Agreed. If you don't actually give the recognition and promotion after making it clear what is needed to reach the next level... then none of this works and morale will crash.
We put in place quarterly reviews that were heavily focused on employee improvement, learning and application of that learning. Promotions were automatic and didn't need many levels of buy-in to approve. It was simply "are you doing the job of a senior dev? Congrats, then you are one".
This was also strange as to most it was very different from quarterly or annual reviews they'd encountered elsewhere that had focused on project progress and milestones. The business goal was to build and retain the best team, focusing on that meant the project goals naturally followed.
We put in place quarterly reviews that were heavily focused on employee improvement, learning and application of that learning. Promotions were automatic and didn't need many levels of buy-in to approve. It was simply "are you doing the job of a senior dev? Congrats, then you are one".
This was also strange as to most it was very different from quarterly or annual reviews they'd encountered elsewhere that had focused on project progress and milestones. The business goal was to build and retain the best team, focusing on that meant the project goals naturally followed.