 6-month of your career, and I think it is a good thing. It is just that on my current area, promotions are scarce.
As mentioned time and time again here, ti greatly values performance. Bottomline is that if you perform well (I.e. Meet key metrics, innovate with high impact projects, etc.), then you'll be promoted soon rather than later. However, this also means competing with other people with the same job grade in your organization, so it sometimes becomes discouraging for example if you've greatly improved from your last year but come up short when compared with your other peers. specifically though, ti offers three ways by which someone can grow/be promoted in ti: either deeper, higher, or wider. By deeper, it means if you learn your assigned process/area by heart and become a technical expert, then you're on your way to become a subject matter expert. By higher, if you show a knack for leadership and work well with the team you're assigned in, then you'll be considered for a management position. Finally, for wider, if you branch out and rotate to different areas, then you'll be versatile and be considered for multiple opportunities.
It is good that the company offers a path that their employees want to take, after talking about the path that they want to take, it is good that there are catch up conversations (one - on - one) to discuss progress.
