How to Get Promoted at Work

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.

The Promotion Secret Most Professionals Discover Too Late   In over two decades of executive recruitment, I've observed a pattern among professionals who consistently advance in their careers versus those who stagnate despite equal talent and effort.   The difference? Strategic documentation of achievements, what I call a professional "brag book."   This isn't about boasting. It's about recognizing the reality of corporate decision-making: in quarterly review cycles and fast-paced environments, even exceptional work becomes invisible without proper documentation.   Your comprehensive brag book should include:   1️⃣ Achievement Portfolio: Concrete evidence of promotions, awards, successful projects, and initiatives that demonstrate your ability to deliver results   2️⃣ Quantifiable Impact: Specific metrics that translate your efforts into business value; revenue generated, costs reduced, efficiency improved, or risks mitigated   3️⃣ External Validation: Preserved testimonials from clients, acknowledgments from leadership, and formal recognition that provides third-party credibility   4️⃣ Leadership Moments: Documented instances where you identified problems independently and implemented solutions beyond your job description   The professionals I place in competitive positions understand a fundamental truth about organizational dynamics: visibility strategically created through documented evidence consistently outweighs undocumented effort, regardless of quality.   Update your brag book quarterly and bring it with you to performance discussions. Make it impossible for decision-makers to overlook your value when advancement opportunities arise.   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #careeradvancement #workplacesurvival #selfadvocacy #careerstrategist

I spent too many years thinking my boss was responsible for my career. Or the company. Or a magical fairy godmother. I thought it was everyone else’s job to advocate for me. To push me. To help me advance and grow. And I completely missed the fact that it was me. It was always ME. Our job is to be the biggest advocate for our careers. We are in the driver’s seat. And we can’t take a back seat and expect someone else to do the driving. Here are ten ways to start advocating for your career not tomorrow, TODAY: 1️⃣ Take a seat at front of the table, not at the back of the room. Be visible. Log onto that Zoom early, make sure people know you are there. Don’t shrink to the corner of the screen or room. 2️⃣ Raise your hand 🙋🏾♀️ Ask that question. Show you’re engaged and thoughtful and there to contribute. I always ask a question early on in the meeting to build my confidence to contribute more later. 3️⃣ Ask to be put on that assignment Make sure you are working on assignments that are priorities for the company. Especially in this market. 4️⃣ Coach your peers on their work You don’t have to have direct reports to have influence. Guide peers who ask for your help: position yourself for the next level by acting like you are at the next level. 5️⃣ Build a career development plan If your boss won’t help you do this, ask a colleague to be a sounding boarding or a friend outside of work. Understand what your goals are this year and what you want your next two roles to be. 6️⃣ Focus on one new skill you want to build What’s one new skill you want to learn that can help with your career growth? Pick it and commit to it. Block 30 minutes on your calendar daily to work on it. Make this time non negotiable. 7️⃣ Take credit for your work Even if they won’t let you in that meeting, share what you are working on with others. Whether that’s it in 1:1 conversations or in team meetings, make sure you let others know the impact you are making. 8️⃣ Get meaningful feedback If your boss keeps saying you’re killing it or avoids giving your feedback, ask others. Show up with what you think your strengths are and areas of opportunity to get their reactions. 9️⃣ Keep a track of your wins Start a Google doc or grab a notebook, and down all of your wins and the end of every month. This makes it easier to do your self evaluation during performance review time and update your resume. 🔟 Always have your resume ready Whether you are looking for internal or external, always have your resume ready. And make sure it’s not saved on your work lap, especially in this market where layoffs are happening every day. How do you advocate for yourself at work? #leadership #culture #inclusion #MitaMallick

Want a promotion? But don't want to ask for it? There are pros and cons to asking directly. ● It may happen faster. ○ But it may be seen as greedy. Higher level roles openings can open suddenly, and the one who gets it is the one management trusts most. Not the person who asks for it. So it's easier and more likely to succeed if you simply gain their trust over time. Take the indirect path. Start by asking yourself: 1. Who's the hot shot around here? 2. What can I steal (learn) from them? Study success at your company. See what you can apply yourself. Then ask the most important question: 3. Do I understand what the leadership team really cares about? Can you articulate: ● Their big dreams? ● Their pressing fears? ● Their current strategies? Do some digging. Imagine you're a consultant or detective. You want to see the big picture. You want to be able to ARTICULATE it. Once you have an idea, give it a shot with your manager. In a 1:1, ask them if you got it. "In addition to [my regular work], I've been trying to better understand our upcoming goals as a company. Can I run it by you to see if I got it right?" Then lay out your understanding of: 1. The companies biggest goals. 2. The agreed upon strategies. 3. Any unsettled questions. End with "Is any of thay wrong, or did I leave anything out? Invite your boss to fill in details or make corrections. Even better if you can have this conversation with a "skip level" manager. Someone above your boss. Just try to articulate what's in the minds of the leadership team. Do it over and over. With different people. Articulate and confirm. ● You're embedding yourself in the org. ● They will start to know your name. ● Your reputation will grow. This is the indirect path to promotions. ● It takes almost no extra work. ● It makes you better at your job. ● You can get promoted without asking.

