Build a data-backed case for your promotion. Covers timing, evidence compilation, market research, the meeting itself, and follow-up strategies when the answer is not immediate.
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Timing Your Ask
Ask after delivering a major win or completing a high-visibility project
Your leverage peaks right after a significant accomplishment. A successful product launch, a big client win, or exceeding quarterly targets all create natural momentum. The best time to ask is within 2-4 weeks of the win, while it is still fresh in everyone's memory.
Check your company's promotion cycle and budget timing
Most companies have 1-2 promotion windows per year, typically aligned with fiscal planning (January or July). Asking 2-3 months before the promotion cycle gives your manager time to advocate for you in budget meetings. Asking the week promotions are announced is too late.
Avoid asking during company layoffs, budget freezes, or leadership changes
Even if you deserve a promotion, the timing must work for the organization too. During restructuring or financial uncertainty, promotion requests feel tone-deaf. Wait until the company has stabilized. If the instability lasts more than 6 months, it may be time to look externally.
Compile Your Evidence
Document 8-10 accomplishments from the past 12 months with metrics
For each accomplishment, write the action you took and the measurable result: 'Led the migration to a new CRM, reducing data entry time by 6 hours per week across a team of 12.' Aim for at least half your examples to include specific numbers. This is your evidence file — treat it like a legal brief.
Show that you are already performing at the next level, not just your current one
Promotions reward demonstrated capability, not potential. Identify 3-4 examples where you operated above your title: leading a project typically assigned to a senior role, making decisions independently, or mentoring junior team members. You are proving the promotion is a formality, not a gamble.
Gather 3-5 pieces of positive feedback from managers, peers, and stakeholders
Search your email and messages for written praise. If you received verbal praise, follow up with an email: 'Thanks for the kind words about the Q3 report — it means a lot.' This creates a written record. Third-party testimonials carry more weight than self-assessment in promotion decisions.
Compare your current contributions to the job description of the next level
Get the official job description or leveling guide for the role you are targeting. Create a two-column comparison: 'Required at next level' and 'I have done this.' Show specific examples for each requirement. Gaps become your development plan, not deal-breakers.
Market Research
Research the market salary for the title you are seeking
Check 3 salary databases for the target title in your location and industry. Know the range before the conversation. If the promotion typically comes with a 15% raise but the market data suggests 20%, present the data. Being informed prevents you from accepting a title bump with no meaningful raise.
Understand your company's typical promotion raise percentage
Ask peers who were recently promoted or check internal resources. Most companies give 10-15% for a promotion. If the standard is 10% but you are already 20% below market, you have grounds to ask for more. Context about internal norms helps you set realistic expectations.
Know your external options in case the answer is no
Before the conversation, understand what you could earn and what titles you could hold at other companies. This is not about threatening to leave — it is about knowing your market value. If your company cannot promote you in a reasonable timeframe, having options means you are making a choice, not stuck.
Request the Meeting
Schedule a dedicated meeting — do not ambush your manager in a regular 1:1
Send a meeting request with context: 'I would like to schedule 30 minutes to discuss my career growth and next steps.' This gives your manager time to prepare and signals the conversation is important. Bringing it up at the end of a status meeting diminishes its weight.
Prepare a one-page summary of your case to share during the meeting
Include: key accomplishments with metrics, evidence of operating at the next level, positive feedback, and your proposed title and compensation ask. A written document makes your case tangible and gives your manager something to reference when advocating for you to their leadership.
Practice your talking points until you can deliver them in under 5 minutes
Open with your strongest accomplishment, connect it to the next-level expectations, and make a clear ask: 'Based on my contributions over the past year, I believe I am ready for [specific title]. I would like to discuss what that path looks like.' Practice with a trusted friend or partner 2-3 times.
During the Conversation
Lead with your contributions and the value you bring, not with what you want
Start with: 'Over the past year, I have [3 accomplishments].' Then transition to: 'I believe this track record demonstrates I am operating at the [target title] level.' Let the evidence drive the request. Starting with 'I want a promotion' puts your manager on the defensive immediately.
Ask directly: 'What would need to happen for me to be promoted to [title]?'
If your manager cannot promote you on the spot, this question gets you a roadmap. Write down their exact answer. If they say 'I need to see X, Y, and Z,' you now have a concrete checklist. If they cannot articulate what is needed, the promotion criteria may be unclear even to them.
Listen carefully and do not argue if the initial response is not yes
The first response is rarely the final answer. Your manager may need to check budgets, consult their leadership, or evaluate headcount. Ask: 'What is the timeline for a decision?' and 'Is there anything else I can provide to support the case?' Show patience, not frustration.
Follow-Up and Backup Plan
Send a follow-up email within 24 hours summarizing the conversation
Write: 'Thank you for discussing my career growth today. To summarize, we agreed I would [actions] and you would [actions], with a follow-up by [date].' This creates a written record and accountability. If timelines slip, you can reference this email to re-engage the conversation.
If given a development plan, complete it ahead of schedule
If your manager said 'You need to demonstrate X before promotion,' do X within 60-90 days and document it. Then schedule a follow-up: 'You mentioned you wanted to see me do X. I have completed it — here are the results. Can we revisit the promotion discussion?' Speed signals seriousness.
Set a personal deadline for how long you will wait for a decision
If 6 months pass with no progress, the promotion may not be coming. Give the process a fair chance — one promotion cycle — but have a backup plan. Start discreetly exploring external opportunities after 6 months of stalling. Your career timeline matters as much as the company's.
Frequently Asked Questions
How long should I wait before asking for a promotion?
The median time between promotions in the US is 2-3 years, though high performers at fast-growing companies can advance in 12-18 months. Start the conversation 6-8 months before you want the promotion — this gives your manager time to advocate internally, align with budget cycles, and create a documented case. Asking too early (under 12 months in role) signals impatience unless you have demonstrably outperformed the role's expectations.
What if my manager says I am not ready for a promotion?
Ask for specific, measurable criteria: 'What exactly would I need to demonstrate to be considered ready?' Get this in writing or email confirmation. Request a timeline ('If I meet these criteria by Q2, can we revisit the promotion conversation?'). If the criteria are vague or keep shifting, this may indicate a structural ceiling — in that case, external opportunities may be the faster path to advancement.
Should I threaten to leave if I do not get promoted?
Ultimatums damage trust and rarely produce the desired outcome — managers who promote under pressure often deprioritize the employee's future development. Instead, communicate your career goals clearly and ask how the company plans to support your growth. If the answer is unsatisfactory after 2-3 conversations over 6 months, begin an external job search quietly. A competing offer is more effective than a threat, but only use it if you are genuinely prepared to leave.
Does getting promoted always come with a salary increase?
Promotions include a salary increase 85% of the time, with the average raise being 10-15% of base salary. However, 'title-only' promotions (increased responsibility without increased pay) are common at companies facing budget constraints. Negotiate the salary component explicitly — do not assume it is included. If the company cannot adjust salary immediately, negotiate a guaranteed raise within 90 days or at the next review cycle.
How do I build a case for my promotion?
Document 5-8 accomplishments that demonstrate you are already performing at the next level, not just excelling at your current one. Include metrics (revenue, cost savings, efficiency gains), scope expansion (leading larger teams, bigger budgets, cross-functional projects), and peer feedback. Map your achievements to the company's published job ladder or leveling criteria for the target role — this removes subjectivity from the conversation.