Agree 100% it’s part of your job. You need to manage your promotion rhythm in any company or you will be left just to the context or interest of your manager.
I don't think it's so cut and dried. I concur that "100% it’s part of your job" in the sense that ultimately you are responsible for looking after your own interests, but disagree that this completely absolves your manager / company responsibilities to evaluate promotions by their own initiatives. If anything, not doing so sows discontent.
I was (un)fortunate that my first few managers were proactive in rewarding my good performance, until I had a manager who wasn't. Under the new manager, my peers had all been promoted in due time, and my feedback from them and said manager had been positive, as he'd expressed during our frequent 1:1, so I wasn't worried about my progression. That was until I casually brought the subject up at a 1:1. He of course affirmed that it would be forthcoming, but from his demeanor my gut told me that he hadn't given it a thought until that moment. I believe this was not out of malice or office politics, and in retrospect my coworkers had dropped hints to me that I should have broached the subject sooner rather than later -- this was how this organization operated -- but the idea was so foreign to me that I didn't quite process their message. Had it been malicious I would have been screwed. Ever since I've erred on the side of impudence. I hate it, but...[0]
No analogy is perfect, but suppose if you do your job, you expect to be compensated; if you do a good job, you expect to be promoted, get a raise / bonus, etc. Would it be acceptable for a company to not pay its employees unless they bring it up each pay period, because it's "100% [...] part of [their] job"? Indeed there are industries -- often low end retail -- where this happens a lot, and this assuredly contributes to employee dissatisfaction. Similarly, some people would prefer if their work speak for itself, and managers / companies wouldn't neglect to promote them just because they don't bring it up. When the OP found out that's not now it worked at Amazon (and many other large enterprises), he was understandably miffed, as I was from my own experience.
I was (un)fortunate that my first few managers were proactive in rewarding my good performance, until I had a manager who wasn't. Under the new manager, my peers had all been promoted in due time, and my feedback from them and said manager had been positive, as he'd expressed during our frequent 1:1, so I wasn't worried about my progression. That was until I casually brought the subject up at a 1:1. He of course affirmed that it would be forthcoming, but from his demeanor my gut told me that he hadn't given it a thought until that moment. I believe this was not out of malice or office politics, and in retrospect my coworkers had dropped hints to me that I should have broached the subject sooner rather than later -- this was how this organization operated -- but the idea was so foreign to me that I didn't quite process their message. Had it been malicious I would have been screwed. Ever since I've erred on the side of impudence. I hate it, but...[0]
No analogy is perfect, but suppose if you do your job, you expect to be compensated; if you do a good job, you expect to be promoted, get a raise / bonus, etc. Would it be acceptable for a company to not pay its employees unless they bring it up each pay period, because it's "100% [...] part of [their] job"? Indeed there are industries -- often low end retail -- where this happens a lot, and this assuredly contributes to employee dissatisfaction. Similarly, some people would prefer if their work speak for itself, and managers / companies wouldn't neglect to promote them just because they don't bring it up. When the OP found out that's not now it worked at Amazon (and many other large enterprises), he was understandably miffed, as I was from my own experience.
[0] https://www.youtube.com/watch?v=0Z2JTPalv_s