What are effective ways to negotiate a promotion without clear feedback from your manager?

Entregue valor ao seu gestor, resolva problemas difíceis, mostre com dados os seus resultados e contribua para o crescimento da empresa

Start by chatting with your boss about your career goals and performance. Highlight your wins and specific contributions to the team. Research similar positions' pay to back your case for a raise or a new title. Show how you can bring more value to the company in a higher role. If a clear promotion path isn't visible, explore added responsibilities or projects. Seek advice from experienced colleagues. Create a proposal outlining your plan for the new role. Stay positive and professional, even if things don't go as planned. Keep excelling in your current role and maintain open communication about your growth. It's a journey—stay committed! Good luck!

Negotiating a promotion without a clear outcome requires strategic individuality and impeccable timing. Emphasize unique contributions, cite specific accomplishments in a positive light, and choose strategic meeting times that align with performance cycles. Support your promotion request with industry references, demonstrating your commitment to development through acquired skills. Present a concise, well-supported case that leverages individuality, time, and quantifiable impact to get the promotion you deserve.

People always Take initiative Preparing yourself for challenges that may arise, requesting feedback on your performance and sharing your helpful ideas with the team are all great ways to show managers you're willing to do more than what they ask.

While outlining your past achievements and contributions - one major item to capitalize on is how those previous accomplishments will translate to new tactical actions that will benefit the enterprise in the future. Use them as markers or guideposts to your ability and approach and how you plan to identify gaps and come with solutions in hand ahead of the emerging issues. That garners promotion more than anything else - being a proven commodity / a solution seeker and provider.

For evaluating your worth while its important to understand how and what different you are adding apart from you daily allocates task that always help you to showcase your self better. Keep working on VAT this is the only things that makes you different from others.

Researching the market doesn’t always mean looking at your relative worth and or competitors. It can mean being tactical in looking at your company’s upcoming strategy and development of a skill set that is primed to fulfill a gap they don’t have yet… like becoming a SME on a topic likely to emerge as a concern - where you have proactively designed your own promotion by taking steps to acquire skills that will be needed in future and priming yourself for the opportunity.

Selecting the appropriate timing is crucial. It's worth noting that management typically submits budgets, including salary allocations, around August or September (for companies following a standard financial year). Therefore, it's wise to initiate preliminary discussions about salary during this period. While not disclosing the exact amount initially, you can express your anticipation of a substantial salary increase by year's end. Additionally, inquire about the steps necessary to achieve this. This approach enables them to consider these expectations during their budgeting processes.

Avoid making unreasonable demands or quoting inflated expectations. Additionally, refrain from adhering to the trend of showcasing superiority based on success in a single task. Always ensure that the timing of the discussion aligns with the current situation and data matrix.

Timing need to be well researched before being incorporated in any projects. Most of the projects mis align time against budget and as a result they fail to deliver on time. It is important to do a proper search in order to allocate a measurable time scale that is reasonable enough to any project. This has to be reflected on the budgets and workplans

The phrase “Presenting your case” should be heeded closely. This starts with early planning and preparation with hard evidence. An optimal place to start is through open but purposeful dialogue with the manager (the earlier the better). Meaning, co-create a written path (eliminating ambiguity) with them; one that you can execute in the coming year. Once we’ve followed through with what was mapped previously (attainable path of results/outcomes), it sets the stage for the not only the raise but one that’s most favorable (monetary and title). Remember when it comes to the company/HR as it relates to our benefit: If it’s not in writing and verifiable, it didn’t happen.

Negotiating a promotion is rarely a one-time conversation. A promotion in place moving from level 1 to level 2 of something but basically do the same job is commonly easier than promotion to a managerial role or across groups. If you want a promotion in place discuss things like training the new people or your wealth of experience translating to doing the job better, faster, & accomplishing more in less time or recognizing issues sooner. If you can monetize your successes you are more likely to succeed. Recognize that asking for the promotion & more money may surprise your manager. They will likely need to get it approved with their manager and hr if they agree and support you. It may take time to work it into the budget so follow up.

