We’ve all heard stories about people who found themselves securing a key promotion at work without having to do anything (or, in one case I’m aware of, without even knowing about it until they returned from holiday - their line manager had completed all the application forms for them!).
But for the other 99% of us, securing a promotion is not something you can suddenly decide to want and then get immediately. It's a strategic game; the earlier you start planning, the more prepared and competitive you'll be. How far in advance? Ideally, it should be about a year.
Once you’ve set your sights on a promotion and believe you have a fair chance, it's time to make your intentions known. This doesn’t mean broadcasting your aspirations on the company intranet. It’s about having strategic conversations with the right people, those who can influence your career trajectory.
One of them should be your line manager.
What do you say when you speak to them? Explain that you’re looking to go for promotion and then ask about:
The process. What do you need to do? Does someone need to nominate you? Is there an interview?
What they expect from people in the next grade or position you aspire to. That way, you know what to measure yourself against.
Their honest opinion on how ready they think you are and what they think you need to do to bridge any gaps.
It’s important to say you want them to be honest. I’ve lost count of the times I’ve seen well-meaning leaders not wanting to upset a team member and being overly generous about their potential - only for that person to be severely disappointed when the promotion doesn’t materialise.
After the meeting, summarise the key points, particularly any development areas you need to work on and agree them with your boss so you have a clear path ahead.
If their answers disappoint you, ask them whether there is potential for you to be promoted in a longer time frame and what you need to demonstrate so they can see you as promotion material.
And if appropriate, seek a second opinion from someone else senior in the organisation. The chances of you getting a promotion at work without line manager support are slim, but their perspective is just one. If someone else sees potential in you that your line manager doesn’t, then use that information to think about how you can change your reputation with the latter.
Once you’ve had the initial line manager conversation, that’s not the end! Getting a promotion at work may be at the forefront of your mind, but it probably isn’t that of your manager. Set up a regular one-to-one meeting (monthly is about right) to see whether you are still on track. Before you meet, self-assess your performance against the areas you were working on and get feedback from others.
In addition to your line manager, consider who else you need to engage with. Research from Harvard Business School revealed that employees who invested time in cultivating strong relationships with their superiors were 82% more likely to get promoted than those who didn’t maintain contact. Securing that promotion requires raising your profile and becoming visible to others. This is particularly crucial in large organisations, where these tips can be especially beneficial.
Once you’ve signalled your intentions and have line manager support, the work starts! I wrote a previous blog on tips for securing promotion as we were coming out of the pandemic, which is still just as relevant today.
If you’re in this exciting position and you are looking for support in securing that step up the ladder, working with an executive coach can help you overcome any limiting beliefs and develop the skills that you need. Get in touch to find out more - I’d love to help.