In today’s competitive workplace, building a positive company culture and supporting employee engagement is a top priority, especially given data from Gallup shows that three-quarters of employees (77%) are “not engaged” or “actively disengaged.” This signals a major issue for companies. Not only does disengagement pose a risk that employees will job hop when new opportunities arise, but it also hurts productivity while they are actively employed.
Vickie Chen, CEO and founder of mobile gaming company AviaGames, has a unique approach to employee relations that has proven effective at the company: allowing workers to pitch themselves for promotions. This makes each team member feel like there are opportunities for growth and has been proven to be a truly transformative strategy, as she recently discussed with Fast Company.
How Avia’s Promotion Pitching Process Works
Traditionally, promotion opportunities are dictated by managers’ assessments, leaving employees feeling disconnected from the decision-making process. At Avia, however, workers are encouraged to take ownership of their career growth by presenting a case for why they are ready for the next step. And, it doesn’t have to be tied to their annual review.
“We have all been in situations during our career journeys where we feel underappreciated by our managers, where our accomplishments occur without recognition, or when we really believe that we are ready to be elevated to the next level, but it is not time for our annual review. This frustration can damage an employee’s spirit and push them to look for new opportunities,” said Vickie Chen, Avia CEO. “We developed this approach of pitching for your own promotions at Avia because we know that people are ready for new roles at different times. Every employee should have the opportunity to showcase their skills and development to get to the level they deserve.”
Promotion evaluations at Avia include a set of criteria that directs leaders’ nominations and employees’ pitch presentations. The full process takes six weeks and includes several steps such as leader nominations, presentations, and management approval, along with a skills demonstration and unbiased review panel.
The program has been a major success. During the last six months of 2024, around 100 of 300 of Avia’s employees met the promotion criteria, nearly 40 were formally nominated, and 80% were promoted.
How This Builds a Culture of Trust and Collaboration
Chen’s leadership philosophy is rooted in trust and collaboration, and the "pitch yourself" approach is a testament to these values. At Avia, this practice has created a more transparent and open dialogue between managers and employees. Managers no longer hold all the power in the promotion process; instead, they become active listeners in a two-way conversation about their direct reports’ career progression.
This shift has allowed Avia’s leadership to gain a deeper understanding of what drives each individual employee. With this process, managers gain invaluable insights into their team members' passions, strengths, and ambitions, ultimately building stronger, more trusting relationships.
What This Indicates for the Future of Employee Development
Vickie Chen’s innovative approach to promotions is part of a broader strategy to reimagine how employee development is approached in today’s fast-paced, evolving workplace. The focus is on fostering an environment where employees are not just workers, but also active participants in their own growth journey.
Chen believes that companies that prioritize employee empowerment and development will see significant benefits in the long run.
“At the heart of everything we do is a commitment to growth—both for the company and for the people who help drive it forward,” Chen added.
By redefining the way promotions are handled, Avia is building a sustainable, thriving company culture. Chen’s vision is inspiring other organizations to embrace a future where employees are seen not just as workers, but rather, as key players in the growth and success of the business.
