One of the most common career questions I hear from professionals at all stages of their journey is: How do I ask for a promotion or raise?
It’s a valid question — and one that requires much more than a simple conversation with your boss.
In fact, asking for a promotion or raise is not a one-time event. It is a process. A project. And like any successful project, it requires strategy, timing, preparation, and the right mindset. Standing out often requires going beyond your job description. Taking the initiative to contribute beyond your current responsibilities is critical in your growth plan.
Why You Need a Plan
After more than 20 years in leadership positions at global companies, I have guided and mentored hundreds of professionals in over 40 countries. Through this experience, I developed what I call the Business Caring Formula — a lifestyle and leadership approach rooted in empathy, strategy, and results. One key lesson I share with my mentees is that career growth doesn’t happen by accident. Promotions and raises are earned, yes — but they are also strategically planned for. I’ve seen people make the mistake of treating the conversation about their career advancement as an isolated meeting, a quick chat by the coffee machine, or an email exchange. That approach rarely works. Instead, think of asking for a promotion or raise as a project with a start and end date, with specific deliverables and key players involved. You are essentially building your personal brand and positioning yourself in front of decision-makers.
The Key to Getting Ahead at Work
Harvard Business School highlights the importance of consistent performance and professionalism: “Rule number one for being a good employee is to always be on time and ready to go.” – notes Harvard Business School Online article. Emotional intelligence plays a crucial role in career advancement. Research indicates that emotional intelligence is the strongest predictor of performance, with 90% of top performers exhibiting high emotional intelligence. Simply put, it’s not just about your technical skills—it’s about how you interact with others, handle challenges, and demonstrate leadership potential.
When Should You Start?
The right time to start this process is 9 to 12 months before you expect to get promoted or receive a raise. Why? Because that’s when companies start preparing budgets, setting employee objectives, and making promotion lists—usually at the beginning of the fiscal year.
This is the time to:
– Conduct a self-assessment: Are you ready? Do you understand the requirements of the next level role? Have you developed or plan to develop the skills necessary?
– Identify the key players: Who can support you? Think about your manager, role model peers, and colleagues who will advocate for you.
– Analyze your competition: Who else is in line for the same promotion? Are you positioning yourself to stand out?
Keeping track of your achievements and quantifying them wherever possible is a critical step. For example, increasing sales by a specific percentage, streamlining workflows to save time, or managing high-profile accounts successfully demonstrates your tangible contributions. Concrete examples of your impact reinforce your value to the organization.
A Common Mistake
Many professionals believe that simply doing great work is enough to get noticed and promoted. While strong performance is essential, it’s not the only factor in career advancement. A colleague of mine recently approached me disappointed that he hadn’t received a raise or promotion. When I asked when he began preparing, he said he only spoke to his boss about it two weeks earlier.
This highlights two major mistakes:
1. Starting too late – The groundwork for a promotion must start months in advance, not weeks before decisions are made. If you wait until the last minute, your name likely won’t be on the list of potential promotion or raise candidates.
2. Assuming good work speaks for itself – Many professionals believe that delivering excellent results automatically guarantees a promotion. However, leadership teams also look for strategic thinking, visibility, and leadership potential when making promotion decisions.
Harvard Business Review reinforces this: “Engaging in discussions with HR or your manager can provide clarity on expectations and necessary qualifications.” (HBR). If you’re serious about career growth, don’t just work hard – build your brand by making your achievements known, positioning yourself strategically, and ensuring the right people recognize your contributions.
Strategic Networking Matters
Another key factor in career advancement is networking with intention. According to Harvard Business Review: “The most important of these include being politically savvy, networking strategically, showing executive presence, and building brokerage and social capital.” (Harvard Business Review). Building relationships within your organization isn’t about office politics—it’s about ensuring you are earning respect at all levels, the right people recognize your contributions and leadership potential.
Understand Your Company’s Promotion Process
Every organization has its own criteria and timeline for promotions, and assuming you know the process can be a costly mistake. Take the initiative to engage in strategic discussions with your manager and HR early on. Get clear, detailed insights on the expectations, required qualifications, and decision-making timeline for the next level you’re aiming for. When you understand exactly what leadership looks for, you can proactively position yourself as the ideal candidate—aligning your efforts, showcasing the right skills, and making it impossible to be overlooked when promotion time comes.
Build Your Personal Brand
Your promotion plan should include how you will market your personal brand inside your organization.
It’s important to make your achievements, strengths, and leadership potential visible. Seek out people who have been promoted recently and learn from them. Gather constructive feedback from trusted peers and mentors. Your goal is to create a strong case, backed by data, relationships, and demonstrated performance—so that when the conversation finally happens, the decision is already clear.
Final Thought
Asking for a promotion or raise is about negotiation and preparation. If you want to take control of your career growth, start building your case today. This approach works whether you are in a junior role or an executive position—and it has delivered results time and time again for the people I have mentored. For a deeper dive into this topic, watch my video: How to Ask for a Promotion or Raise? where I share my proven methodology, real-life examples, and step-by-step guidance on making your promotion a reality.