How to Get Your Next Promotion in Your Career?
Do you think you deserve more since you have put in your best in your job? But, you may not get what you want if you fail miserably during your performance evaluation.
Here’s how you can get what you want in your career.
1) Performance evaluation happen the moment you step into the office
When the HR department sends out the form for everyone to fill for their performance evaluation, most people will start panic. And they will just look at the form with a blank mind.
Not that you need to perform to your best when you step into your office. You just need to regularly remind yourself of your goals (i.e promotion or increment) and what you need to do to achieve your goals.
For every achievement or completed project, you will need to note it down. Most important, note down your contribution to the successful project. Do it the moment when the project is completed. Not at the time of the evaluation since most evaluation happens once a year. And you might forget everything when your evaluation comes.
2) Set the expectation right. Goal setting with your boss
You put in 110% in your work and you know that you deserve a promotion. But, your manager might have a different thoughts on it. Furthermore, your expectation of your own performance and your manager’s expectation might be different.
Two things might happen when you discuss with your manager about the promotion that you deserve.
a) Your manager agrees with you that you deserve the promotion and you will get it. Hurray!
b) Your manager disagrees with you. But don’t jump on him yet. You have to understand from him the reason why you don’t deserve the promotion.
In addition, you have to ask him what do you need to do in order to be promoted. And here’s where the goal-setting come in. Once you understand what you need to do, and together with your manager, set goals and timeline to achieve it.
Once you achieved it and showed to our manager that you can perform up to the expectation, you will get the promotion that you deserve.
One important thing to take note, the discussion on your promotion has to take place at least 3 months before your performance evaluation. You will have more time to prove to your manager if he/she disagrees with your promotion.
3) Get feedback from your direct report, colleague and even your client or vendor
It’s called the 360 degree performance evaluation. And most of the time, organization will only do it for managerial position. But don’t let that deter you from doing it. Getting feedback will benefit you in the long run.
To make it easy, you can do it like a survey. Decide on the questions that you would like to ask (preferably not more than 15 questions) and fire it away.
Do let your manager know that you are getting feedback on your performance especially if you are going to ask your client or vendor as well.
And be prepared as there might be some nasty feedback. Deal with it with a calm mind and decide if it’s something that you can improve on. If not, just leave it alone.
Summary
Performance evaluation is not just the time to evaluate your performance for the past 6 to 12 months, it’s also the time to set the stage right for your next evaluation. And together with goal-setting, you will get what you want in your next evaluation.
Remember, your manager is not a mind reader so do let him/her know what do you like to achieve in your career and what you prepare to do for it. It’s only when your manager know what you want. He will then recommend you if any opportunities arise.
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4 Responses to “How to Get Your Next Promotion in Your Career?”
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Good managers are rare and in between anyway. Most of the times their worry is how to keep the lid on reports (Yes they are much more insecure than many of the leaf node employees, because they have much to loose in terms of perks, salary, authority), so they dont grow and challenge them.
I will suggest work for somebody only if you know the top wig, so you will be allowed to grow up and be lead in to the *senior management* circle, if not Why worry about manager and hand our destiny to the will of someone, who dont care anyway ? Fire him and be your own boss.
Hi Shrini,
Thanks for the comment.
I agreed with you that good manager are rare. Most manager are good at the job itself but when come to managing, coaching or mentoring his/her direct report, they suck.
Best regards,
Gerald
Coaching or Mentoring is a misnomer. In a running company / business unit there can be 1 (most probably the top man), at the maximum 2 (in extrardinary cases), who can be considered having some enlightenment to pass on to others by way of mentoring (remember a cave cant have 2 lions)
All other so called mentoring is absolute hell and non sense. At best such good managers understand this and limit themselves to taking reports and passing on, rather than try to mentor *nothing* to others.
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