It's December. You're sitting in your annual review expecting to finally hear about that promotion.
Instead, your manager says: "You're doing great work. You might even get promoted next year!"
Are you KIDDING me?!
Meanwhile, someone who joined 6 months after you just moved up to VP.
Here's what's happening - and how to fix it.
The reality: Men are promoted based on potential. Women are promoted based on performance.
That sucks. I don't like it. But sticking our head in the sand does not help you.
Given that this is the situation, what do we do?
We use it to create momentum FOR YOU. 🫵
Here's what I've seen work:
1. Ask during your midpoint review (not your annual review)
Most people wait until their annual review to ask for a promotion. By then, decisions have often already been made. Heck, some companies even make budgets due a few months before reviews so it’s actually impossible to get promoted during your annual review if this wasn’t already in the works.
A better strategy? Ask at your midpoint review.
"This year I'd like to be promoted to [title]. What do I need to demonstrate to prove that I'm ready?"
Note: If your company doesn't proactively set up midpoint reviews, no problem - you can take the initiative and set one up yourself.
"Hi [boss], I've been brainstorming how to increase my impact and wanted to get your thoughts. Can we grab 30 minutes in the next couple weeks?"
2. Co-create a checklist with your boss and discuss HOW to accomplish each item
One client I worked with was told she had to show she could run a P+L. This is funny because it's not like she could just pop by the store and buy one of those... she had to be GIVEN the opportunity to run one.
Co-creating the checklist allowed her to point that out.
"Great! You mentioned I would need to show that I can run a P+L, how can I do that?"
Her boss noticed that she needed to be given this opportunity and said, "Oh! Good point. Actually, I could use help on this part of the business, let's peel that off and you can start there."
Research shows that objectivity reduces bias. Given that, I'd recommend walking out of this conversation with a clear list of the things you need to do and an understanding of how you can deliver those.
3. After your meeting, create a paper trail
Here's an example:
Hi [Boss],
It was a pleasure talking with you today. Thank you for the time and the advice.
In order to demonstrate my readiness for promotion, we discussed that I need to:
I'll be focusing on these priorities in the upcoming months and am excited to share my progress with you.
Sincerely,
[Your name]
4. When you check a box, let people know
I like this formula: What you did + its impact on others
Here's an example:
Hi [Boss],
Thank you again for sitting down with me last month to discuss my progression at the company.
Based on your advice, I've been focusing on X and am delighted to share [its impact on others].
Thanks again for the advice.
Sincerely,
[Your name]
5. Build your women's network
Research from Brian Uzzi shows that women who have a network of other professional women are 2.5x more successful than those who try to go at it alone.
Anecdotally, I've noticed that women in male-dominated industries tend to advance as a cohort. We're no longer in the era of "only one seat at the table", instead we now rise together.
Find your people. They'll celebrate your wins, strategize with you, and support you through the inevitable bumps.
If you're at a level, or in an industry, where promotions are decided by committee (not just one boss), here are 3 additional strategies:
1. Map the room
Who's at the table during promotion discussions? Who can become your promoters? Who has veto power? Who influences that person?
As Alison Fragale, author of Likeable Badass, says: "Simply understanding the network structure is an asset." (This is based on research by David Krackhardt of Carnegie Mellon University.)
2. Give them soundbites
Your promoters need talking points. Send them updates on your wins (like the email above) so they have specific examples when advocating for you.
3. Redirect compliments strategically
When someone praises your work:
"I'm so glad Project X helped you land that client. Would you mind sharing that feedback with [potential promoter]? I know she'd love to hear this project was helpful to you."
Promotions don't happen because you wait patiently and hope someone notices.
They happen because you do good work, let folks know you do good work, and made it a no-brainer for the people at the table to say yes.
You got this!
Sincerely,
