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<\/p>\n\t\t\t\tInevitably, we will all reach a point in our career when we have decided we deserve a promotion. A promotion in many organizations is a very complex and coveted thing. The higher you go, the more money you make, the more power you have, and the more your ideas are heard. However, climbing the organizational chart quickly in some companies is harder than climbing Mt. Everest in the winter. All companies are different in their treatment of a promotion, but one thing remains the same: the feeling employees have when they have made up their mind that they\u00a0are owed a promotion. To better understand the concept of a promotion and the best way to make it happen, let\u2019s\u00a0look at it in more detail.<\/p>\n
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Promotion vs. Raise<\/strong> Do Your Job Gather Evidence Have THAT Conversation Post-Promotion Blues Inevitably, we will all reach a point in our career when we have decided we deserve a promotion. A promotion in many organizations is a very complex and coveted thing….<\/p>\n","protected":false},"author":2,"featured_media":1283,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[74,57],"tags":[238,210,95,80],"acf":[],"yoast_head":"\n
\nFirst, let\u2019s distinguish a promotion from a raise. Asking for a raise is simply saying, \u201cI am underpaid for the job I currently do.\u201d A promotion is saying, \u201cI have earned the right to more responsibility, trust, and money because of my quality of work and history at this company.\u201d It\u2019s very important to know what you\u2019re asking for and why you\u2019re asking for it. Many companies and managers don\u2019t like handing out raises or promotions to every person who asks for on. In this sense, it is like a trial. You must prove beyond a reasonable doubt that you deserve the promotion or raise.<\/p>\n
\n<\/strong>This may sound simple, but in order to deserve a promotion you must be good at your job. Actually, not just good. You must be great<\/em> at your job. The competition in corporate America has never been higher, the skill sets of your peers have never been more robust, and never before has the average worker in the U.S. worked more hours. With all of these factors you must be sure you are great at your job, otherwise you\u2019ll get shut down quickly when the time comes to ask for a new role. The second factor\u00a0is time. If you are great at your job, but you\u2019ve been there for 6 months, don\u2019t expect a promotion (or a raise). There are colleagues around you who have been with the company much longer and have been waiting for the same promotion. \u00a0That being said, don’t ever miss out on the chance to capitalize on a win or a set of wins to make the case that you do deserve more.<\/p>\n
\n<\/strong>Assuming you meet the above criteria, move to gathering the evidence to support your promotion bid. The biggest mistake made here is assuming your manager knows what you do and how well you do it. The larger the team, the harder it is for your manager to fully understand your contribution. With so many moving parts, it\u2019s his\/her\u00a0job to keep the machine running, not to know the in-depth details of your responsibilities. As such, your manager can\u00a0often be out-of-touch, which leads to issues within the team and conflict between employees. The two best types of evidence you can present are\u00a0results and leadership. Results are self-explanatory and the more examples you provide of driving positive results for the company, the better. Leadership examples are more qualitative. They involve colleague opinions, vendor management, and overall relationships with the people who work with you. Gathering this type of evidence doesn\u2019t mean dragging in all your friends and having them say nice things about you. Pointing out projects you\u2019ve led, knowledge you often pass on to others, and how you\u2019ve influenced those not directly reporting to you are all good starts in this category.<\/p>\n
\n<\/strong>If you have passed steps one and two, congratulations! You now get to have what can be a scary, awkward, and intense conversation. Assuming you have gathered enough good evidence this conversation should go a bit better. Always schedule time with your manager at least<\/em> 24 hours in advance. The last thing you want to do is give the impression you just thought of this. Whether it\u2019s true or not, you want to leave them thinking you have been considering this step in your career for a long time.<\/p>\n
\n<\/strong>What happens after the promotion may be the most important time in the entire process. In a study conducted by the Harvard Business Review<\/em> in 2012, over 50% of professionals who were promoted recently reported feeling more depressed and stressed. Just like having children won\u2019t necessarily fix a troubled marriage (well, at least we don\u2019t think so), getting a promotion won\u2019t make you love\u00a0your job. Understand that more responsibility, higher expectations, and more money in a company you don\u2019t believe in or a career path you dislike will always lead to unhappiness. Don\u2019t expect a promotion to make you suddenly be obsessed with\u00a0your job. It may seem better at first, and in some cases it may even be a little better. The bottom line is to make sure you want to bet on your company just as much as you want them to bet on you.\t\t<\/p>\n","protected":false},"excerpt":{"rendered":"