You have to make a case for why you deserve a higher income. If you’ve added to the company’s bottom line, your employer should reciprocate those gains with a raise. But sometimes, the gains can get overlooked which is why it’s important to know where you brought value.

Whenever you are requesting or presenting the things ensure to move a head with the data not with the emotions and circumstances. Make things crisp ,avoid sharing stories and people oriented approach. Ensure the voice tone and the picture presentation is humble and realistic

Always welcome yourself to take criticism and bit negatives feedback and review and showcase yourself in the format that you are ready to work on that . If you disagree with the feedback share it in the positive and delightful way with a crisp example.

It takes courage for project managers or handlers to take in negative feedback from project participants. Sometimes it is misplaced with downplaying your success on a particular project. But in truth we need to find a way to accept negative feedback and reflect on them to inform better decision making and revision of our projects. People need negative feedback to improve on their project and it is very important to capture every feedback to maintain project excellence or change direction before its too late

Na maior parte das vezes, a contraresposta à sua solicitação será por "budget de equipe", "experiência" e/ou "políticas de promoção na cia". É importante, além de falar, ter uma escuta ativa e ser, de fato, uma conversa entre você e o gestor. Entenda, assimile e analise os argumentos dados como resposta. Reflita também como você lida com isso e como você pode ajudar a questar algumas destas barreiras. É importante mostrar sempre que você joga junto com o time e é importante que nessa relação tenha ganhos para ambos os lados. Por fim, não se deixe ficar desatualizado no mercado. Mantenha-se ativo.

It is important to keep an open arm and good relationship with your manager even after having a disappointing conversation with them over either promotion or work which has not been done to the required satisfaction. Its important to keep reminding the manager of any unfinished conversation to get to the final resolution before taking any new decision as it is a stepping stone for a proper relationship

Após o 1º bate papo "one a one" sobre o assunto é importante acompanhar o transcorrer do seu pedido, tendo em mente sempre que, não é ficar no pé perguntando dia após dia. Dê tempo ao tempo, alinhe expectativas e retornos. Se o gestor reconhecer seu bom trabalho, certamente tentará brigar por algo e te informará dos passos seguintes.

In the current market in Canada- many employees find it necessary to exit their current role to find recognition and promotion ability. If you are a genuine prime producer - your management may have you pigeonholed into your role and do not realize the impact of not allowing you to move on and up and or replace yourself until it is too late. A current theme in HR and recruitment is retention - which is in general failing in western Canada as employers struggle to replace employees that have moved on for better workplace environments and opportunities. One strategy can be to use this data in your justification for a promotion in pay or responsibility for your employer to retain your talent vs the cost of replacing you / losing your skills

Start by preparing a well-documented record of your accomplishments, emphasizing how they align with the company's goals and values. This evidence-based approach shows your contributions objectively. Next, understand the market standards for your role; research typical responsibilities and compensation in your industry to provide a benchmark. Schedule a formal meeting with your manager to discuss your career progression, presenting your case confidently but receptively. It's also crucial to express your commitment to the company and your eagerness for further professional development. If specific feedback is lacking, ask direct questions about what is required for a promotion and request regular check-ins

Create an ROI calculator. For most jobs, you need to prove to your manager that you provided return on investment of your salary. If you are in sales: - show the revenue that you brought in - show the lifetime contract value that you brought in - shot the impact of your job on profit I presented mine in a Google sheets & after seeing the ROI, it was only a question of what % to increase it by.

Negotiating a promotion requires considering that, at times, employees may not be evaluated for advancement, irrespective of their qualifications. This should not cast doubt on the employee's abilities but rather on the company's practices. If, after thorough consideration, a promotion isn't granted, it may be time to reassess your goals, weigh the significance of the promotion, and potentially explore opportunities beyond your current company.

Growth doesn't require feedback. Also, you can't demand feedback - it's a voluntary contribution to your growth. So, make sure you ask for feedback politely and timely, in case of no response, make sure you go on with your plan without interruptions.