Time to Ask for a Promotion?

It’s time to be recognized for working hard and achieving your goals

July 22, 2025

When you look around your workplace or scroll through your social media, does it seem like everyone else but you has just been promoted? And does it look like it came easy to them? On the surface, of course you’re happy for them, but underneath, you’re wondering “when is it my turn?”

The reality is that promotions don’t just fall into your lap. They’re earned through results, trust, timing, and positioning yourself so you earn that next step in your career. One of the most common questions I’ve heard is, “How do I know when it’s time to ask for a promotion?”

Many of us spend a lot of energy building skills, navigating the politics of the workplace and working hard to deliver the highest quality output. We go to work bringing our best selves, with an eye to the future. We see ourselves as ambitious, learning, and contributing meaningfully to our organizations. We’re working for professional and personal fulfillment – and of course, the salary.

There’s also a big part of us that’s working to advance.

So, when it the right time to stand up for yourself and ask for that promotion?

Personal Inventory

Before you can answer the question about timing, take some time for a little introspection. Promotions are usually not awarded for the amount of time you’ve been at a job, but rather about your contributions, your impact and your growth. So, start by taking stock of what you’ve done over the past 12-18 months by asking yourself:

What specific outcomes have I accomplished?
How have I consistently exceeded the expectations of my current role?
What responsibilities have I taken on that are beyond my job description?
What impact have I had on my teammates and more junior colleagues?

See if you can put some numbers to your answers to quantify your contributions. Any specific data will really amplify your performance discussions. You can include revenue, market share, cost savings, error rate, productivity or even time as good, objective measures.

If you find yourself struggling to articulate your impact, you might not be ready yet. But if your list is substantial and you can point to tangible business value, that’s a positive sign.

Benchmarking

Next, consider recent promotions in your company. Take a look at who has been promoted and why:

What did they accomplish to earn their promotion?
How did they achieve visibility for their work?
What type of leadership did they demonstrate?

It’s important to understand the types of performance, accomplishments and leadership that are recognized and rewarded in your organization. It’s particularly relevant to look for patterns. It’s possible that people who get promoted consistently lead cross-functional initiatives, volunteer for stretch assignments, or mentor new colleagues. They might be experts at networking with the right individuals who influence promotion decisions.

Factor this assessment into your own personal inventory. To what extent are you doing similar work? You’ll be better able to calibrate your readiness and set realistic expectations.

Relationships

Promotions often hinge on trust, specifically the trust your manager and other senior leaders have in you. Your strong reputation and deep relationships will help leadership see how you can continue to contribute in the future.

Some questions to consider:

How strong is my working relationship with my manager?
To what extent does my manager see me as someone who solves problems, and delivers
How are my working relationships with my peers and cross-functional teams?
How much visibility have I had with my manager’s boss or other leaders above me?

Your trust and credibility up, down and across the organization will give you a strong platform to make your case for promotion. But, if you find yourself siloed, or you feel like your relationships are not strong, you will need to focus on building them first. Your manager needs to be able to see you operating effectively at the next level – and seeing how you work with others throughout the company is critically important.

Your Business Case

After your review your performance and your relationships, you can do an honest assessment of your readiness. When you think you have a strong case for a promotion, it’s time to get ready to have a conversation with your manager. You’ll be making a business proposal about how and why your performance has earned a promotion, and how the promotion is a good business investment for the future.

Here are some elements to include in your proposal:

Your clear, specific request. Instead of leading with, “I’d like to get promoted,” be specific with your ask. Think about something like, “Based on my contributions, I’d like to be considered for promotion to Senior Analyst in the next performance cycle.”

Your rationale. Highlight your achievements, the value you’ve added, and how you’ve grown. This should tie back to both your job responsibilities and how you’ve reached above and beyond the typical expectations.

Your future. Outline your desire and your approach to continue growing, contributing, and leading.

This conversation is about providing your manager with what they need to advocate your case with their peers and leadership. You’ll want them to have everything they need to advocate for you and champion your promotion.

Here’s a working example, Mad Libs-style:

“Over the past year, I’ve delivered strong results in my current role, including [achievement 1], [achievement 2], and [initiative 3]. I’ve also taken on additional responsibilities that align with the expectations of the next level. In particular, my work on [your biggest accomplishment] helped the team achieve [team objective]. I’m proud of the progress I’ve made and the impact I’ve had, and I’d like to be considered for promotion to [next title]. I enjoy working here and see lots of opportunities to continue contributing. I think in the coming months, I would also be able to take on [future project]. I’d love to discuss how we can make that growth happen.”

The Outcome

In your first discussion with your direct manager, you are likely to get a “we’ll see” type of answer. It’s possible that they have to consult with others for a final answer. Even then the answer might be “not yet” because there are other factors at play. It could be a matter of timing, budget, role availability and other factors.

You’ll need to be prepared for any outcome. Here’s how to get ready:

If the answer is YES:

Thank your manager, and their manager, if appropriate. Just like when you get a raise, praise or any other recognition, don’t forget to express your gratitude and appreciation.

Celebrate. You performed well and prepared well – give yourself the positive reinforcement you deserve.

Ask what success looks like at the new level. You’ve been promoted, but now the bar is higher. Find out what are the expectations at your new level.

If the answer is NOT YET:

Stay composed and constructive. Ask for specific, constructive feedback. See if there are measurable targets you can achieve to earn the promotion.

Clarify the next steps. Ask about a realistic time frame to revisit the promotion discussion.

Follow through. Send a summary email showing your appreciation for the discussion and if your manager advocated for you, let them know you remain engaged. An email summary will help document the alignment and next steps for both sides.

Call to Action: Your Promotion Checklist

As you prepare for your promotion discussion, look over this final checklist to make sure you’re ready:

I can clearly articulate the value and impact I’ve delivered in the past 18 months, with quantifiable data.

I’ve taken on responsibilities beyond my day-to-day activities.

I know what promotions in my organization look like and realistically put myself in the same category as other recent promotions.

I’ve built trust and credibility with my manager and other leaders.

I am prepared for either outcome and use it as a growth opportunity.

Remember that the person who cares the most about your future is you. Promotions are a way to recognize your past contributions, and for your company to place a bet on your future accomplishments. With your reflection and preparation, you’ll make it easier for them to affirm what your future could look like.