Promotion & Employee Performance

The Problem

Leadership assumed fair promotion systems would boost performance. They needed empirical evidence before reforming policies.

Our Solution

Survey of 355 staff. Analysed promotion satisfaction vs task delivery using Spearman correlation, regression, Kruskal‑Wallis H‑test, and one‑way ANOVA in Python; published executive views in Tableau for policy discussions.

Impact

• Promotion satisfaction had virtually zero relationship with task delivery (ρ = 0.017, p = 0.746)
• Leadership redirected focus to performance management instead of promotion reforms