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

In my last two data jobs, I was promoted in less than 90 days. This is how I did it: Starting a new job can be stressful, and it often takes 90 days to get settled in. This is how I used the first 90 to my advantage as I got settled in Before You Start Your Next Position 1) Plan Your Goals - End date - if you are not progressing (ie 6 or 12 months) - Skills - what soft and hard skills are you aiming to improve - Exposure - (ie MLOps so you can progress in it) First Week: 1) Find out about 1:1s or ask about having them 2) Understand what 90-day success looks like - How measured - Feedback loops - How to get support - How to get tasks - Priority of tasks 3) Onboarding tasks & initial training 4) Build relationships with the immediate team - Take notes on what they do and their background - Attend team building events (go for lunch with them) - Virtual coffee chats The First Month: 1) Provide feedback from the onboarding process - saving the company time, money, etc 2) Get familiar with tools, systems and the job requirements 3) Network with others in the company - Add them on LinkedIn - Understand what they do, their background, and where they want to go - Take notes - keep these for when you need help with a task - Set up coffee chats - Endorse their skills on LinkedIn - Add value to their job or life The Second Month: 1) Understand where the company is going and the why of every task - Future projects - How the department/team/role impacts the business and how it makes money - Plan how your career goals can tie in with their vision 2) Put yourself out there - Take on more responsibility - Volunteer for additional projects - Work on your weakness even though you are scared (ie presenting) 3) Plan how to make your boss's and teammates' lives easier The Third Month: 1) Take on a leadership role in a project 2) Ask our manager how to progress in your career (be specific) - “I want to be a top performer, I am invested in this project and the future of this team, how can we build a path for a raise and become that top performer?” - You are not asking for a raise, you are asking for the path to a raise (much easier) - Do those steps and come back and show how you went above and beyond Let's get you promoted! ♻️ Repost if you found this helpful

High-performing employees are often burdened with additional work without corresponding recognition or advancement opportunities, which is also known as a “quiet promotion.” I’ve seen it with many of my clients. Being too good at your job can trap you in it—so much so that you end up asking the same frustrating question: “If I’m so good at my job, why am I not getting promoted?” In my latest Fast Company article, I share four ways to rebrand yourself from dependable doer to strategic leader: 1️⃣ Make the shift from expertise to influence Oftentimes, people make high-impact mistakes because leaders delegate when the stakes are too high. So, the key to breaking this cycle is to start delegating with low-stakes tasks. 2️⃣ Avoid the “hidden gem” trap Avoiding self-promotion for fear they will come across as “braggy,” they believe their hard work and results should speak for themselves. Unfortunately, those efforts often don’t get noticed because their boss is too busy to connect the dots. 3️⃣ Advocate for yourself I coach many high-performing leaders who are brilliant at mentoring others, cheering on peers, and celebrating team wins. However, they rarely apply that same energy to their own advancement. If you’d write a glowing email to recommend a mentee for a project, write one for yourself. 4️⃣ Speak in future tense Many professionals unintentionally brand themselves as “reliable and steady,” but not as “innovative, visionary, or future-ready.” Here’s a subtle but powerful shift: Stop talking only about what you’ve done, and start talking about what you’re building. It’s important to remember that rebranding yourself at work doesn’t happen overnight. It takes intentional effort to stop being seen as the person who always comes through and start being seen as the person who creates the conditions for others to come through. You don’t get promoted for being reliable. You get promoted for being visionary, influential, and growth-minded. So ask yourself: How am I teaching others to see me? And, more importantly: Who am I becoming next?

