How to Demonstrate Readiness for Promotion

If you’ve been doing great work and still aren’t getting promoted, I want you to hear this: It’s probably not your skills. It’s how your work is positioned, perceived, and prioritized. I’ve coached engineers who were outperforming peers technically, but kept getting passed up. Not because they weren’t ready. But because leadership didn’t see them the way they needed to. Here’s what I help them shift: 1. Stop assuming your manager is tracking your wins. They’re not. They’re busy. You need to document your outcomes and share them regularly, not just at review time. 2. Tie your work to outcomes leadership actually cares about. Are you reducing risk? Improving velocity? Increasing efficiency? Frame your impact in their language, not just technical output. 3. Start operating at the next level before you’re promoted. Lead cross-functional efforts. Anticipate roadblocks. Step into ambiguous problems and bring clarity. Don’t wait for permission, show you already belong there. 4. Build your advocate network. Your manager isn’t the only one who matters. Peers, product partners, tech leads, their feedback and perception shapes how you're seen across the org. 5. Learn to communicate your value without apologizing for it. This isn’t bragging. This is leadership visibility. The right people can’t support your growth if they don’t know what you’ve done or how you think. Promotions are not just about technical excellence. They’re about strategic presence. Knowing how to shape your story, show your impact, and signal that you’re ready. If you’re stuck right now, it doesn’t mean you’re not capable. It means you need to change the way you’re showing up. And when you do, everything starts to shift.

He got put on a PIP… for asking for a promotion. Not because he wasn’t qualified. Not because he was underperforming. But because of how he asked. Let’s talk about the career cliff that too many high performers fall off, especially those from underrepresented backgrounds: - You do the work. - You exceed expectations. - You finally ask for the promotion you’ve more than earned… And suddenly, you’re labeled “difficult,” “entitled,” or “not aligned with leadership tone.” Here’s what most people aren’t told: Promotions in corporate aren’t given based on fairness. They’re given based on positioning. So if you're getting ready to ask, here’s what actually matters: 1. Build a business case, not just a feelings case. You can’t go in saying, “I’ve worked hard.” You need to show: → What you own now (Scope) → How far it reaches (Scale) → What outcomes you've driven (Impact) → How it supports org-wide goals 2. Show you're already operating at the next level. Promotions aren’t promises, they’re recognition of what’s already happening. If your manager has to imagine you in that role, you’ve already lost the case. 3. Know the season your org is in. Are they in growth? Layoffs? Reorg mode? Promotions aren’t just about merit, they’re about timing and optics. The stronger your internal awareness, the more surgical your ask. 4. Don’t confuse assertiveness with ultimatums. Confidence is necessary. But once your ask sounds like a threat (“I deserve this or I’m leaving”), you're no longer leading, you’re cornering. That’s rarely received well, especially in conservative or political environments. Is it exhausting to have to play the game this way? Absolutely. But learning the game is not the same as selling out. It’s how you protect your power and your paycheck. If you’re stuck between “I’ve earned it” and “They still don’t see me,” it’s time to rethink how you’re positioning your value, not your worth, but your visibility. Let’s stop losing good people to bad promotion conversations. _________________________ And if we haven't met...Hi, I’m Erica Rivera, CPCC, CPRW I help people take everything they’ve done, & say it in a way that lands offers. Let’s stop downplaying your value. Let’s start closing the gap between your impact and your paycheck. You deserve a role that reflects your experience, and pays you like it

If you want a promotion within the next six months—waiting around won’t get you there. It took me many years to learn this lesson. ➡️  80% of promotions go to those who are proactive, not just the hardest workers.  ⬅️ There are two types of HR professionals: those who wait for recognition and those who create opportunities. If you’re in the first group, you might be working tirelessly but still find yourself overlooked when promotions come around. 𝗪𝗵𝘆? Because promotions are not just about doing your job well—they’re about being seen doing it. Here’s what you can do to move into the second group and secure that promotion within the next six months: 1️⃣  𝗦𝗲𝗲𝗸 𝗼𝘂𝘁 𝗵𝗶𝗴𝗵-𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀: Volunteer for projects that get you in front of leaders. This shows you’re ready to take on more responsibility. 2️⃣  𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹𝗹𝘆: Build relationships across departments. The more people know about your work, the better your chances of being considered for advancement. 3️⃣  𝗞𝗲𝗲𝗽 𝗮 𝗿𝗲𝗰𝗼𝗿𝗱 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗮𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: Document your successes and share them in meetings. If you don’t highlight your contributions, who will? 4️⃣   𝗨𝗽𝘀𝗸𝗶𝗹𝗹 𝗰𝗼𝗻𝘀𝘁𝗮𝗻𝘁𝗹𝘆: Take advantage of any learning opportunities. Whether it’s mastering a new tool or attending a workshop, continuous improvement makes you more valuable. 5️⃣  𝗔𝘀𝗸 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Don’t wait for annual reviews. Ask your manager for feedback often, then act on it. It shows you’re committed to growth. 6️⃣   𝗠𝗲𝗻𝘁𝗼𝗿 𝗼𝘁𝗵𝗲𝗿𝘀: Helping others succeed enhances your leadership skills and shows you’re a team player. 7️⃣   𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗴𝗼𝗮𝗹𝘀: Let your manager know you’re interested in moving up. Don’t assume they’ll notice—make it clear. Remember, staying silent or waiting patiently won’t get you where you want to be. Take action, and you’ll see the results. ♻️ Share this post if you believe in creating your own opportunities. #Adamshr #Hrprofessionals #humanresources #HR Stephanie Adams, SPHR

Acting like the next level got me noticed, but it also got me exploited. When I was working toward my next promotion, I thought the fastest way up was to prove I was already operating at the next level. That’s true BUT only if you’re strategic about it. Some high performers get exploited because they’re visible, reliable, and ambitious. Leaders see it. They know the work will get done. So instead of having hard conversations with underperformers... They pile more on your plate. Here’s why you should act one level above but not five: ● Acting ahead shows readiness ● It builds a strong promotion case ● It helps you practice influence But without a smart goal tied to your timeline? You’ll end up overdelivering for 3–4 years with nothing to show for it. Most companies plan in 12-month cycles. So act one level up for one year, not five. Anything beyond that is often manipulation dressed up as development. Before you take on more, ask yourself: Does this grow the skills aligned with the role I want? Will this be visible to decision-makers? Does this work move me forward or just keep the lights on? Being Executive Material does not mean you need to prove your worth forever. You need to make your growth measurable, visible (to the right people), and strategic. Inspiration: David Neal 'Promotion Punishment" post on X Share this with someone who is on the path to a promotion.