At some companies, promotions come out of the blue, but not at Million Dollar Baby.
“The evidence is in the work over time,” Ramon Ho, a talent management assistant manager, said. “Feedback, documented growth and demonstrated impact are already there before a decision is made.”
Ho and the team at Million Dollar Baby are making the right call — both for employee satisfaction and for the business’s bottom line. Gallup found that nine in 10 millennials find career growth opportunities to be at the top of their wish list for an employer. Gallup research also found that companies that make strategic investments in employees, like clear paths to promotion, see notable profitability margins.
Built In spoke with Ho in detail about what makes Million Dollar Baby an ideal place to work if a clear career growth is high on your employer wish list.
Million Dollar Baby Co. is a children’s furnishings brand.
What makes promotion criteria feel fair and clear — and what evidence supports it?
Promotion criteria feels fair when expectations are visible long before a promotion is on the table. When employees can clearly see what success looks like at their level and what growth toward the next level requires, promotions stop feeling subjective or surprising.
The evidence is in the work over time. Feedback, documented growth and demonstrated impact are already there before a decision is made. That visibility creates trust because people understand both what’s expected and how decisions are reached.
Which program most improved your capability in your role — and what changed after?
Our manager development program had the biggest impact on my capability in the role. The combination of practical executive training, executive-led cohorts and our annual manager offsite helped turn concepts into real behavior, and afterward managers showed up with clearer judgment, stronger feedback skills and more confidence supporting their teams.
What manager or mentor behavior consistently accelerates growth?
Growth accelerates most when managers give regular, meaningful feedback outside of formal review cycles. The managers who make the biggest difference share specific input in real time, connect it back to expectations and follow up over time.
That ongoing feedback helps employees adjust, build confidence and keep moving forward without waiting for a bi-annual conversation. When feedback is part of everyday work, growth feels continuous and supported.
