Strong Pay, Weak Growth: Manager-Driven Promotions and Lack of Transparency - Senior Engineer DP World Employee Review

Career growth is heavily dependent on manager favoritism rather than merit No transparent or standardized promotion framework across teams Significant inconsistency in promotions — some employees advance every 1–2 years while others remain stuck for 4+ years despite proven performance Performance evaluation lacks objectivity and can shift drastically without clear justification PIPs appear to be used reactively and sometimes as a tool rather than a genuine improvement plan HR largely functions as a support system for management decisions instead of acting as a neutral or corrective body Limited accountability for managers, leading to unchecked bias in decision-making Lack of continuous, constructive feedback; expectations are often unclear until formal escalation Workplace culture can feel politically driven, where visibility and alignment with management outweigh actual contributions Low trust environment due to perceived favoritism and inconsistent decision-making