We’ve all been there: you feel like you’re doing a great job at work, you’re seeing other people get promoted and you start thinking ‘when is it my turn?’.
But asking for and getting a promotion isn’t something that happens simply because you asked the question or because of time served. It needs to be part of your long-term planning and an ongoing focus when it comes to your development. So how do you go about putting yourself in the best position to bag that promotion?
Understand the playing field
One of the most important and often overlooked factors is making sure you really understand the lay of the land at the company you’re working for. Progression is handled differently in every business, so there is no one set of rules to follow.
There might be strict headcounts in place for each band or level, meaning that securing a promotion is impossible unless someone in the layer above you moves up or on. That process could also be competitive, meaning you’ll have to go through a formal application and interview to be considered for a more senior role. This is often the case in the public sector or regulated industries. In other organisations, particularly those which are more creative, the process can be more fluid, with no set quotas defining the makeup of the business.
So, the first question to ask yourself is whether a promotion is realistic based on the set of circumstances you’re dealing with? If it’s not, you might have to get comfortable with the idea of moving on to grow. If a promotion is on the table, what always counts, no matter the playing field, is preparing evidence and tangible examples of performance.
Thinking long term
Let’s first assume you’re working at a company where regular 121s and PDPs or Personal Development Plans are a priority. If you’re not, it’s vital to take that into your own hands and make sure they’re put in place. As part of those meetings, you need to work with your line manager to identify measurable goals that you can report back on at regular intervals. These are sometime referred to as SMART objectives – things that are Specific, Measurable, Achievable, Relevant and Time-bound.
For tech roles, it’s important to say that while some of those objectives should be associated with technical skills, softer skills are also key and what really set people apart. Think about things like: how well you communicate with other team members, clients and stakeholders? How you demonstrate good teamwork or keeping pace with innovation? Having an interest and being invested in the wider business will also help you spot opportunities for development beyond your day-to-day role.
It’s not enough to only think about those objectives on the day of your meeting, no matter how busy you are. They need to be front of mind all the time, and it’s your responsibility to be able to present evidence to show how you’re meeting them to put yourself in the best position to progress when the time is right.
Timing is key
In an ideal world, I don’t think you should ever have to ask for a promotion. If you’re consistently demonstrating progress against your goals, a good manager will be considering your next step, communicating that clearly with you and advocating for you. But we don’t operate in a perfect world and as I’ve already said the conditions for promotions will vary from company to company.
If you do find yourself asking and the answer is no, or you miss out on a role to another candidate in a competitive process, a good piece of advice is to listen to what you’re being told. It might feel disheartening in the moment but understand what you need to achieve to move forward and make it your goal to put yourself in a position where you can show that you’ve done the work.
Getting promoted isn’t about waiting your turn, it’s about strategy. It’s understanding the system, building a compelling body of evidence, communicating your ambitions clearly, and investing in your own development long before you’re ready to step up.
