Unorthodox Strategies to Bolster Your Case for the Promotion You Rightfully Earn
In the professional world, many individuals believe that their performance review is the perfect moment to ask for a promotion. They spend weeks crafting their case, rehearsing their pitch, and gathering proof of their accomplishments. But the truth is, by the time you're sitting down for your review, many decisions about your future have already been made. I call this the "performance review paradox" because these discussions aren't where your advancement should initially be discussed—they're where the next steps are announced.
This is why even the most well-prepared professionals can encounter resistance, such as:
- "We need to see you take on more responsibility first."
- "The timing isn't right with our current reorganization."
- "Let's revisit this after you've had more exposure to other departments."
The shape of your promotion path is formed in numerous small moments throughout the year. Every project update you deliver, every solution you propose, and every meeting you lead influences how decision-makers view your capability. These seemingly minor interactions hold far more sway over your advancement than any single review conversation.
To secure promotions at top companies like Apple, Meta, Google, and Adobe, I share several strategies in my book, "Managing Up: How to Get What You Need From the People in Charge."
- Plant Seeds Early and Often
Contrary to popular belief, asking for a promotion isn't a single conversation. It's a patient, strategic campaign that lasts months. Prior to formally requesting advancement, you need to primp your boss and other decision-makers to see you in that position. Psychologist Robert Cialdini calls this "pre-suasion," gently tweaking others' perceptions of you, so that when you ultimately make your ask, it feels like a natural progression instead of a shocking request.
Seize opportunities to signal your aspirations. For example: After completing a successful project, you might casually mention, "I enjoyed leading the team through this initiative. I'd love more opportunities to showcase my leadership skills." Or during a one-on-one meeting, "It appears we're expanding the analytics team. I've been honing my skills in that area and could contribute to their work within our department."
Think of it like planting seeds. These comments should feel organic and genuinely beneficial, not forced or needlessly self-aggrandizing. You want to highlight how your advancement would benefit the team and organization, making your eventual promotion request feel like an inevitable next step in a process your boss has watched unfold.
- Create Clear Criteria
A common frustration when pursuing advancement is feeling like you're chasing a moving target. You fulfill what was asked for, only to encounter unspecified requirements. Or, even worse, you work tirelessly on what you assume is crucial, only to later realize that you've been concentrating on the wrong things.
To prevent goals from constantly shifting, it's vital to get explicit agreement on promotion criteria. Think of this as drafting a contract with your boss, transforming ethereal objectives into definite, measurable goals. Try out these conversation starters:
- "I'm passionate about growing with the team and would love to understand what moving into [target role] typically requires. What specific skills or experiences would you want to witness?"
- "Could we outline the key milestones that would prove I'm ready for [the next level]? I want to ensure I'm channeling my energy into the right areas."
- "Who else needs to be on board with this decision? I want to ensure I'm demonstrating value to all crucial stakeholders."
Having this documented criteria prevents goals from shifting constantly and gives you a clear focus for your efforts.
- Frame Your Salary Increase as a Fair Exchange
When discussing compensation, position it as an equal exchange rather than a request or a favor. Research demonstrates that humans are wired for fairness and reciprocity. When someone feels they're restoring balance rather than bestowing something, they're significantly more likely to agree.
This might sound like:
- "Over the past year, my role has expanded significantly. I now manage our three largest client accounts, which represent 40% of our revenue. I'd like to address bringing my compensation in line with these increased duties."
- "Since taking on the Asia expansion project, I've been functioning at a senior level, making strategic decisions that have boosted our market share by 25%. It seems reasonable to align my compensation with the senior-level work I'm already performing."
If a vendor began handling double the work for you, you'd expect their fee to increase. This principle applies to compensation, too. So don't delay initiating your promotion campaign; commence laying the groundwork today.
- Incorporating the strategies mentioned in the book "Managing Up," an individual might say, "I've been planting seeds early and often, casually mentioning my aspirations and highlighting how advancing in my role would benefit the team and the company."
- To secure career advancement, it's essential to have clear criteria for promotion. This could be expressed as, "I've been proactive in getting explicit agreement on promotion criteria, ensuring I'm aware of the specific skills or experiences required for the next level, and demonstrating value to all crucial stakeholders."
