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I'm looking for some advice about how to advocate for a promotion, specifically in the large corporate environment.

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Anonymous

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I'm looking for some advice about how to advocate for a promotion, specifically in the large corporate environment.

I am currently an associate director, so the next step would be a director level. Our company has 2 promotion cycles each year, and I understand that if you want to get a promotion, you have to actively advocate for it. I have never had to do this, since I've always worked at small organizations where promotion culture was less formal (if you were doing the work of the next level up, you got promoted, yay!). The good news is that I have a great relationship with my manager, and he has already mentioned what he thinks I would need to demonstrate to be eligible for the next level up (emphasis on strategic thinking). He is not a micro-manager, though, so he is not always aware of everything that I do. What would be a good way of arming him with information so that he can advocate for me during the promotion negotiations?

Also, aside from higher workload, is there ever a reason you wouldn't want to go for a promotion? For example, anyone have experience with that pigeonholing them or making next job steps harder?

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  1. Anonymous

    Many companies of this type, precede the review cycle with each employee doing a "self-evaluation." If you have this as part of the formal cycle, then that is where you would do that. If not, develop a self-review patterned after the formal reviews you have received. If you don't have access to one, or a previous one, ask your manager, as he seems on board with this.

  2. Anonymous

    To help your manager advocate for a promotion, get a copy of the job description and determine your competencies - not experience - for each line item. Discuss those with your manager and determine areas you are strong in and areas you need to grow in. Create a development plan with SMART goals and work with your manager on them.

    This will help you advocate for your own promotion and provide your manager with insights into your competencies as well as provide a path to career growth.

    It's important to provide clear examples of why you are competent in the areas and have a discussion.

    I've had experience with previous managers making the next job steps impossible based on subjective feedback and constantly moving the goalposts. A job description with a development plan helps keep the goal posts from moving and provides insight into subjective reasoning.

  3. Joan Williams, Senior Talent Acquisition Specialist

    This should be an on-going conversation with your manager in your regular one-on-one meetings.

    He has already mentioned the things you would need to demonstrate to be eligible for promotion - so get specific with him.

    Are there stretch assignments you can do to acquire those skills he said you need. Have milestones that you develop with him that you go over in your meetings so that he has specific accomplishments to reference when he's advocating for you during promotion negotiations.

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