How to Get a Promotion

No one is paying as much attention to you as you think. That can be a good thing – Ian from IT has almost definitely forgotten that coffee you spilled all over your shirt last week. Almost definitely.

But when it comes to your career, that lack of attention can be a problem. Hard work often goes unnoticed, and great results can slip under the radar.

If you want to get a promotion, you need to be an active participant. Beyond waiting to be noticed, or even outright asking, you will have to put forward a strong case for why you deserve a promotion. 

In this article, we’ll walk you through the steps to take, including:

Making a personal promotion plan
Making a plan with your manager
Gathering evidence
Following up
What to do if you don’t get a promotion
 

How to plan your own promotion

Don’t wait for someone to tap you on the shoulder. If you want a promotion, start preparing now.

Assess the responsibilities of the next role
Look at the role above yours. What responsibilities does it involve? What skills, experience and qualifications are required? Some companies have official frameworks - if yours does, consult it first.
Before asking for a promotion, you should confirm that you can perform most of the duties expected of the next level. 

Identify your weaknesses
Next, assess what you’re missing. If the role requires something you’re lacking - such as a particular skill - make a plan to acquire it. 

Speak to your manager about getting opportunities that build those skills. For example, if leadership experience is required, volunteer to lead a project. This will show initiative and give you practical experience to point to later.
 

Make a plan with your manager

Share your goals
Keeping your ambitions a secret won’t help your progression. Share your goals with your manager and ask for their guidance on the path to promotion.

When you have this conversation:

• Don’t come empty-handed - present the results you’ve already achieved
• Identify the skills or experience you are lacking, and explain your plan to fill them 
• Ask for clarity on what’s needed to be considered for a promotion 

In many organisations, your manager will need to secure buy-in from senior leadership. The more evidence and structure you provide, the easier it will be for them to advocate for you.

Ask for a timeline
Once you’ve agreed on a plan for promotion, ask about timing. How long should you expect the process to take if you hit the agreed milestones?
Tip: Although more responsibilities should come with a higher salary, now isn’t the best time discuss finances - that’s a conversation for after you’ve secured the promotion.
 

Gather evidence

Keep track of results
Although you may think your manager has a good understanding of your contributions, in reality, people are busy and memories are short. Keeping a record of your achievement will help you make the best case for yourself.

Focus on results over output. Rather than saying “I worked late to complete the project”, consider your impact on the project itself. Did your work contribute to acquiring more customers, improving quality, or saving time, for example? Where possible, translate your output into measurable outcomes. 

Gather feedback
Alongside your record-keeping, gather feedback. If a colleague praises your work, write it down. If a client sends you a thank you email, keep it. Over time, this collection of evidence will paint a clear picture of your value to the company.
 

Keep the conversation going

Securing a promotion is usually the result of multiple conversations across several months. It’s up to you to persevere and maintain the momentum through regular catch-ups with your manager. 

Don’t assume that the plan you agreed will progress automatically - keep highlighting your progress and reiterating your goals for promotion - each update reinforces your commitment and makes it harder for your contributions to go unnoticed.

At the same time, check in on what the next steps might look like. Sometimes this involves senior leadership sign-off, or an internal interview process. By asking these questions, you can understand how to prepare, and what buy-in you’ll need to secure from other senior members of your team. 
 

What if you don’t get the promotion?

Even if you’ve followed all the steps, there’s always the chance that a promotion won’t materialise. Sometimes the timing isn’t right, sometimes the business isn’t in a position to create a new role, and sometimes, despite their best efforts, good team members are overlooked.

If you find yourself in this position, it may be a sign to consider moving on. The silver lining is that by this stage, you’ve already invested in your development. You’ve built new skills, documented your results, and shown that you’re ready for more responsibility. That puts you in a strong position to apply for roles elsewhere, where your experience and evidence can help you secure the step up you’re looking for.