Promotion conversations can become awkward sometimes.
Here’s how to make them simpler.
Remember that promotion conversations, like good feedback, should never come as a surprise to anyone involved.
As the employee, you can help your case by laying the groundwork early on:
- Have the conversation early: If you are aiming for a promotion, start the conversation with your manager at least six months ahead of time, and ideally a year. You can use the appraisal conversation to kickstart this discussion. Most HR teams begin earmarking promotion budgets and slots a year in advance. Your manager will need the heads up.
- Create a roadmap with your manager: Ask your manager to help you clearly lay out the milestones to be achieved to make you eligible for the promotion. Capture them and have them signed off with your manager.
- Check-in regularly: Track your progress against your agreed-upon milestones regularly, and keep your manager aligned with your progress.
Of course, the key here will be execution.
And don’t let shyness or introversion stand in your way.
Treat this process as a part of your job responsibility.
All the best!