The best promotions don't go to the most talented people. I’ve worked with thousands of professionals in my career. If there’s anything I’ve noticed after a decade in tech, it’s the fact that the promotions and high-visibility projects go to those with advocates. Here are the key reasons why advocates are essential for career growth (and some practical tips to gain and nurture them) 🔵 Advocates amplify your visibility. ↳ They talk about your achievements to others. This spreads your name and work beyond your immediate circle. 𝗧𝗶𝗽: If you’re a heads down person like me, it’s time to lift your head up to build relationships with colleagues and mentors who can vouch for your skills and contributions. 🔵 Advocates provide opportunities. ↳ They recommend you for projects and roles. This opens doors that you might not even know exist. 𝗧𝗶𝗽: Show your value consistently so that advocates feel confident in recommending you. 🔵 Advocates build your credibility. ↳ They lend their reputation to yours. This enhances your professional standing and trustworthiness. 𝗧𝗶𝗽: Maintain integrity and professionalism to ensure advocates are proud to support you. 🔵 Advocates ensure your efforts are recognized. ↳ They make sure your hard work is seen by decision-makers.This leads to promotions and career advancement. 𝗧𝗶𝗽: Document your achievements and share them with your advocates regularly. Bonus: 🔵 Advocates help you build a network. ↳ They introduce you to influential people. This expands your professional connections and opportunities. 𝗧𝗶𝗽: Your network is one of the most valuable things you’ll take with you in your career. Don’t let these opportunities go to waste! Seize the opportunity to build strong advocates and supercharge your career in the final months of 2024. If you’re not sure where to find your first advocate, try building a good relationship with your manager. Here’s my FREE LinkedIn Learning Course that can help you turn your managers into your #1 advocates: https://lnkd.in/gPXXNckd 💬 What are your obstacles when it comes to finding advocates at work?

I *set myself up* to get promoted from Director of Product to President within a year. (read this to understand how promotions work—and why you're not getting one) I'm talking to PMs who tell me, "My manager won't promote me. I'm following all the advice." This moment sucks. You've shipped the products. Exceeded the metrics. Built the relationships. Yet once again, you're passed over for a promotion. It took me years to understand the fundamentals of a promotion. Your manager's "no" isn't always about you. It's about decisions being made at a level most PMs never see. Holly, a PM I'm coaching wasn't getting promoted despite "exceeding expectations" — then, she noticed something. Enterprise deals at her org weren't closing. Not because of sales. Not because of pricing. But because of API integration complexity. Not her problem. Not her OKRs. Not even her team's priority. But instead of waiting, she quietly got the API architecture fixed. Fast forward to today: She's leading Enterprise Products. I did the same thing back when I was Dir. of Product. I observed that our M&A initiative had gaps. Not my job. Not my expertise. And definitely not in my OKRs. But making it my focus is what got me promoted to President. To get promoted, do this: ↳ Build the skills needed for the next level. It's normal to be great at your job. That's the basic ask. But are you able to catch tomorrow's problems and solve them today? That is what makes you impossible to ignore. ↳ Understand power structures in your company and make your impact visible to the relevant decision-makers. Don't wait to be noticed. Take action. ——— 🔔 Follow me, Bosky Mukherjee, for more insights on breaking barriers for women in product and tech leadership. #productmanagement #productgrowth #womeninproduct #leadership

"Just work hard and you'll get noticed" might be the worst career advice ever given. I believed it until I saw the reality when the curtain was drawn back when I entered HR. Time after time, I witnessed the same scenario unfold. The #1 department performer would focus solely on working harder than others and delivering high-quality work, assuming it would naturally lead to recognition and promotion (that was me). But the person who did get the promotion? Often, it was the #2 performer who was actively communicating with their manager about their desire to move up. While the top performer worked in silence, the #2 performer was: →Volunteering for additional projects →Asking for feedback from the boss and acting on it →Making their development goals visible to leadership →Having regular conversations about career aspirations The result? The #1 performer was passed over for promotions, while the more visible #2 performer advanced. Once I understood the game, I played it with good results. Diana Alt and I also covered in my recent podcast appearance on her Work Should Feel Good podcast: →Interview red flags that both candidates miss →How to identify your motivating vs. burnout skills →Redefining career success beyond traditional metrics →Leveraging your natural strengths for career changes →The four pillars of finding work that fits (YouMap® method) It was a great conversation. Take a listen. The link to the full podcast is in the comments section. ---------- 💜 Helping mid-career professionals find clarity, build confidence, and land jobs they love. 📖 Follow me for career tips, job search strategies, and interview advice. 💌 Need support in your career journey? Reach out—I’m here to help!