Our daughter called to tell us that a high-profile initiative she discovered and shepherded right up to the president of the international company’s office was approved. We celebrated then asked if this could lead to a promotion. She reminded us she was promoted in the last round of reviews and no one receives consecutive promotions. I suggested that may be because no one brings this level of business development to the company until now. (You expect her mother to say that, right?) Our conversation reminded me how difficult it can be to ask for promotion.
Problem
Society conditions us to believe our work should speak for itself and our employer will automatically reward us. Your manager’s job description may include developing you professionally, but they don’t have time to ask themselves, “Did my direct reports do anything promotion worthy today?” You are in charge of your future. If you’re doing next level work, you deserve promotion. Just because it’s not normal doesn’t mean you shouldn’t discuss it with your manager. You may be a catalyst for change.
Solution
Study the job description of the position you want. Do and document that next level work (especially your successes), then ask for the promotion at the appropriate time. Prepare for it by answering these questions:
Who profits from it? Promotion has to benefit your team, manager, other departments, the company, your clients, and you. What do others gain from your promotion? Leadership? Loyalty? Labor? Are other people going for this promotion? What makes you different? Do you have more: Certifications? Creativity? Connections? Be prepared to address how you’ll arrange handing off clients, working with teammates who may be jealous, and prioritizing multiple projects.
What have you done to earn it? Know the metrics by which your job performance is measured and track them weekly, quarterly, and yearly. Use this data to quickly and easily build your case. For example: How much money did you save the company? How much revenue did you bring in? How innovative is your solution to a perpetual challenge? What are your department’s KPIs?
When is the best time to ask for it? Traditionally, formal annual job performance reviews are the best time to present your case. If your company evaluates more frequently, don’t let receiving a promotion last time stop you from asking for another this time. If your company doesn’t do annual reviews, request one. You need to know at least every 365 days if you’re doing the quality of work that leads to promotion.
Why should you get it? Think of the objections your manager may raise and prepare for them. For example: Objection: No one receives consecutive promotions. Your Answer: No one brings this level of innovation to the company. Know your company’s top goals. Explain what you did to move the organization toward them using specific illustrations from your data.
How should you ask for it?
Do:
- Act confident – make eye contact, sit up straight on the edge of the chair, speak in a conversational tone of voice
- Control your emotions – if you feel nervous, convince yourself you’re excited
- Be positive – you’re offering your manager the opportunity to shine by recognizing a rising star when they see one
Don’t:
- Apologize – you aren’t imposing on your manager; your professional development is part of their job
- Give your manager an out – Example: “Maybe this isn’t a good time, but…”
- Play the victim – Example: “I need this promotion because (insert personal problem here)”
Result
If you receive the promotion by the end of the discussion, congratulations! But, don’t be stressed if you get a cliffhanger. It’s a good sign when your manager wants to contemplate your case instead of immediately saying no. If this happens, follow up in a week’s time. If you’re denied promotion, ask why. Is this a bad time for the company? Schedule a follow-up meeting for next quarter. Is there something lacking in your current job performance you need to work on (e.g., emotional intelligence, project management, leading a team)? Ask for projects showcasing those abilities. Do you lack the skills or certifications required for promotion? Set goals to obtain them. At the very least, this conversation makes your manager aware of your desire to contribute at a higher level.
What do you think is the most challenging aspect of asking for a promotion? Please share in the comments.