I’ve spent over 20 years developing talent. I’ve worked in companies with 20,000 people and in hyper-growth startups, and across retail, technology, and AI, including reputable Silicon Valley tech companies. I’ve sat in the rooms where promotion decisions get made.
So here’s what it actually takes.
The short version
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- A clear record of your work, backed by data and testimonials.
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- The right people who know you and will vouch for you.
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- Proof you’re already doing more than your current role requires.
1. Show your work
Keep a clear record of everything you’ve accomplished, backed by testimonials and data, and present it in a way that’s easy for your manager to follow. Yes, that’s a lot of work. But if you can build a slide deck or presentation around it, that’s significant.
Why? There’s a lot of recency bias in business. People forget the work you did six months before the review cycle, and everyone has their own biases. Documenting your work gets ahead of both.
Visibility isn’t bragging. It’s making your impact easy to see.
If sharing your wins makes you wince, ask yourself why. If you succeeded at something and it’s yours through and through, be loud and proud. Everyone is doing good work, and there’s always something to celebrate. Making your work visible is a celebration of your contributions and your skills.
2. Know the right people
Identify who in your company has influence, and help them see you as a great contributor. Say you’re on a cross-functional project. If the leader of that other team can vouch for you and speak to your work, that’s massive, because those people will fight for you. They’re the ones who’ll speak up, advocate for you, and get excited for you in the room.
A quick note on “skip level,” which means your manager’s manager. In the organizations I’ve led, I’ve always encouraged skip levels. You can build that relationship respectfully, without going behind anyone’s back. The best leaders build trust and conversation at every level.
3. Prove you’re already doing the next job
People tell me “I’m already doing the job I want.” That might be true, but until you can show evidence, it’s abstract and it’s not real.
So look at the job description for the next level. What skills and competencies does it require? Where are your gaps, and how are you already closing them? You also have to show you’re willing to delegate and release some of what you’re good at so you can take on new projects. That’s how you become more strategic, grow, and gain influence.
What you can do now
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- Keep a record of your wins: screenshots of recognition, kind words from colleagues, feedback surveys, anything that shows your impact.
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- Look at the next-level job description and name your gaps.
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- Make performance a regular topic in your one-on-ones.
Not sure when to start? I wrote about timing in When to start asking for a promotion.
FAQ
What should I include to show I’m ready for a promotion? A clear record of your work backed by data and testimonials, plus evidence you’re already using the skills and competencies of the next level.
Is it okay to build a relationship with my manager’s manager? Yes, if you do it respectfully and not behind anyone’s back. In the organizations I’ve led, I’ve always encouraged it.
Isn’t sharing my wins just bragging? No. Visibility isn’t bragging, it’s making your impact easy to see. Everyone is doing good work, and there’s always something to celebrate.
How do I show I’m already doing the next-level job? Start with the job description for that level. Identify the skills it requires, then show the evidence of how you’re already using them.
If you want help building your case or celebrating and showing your work, that’s what I do with managers and leaders. Book your introductory coaching chemistry session.
