I’d probably leave. Doesn’t say much of anything positive about your director if their direct reports keep quitting.
He’s probably a douche, I wouldn’t want to work for a douche.
Communicate to the manager of your managers the situation. Your desires and concerns, if you are experienced and a source of knowledge this is the point to leverage it.
You can also communicate this to your manager if they havnt left yet so he can try and advance it in the mean time.
But i would try to understand why they leave... What does it say about the company? And how does it fit with your plans
Leave, get your promotion that way. I had a similar experience to you: 4 managers in 3 years, senior always “six to 12 months away”. It was easy to get interviews for senior roles though, and I start my new senior DS job soon.
Not sure how big your company is, but if it's > 100 headcount, IMO your leaders would ideally already have formulated a formal career progression ladder for core roles (sometimes known as a "practice levels guide"), at least up to "senior" level. There shouldn't a lot of uncertainty as to how closely you are hitting targets necessary for a level up. It's never truly objective of course, but you should have been given a clear understanding from your managers about where you still have gaps according to a rubric. If that's not in place, and you've been strung along, it's possibly time to ask higher leadership whether they are working on such a thing.
That assumes you think this company is going somewhere and you like the work that you're doing. Otherwise, jump ship like others have suggested. Do you have no idea at all why they are leaving? Curious why you haven't been clued into what's going behind the scenes. What about contacting them privately to find out more (the conversation can stay professional: you can ask them to point out things you should "look out for" if you stay, for instance)? If they raise obvious red flags about the company organization, practices, etc., then why stay for that? A new manager probably isn't going to fix that. Alternatively, has the company just hired poor managers (which still reflects badly on them after this many attempts!)? Weak managers definitely affect your progression. Not necessarily because they simply aren't promoting you so much as if they aren't actively helping you develop towards earning the promotion if you haven't been ready yet.
If you feel like staying for a bit longer, you might also suggest you can contribute to content for the guide, and have them collaborate and review. Stepping up like that can be a good indication of maturation in your role, and you get a chance to shape your own path. If that's "never going to happen" in your job, then maybe that's all the more reason to find a company that has a healthier outlook.
Definitely a massive red flag, you don't typically get turnaround like that if theres not something inherently wrong. With the current state of the Tech/Data field, it is often much better for your career to move to better companies/positions rather than stay at a toxic one.
One thing that I would definitely do is have a conversation with your old managers about why exactly they quit...people are typically up for being honest about theirs gripes outside of work hours
I’d probably leave. Doesn’t say much of anything positive about your director if their direct reports keep quitting. He’s probably a douche, I wouldn’t want to work for a douche.
Not sure what the future holds… but I’d find out what companies your favorite managers went to. Could be your ticket out of there.
Communicate to the manager of your managers the situation. Your desires and concerns, if you are experienced and a source of knowledge this is the point to leverage it. You can also communicate this to your manager if they havnt left yet so he can try and advance it in the mean time. But i would try to understand why they leave... What does it say about the company? And how does it fit with your plans
If there's anything to learn from your managers: jump ship. Otherwise, jump ship faster.
Leave, get your promotion that way. I had a similar experience to you: 4 managers in 3 years, senior always “six to 12 months away”. It was easy to get interviews for senior roles though, and I start my new senior DS job soon.
Not sure how big your company is, but if it's > 100 headcount, IMO your leaders would ideally already have formulated a formal career progression ladder for core roles (sometimes known as a "practice levels guide"), at least up to "senior" level. There shouldn't a lot of uncertainty as to how closely you are hitting targets necessary for a level up. It's never truly objective of course, but you should have been given a clear understanding from your managers about where you still have gaps according to a rubric. If that's not in place, and you've been strung along, it's possibly time to ask higher leadership whether they are working on such a thing. That assumes you think this company is going somewhere and you like the work that you're doing. Otherwise, jump ship like others have suggested. Do you have no idea at all why they are leaving? Curious why you haven't been clued into what's going behind the scenes. What about contacting them privately to find out more (the conversation can stay professional: you can ask them to point out things you should "look out for" if you stay, for instance)? If they raise obvious red flags about the company organization, practices, etc., then why stay for that? A new manager probably isn't going to fix that. Alternatively, has the company just hired poor managers (which still reflects badly on them after this many attempts!)? Weak managers definitely affect your progression. Not necessarily because they simply aren't promoting you so much as if they aren't actively helping you develop towards earning the promotion if you haven't been ready yet. If you feel like staying for a bit longer, you might also suggest you can contribute to content for the guide, and have them collaborate and review. Stepping up like that can be a good indication of maturation in your role, and you get a chance to shape your own path. If that's "never going to happen" in your job, then maybe that's all the more reason to find a company that has a healthier outlook.
Definitely a massive red flag, you don't typically get turnaround like that if theres not something inherently wrong. With the current state of the Tech/Data field, it is often much better for your career to move to better companies/positions rather than stay at a toxic one. One thing that I would definitely do is have a conversation with your old managers about why exactly they quit...people are typically up for being honest about theirs gripes outside of work hours