I am looking for advice on how to ask for a promotion following my first performance review (that reflects I’ve accomplished all goals and exceeded my new boss’ expectations) at a new job.

Anonymous

October 28,2021 at 12:13PM UTC

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I am looking for advice on how to ask for a promotion following my first performance review (that reflects I’ve accomplished all goals and exceeded my new boss’ expectations) at a new job. My current role is a manager and I have been applying to assistant director positions. I had an interview with a company last week and I’ve been invited to a second interview. Before the hiring manager started the first interview she told me that the company recently changed the assistant director position I applied to, to a manager position and explained the business reasons that led to the decision (the job responsibilities have been changed to match a manager position, so it’s not a case of assistant director responsibilities with a manager job title). She also told me that the goal is to have the new hire grow into the assistant director role and take on greater responsibilities. She asked me if I wanted to move forward in the interviewing process and I said “yes”. So far, the hiring manager and the job responsibilities tick off all of my boxes. During my first interview, I hit it off with the hiring manager and can see myself working with her, which is EXTREMELY important to me, however I find the idea of making a lateral move very disappointing because my main reason for seeking a new job is for career advancement. If the interviewing process leads to a job offer, I want to negotiate a timeline for my advancement into the assistant director role. I know “what” I want to say—I’m asking for advice on “how” to frame my terms, as I’ve never included my career path in previous job negotiations. Here’s one example I came up with: “I am excited to be considered for this position and can see myself staying with this organization long-term. Given my commitment, can we agree on establishing a one-year timeline for me to move into the assistant director role following my first-year performance review, reflecting that I’ve accomplished all of my goals as well as exceeded your expectations?” Should I also ask that this agreement is included in my job offer letter? Any advice on handling this negotiation is appreciated. Thanks.

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AnonymousOctober 28,2021 at 12:41PM UTC
Oh, good question…
What about something like:
Given the recent changes to this opportunity, I’d like to establish a timeline of career progression that compliments my current trajectory?
AnonymousOctober 28,2021 at 4:25PM UTC
Love it--thank you!
Sarah HulickOctober 28,2021 at 2:43PM UTC
Hi Poster, congrats on these career moves!
I’m going to be a negative Nancy for a moment, but completely said out of warning and care for you.
I think you should be weary of taking a job for any future possibly reason that isn’t your official compensation and offer letter. The person who hires you might leave in six months or they might do massive reorg in eight months and this whole chance at career growth could just disappear. If an upward move is the main reason you’re job searching I don’t think you should go for a lateral move.
Good luck these are big changes, you got this!
AnonymousOctober 28,2021 at 4:27PM UTC
I appreciate your perspective and advice. Thank you.
AnonymousOctober 30,2021 at 1:05PM UTC
I disagree with the part about not taking a lateral move. If the new company is a good fit, if there is room for growth, if the new manager wants to develop her people, then taking a lateral move now can have better long-term prospects than taking the next step into a company that doesn't match values or have room for growth. There are multiple factors to consider, and though, the caution to not just accept someone's word is sound. Get it in writing.
AnonymousOctober 28,2021 at 4:26PM UTC
Thank you for directing me to this website.
AnonymousOctober 30,2021 at 1:00PM UTC
Great question. In the negotiation, find out the objective observable and quantifiable results they want you to achieve and ask those to be put in your letter, also stating that once achieved, you would be promoted to asst director with responsibilities and salary increased. You may have to ask a few times, what exactly do you expect to see from me, or how will we know that I've achieved the objectives, or what does superlative performance look like, to ensure that you are on the same page.
Once those results are established you can talk timeline.
And remember, if it's not in writing, it's not real. So don't accept a promise of a promotion.
Clydene HorriganOctober 31,2021 at 1:04PM UTC
I would focus on what you need to achieve in order to obtain the title. If they want to have someone grow into that role, they should know what competencies are needed and what needs to be accomplished.
Lisa MarieOctober 31,2021 at 4:55PM UTC
Consider the experiences of the last 20 months where articulate folks had to pivot their views and operations, multiple times.
It will be unfair to any employer to agree to what you're thinking to ask. Especially given proven facts that "wanting to do great, and knowing about job functions and processes" is never a guarantee that an employee can or will actually perform the tasks as required.
Consider how you will feel if there's no or minimal growth in the business over next 2-3 years, to justify you being elevated into a director's role?
Do you foresee yourself feeling disappointed (based on the importance of job title seem to bear for you).
Review your expectations and envision some "negative what ifs" that may cause you to not earn the title of director in 2-3 years. Do you believe you'll be content with not advancing to a director's title at that time? Will you still want to remain with the company?
Speculations and expectations will not always come to fruition, but examining alternate outcomes does influence the decisions we make.
I say: Do not ask the company to make you such a promise. I'm no attorney, but including that would be grounds for a lawsuit in our very litigious culture. I would withdraw an offer to any candidate who asks for what you want to ask for. Remember, there are others being considered for the job as well.
Finally, examine and evaluate your views of your abilities. "Overconfidence bias" was mentioned in an article shared on the Fairygodbosses platform via this link: https://fairygodboss.com/articles/5-unconscious-biases-that-can-seriously-harm-your-career?utm_source=link&utm_medium=content-share#.YX7IQrmy9sc.link