The smart way to pitch for a promotion

It is a conversation many people dread. Without the right preparation and attitude, asking for a promotion can lead to awkwardness and anxiety, missed opportunities and job dissatisfaction.

On the other hand, when done strategically and supported with evidence of accomplishments, an understanding of a professional’s value to the organisation, and timing aligned with company goals, the conversation about next steps can be a fruitful one.

A request for promotion is best presented as a strategic business proposal, says workplace transformation consultant and facilitator Prina Shah. This means keeping emotion out of the discussion.

“It is a business conversation, not a personal plea, so it needs to be grounded in evidence and directly linked to the company’s goals and outcomes.”

Consider the following points when the time comes to have a conversation about the next promotion, whether aiming for a leadership role, a title change or expanded responsibilities.

Confirm readiness

Before considering a pitch, make sure to show that you are consistently exceeding expectations in your current role by meeting goals, delivering quality work and potentially taking on extra duties, advises Melanie Marx, co-founder of New Zealand-based HR business People & Culture.

Pulling together evidence that shows a person has the skills and competencies needed, as well as examples of where they have taken initiative, will help lead the conversation when the time is right.

“Start by compiling your accomplishments in your current role, especially those with numbers or concrete results,” suggests Marx. In finance and accounting, this could include examples of implementing new budgeting processes that reduce variance, finding cost savings of $X for a client or improving monthly close speed.

Take the initiative

Open communication is fundamental for navigating any career path and is particularly crucial when seeking promotion or a salary increase, says Gina Morley, associate director at Accountability Recruitment.

“It is about being informed and informing others, which ensures that when discussions about promotion or salary arise, you are presenting evidence of how you’ve already met the predefined goals.”

Mentoring a colleague, stepping up during a manager’s absence or showing interest in other areas of the business are all good examples that show you are taking initiative, and can be in your favour when looking to take a step up.

 

"I am a big fan of the idea of job-crafting. Even if there isn’t budget or a formal opportunity, if you can show people what you can do, this ‘try before you buy’ approach demonstrates your capability to contribute at a higher level."

 

“In my experience, the number one reason someone would be considered for a promotion is because they have shown initiative. It is not just about doing your job well, but about thinking beyond your role,” says Morley.

“It is critical to show that you are not just ‘doing the basics’ — you need to be able to show that you are thinking outside the box. Showing that you are curious about how the business works in other areas and using your initiative will help you to be seen before you even consider asking for a promotion.”

Align achievements with business goals

Linking individual achievements to strategic goals is a critical element in the promotion pitch. It is not about just listing accomplishments, but explaining why they matter to the business.

“Connect each achievement to the firm’s strategic objectives or KPIs,” Marx says. “For instance, if the company prioritises client satisfaction, highlight how you improved a client relationship or retention rates.”

Demonstrating client and stakeholder impact can also be persuasive. Include evidence of how the work benefited clients, such as positive client feedback, testimonials or retention statistics. This can also add weight to the proposal and potentially position you as someone who enhances the company’s reputation.

Showing how your own personal growth also aligns with business growth can help to present a powerful argument.

“Articulate how your own career aspirations will translate into benefits for the company,” says Marx. “Show that you’ve been proactive about your development — earning a certification, learning a new skill, etc. — in ways that prepare you for future company needs.

Essentially, you want decision-makers to realise that a promotion isn’t just rewarding you, but an investment in someone who will add to the company’s success.”

Look to the future

A promotion pitch should not only outline past achievements, but also what you will deliver in the new role that builds on your current impact, says Shah.

“Frame your promotion as an investment proposal. Your aim is to give decision-makers confidence that the risk of promoting you is low and that they will get something in return.”

If a senior role is not immediately available, a good way to show you are ready for more responsibility is to identify gaps within the business and propose solutions through stretch assignments.

“I am a big fan of the idea of job-crafting. Even if there isn’t budget or a formal opportunity, if you can show people what you can do, this ‘try before you buy’ approach demonstrates your capability to contribute at a higher level.”

Most importantly, Shah adds, remember that rejection is not failure — it is information.

“Ask for specific, detailed feedback about what is needed for you to be considered next time,” she says. “Try a response such as, ‘I appreciate the feedback. I’d like to work on those areas, so I’m ready when the next opportunity comes’. This shows both maturity and persistence.

“It shows that you’re in it for the long game.”