{ "media_type": "text", "post_content": "Best way to advocate for yourself for a promotion? Been at my new role for 8 months and feel as I’ve been doing well. I want to be rewarded without sounding ungrateful", "post_id": "61966366e9ac2c00297a8c5d", "reply_count": 8, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Best way to advocate for yourself for a promotion? Been at my new role for 8 months and feel as I’ve been doing well. I want to be rewarded without sounding ungrateful

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Ungrateful is what leadership calls the ambitious

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Promotion after 8 months in a new role seems premature. I’d want to see consistent performance over a longer period of time

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Also promotions take time to go through. It’s like over 6 months from when you put yourself up for promotion until you officially get it. So it’s more than 8 months technically

First, you need to make sure you’ve been consistently operating at the next level through multiple and repeatable activities. Second, you’ll want to put together a list of accomplishments that have had a tangible, positive impact on your team. You want a story woven into a compelling business case to step to the next level. Although, as D1 above stated, eight months is somewhat quick. The first couple of months would have just been learning business processes and structure of the Firm. That leaves six months of performance data; not a lot to go off of.

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I agree the first couple months people are supposed to be useless and just learn. However, I knew this industry super well due to all my consulting projects around it. My manager always praised me for how fast I ramped up and understood the company and industry. Normal promo cycle for my level is 1-1.5 year timeline. I’m just trying to see how I can push for it earlier

Being really good at your current role is expected, but doing really well on things at the role above you while still doing your current role is what gets you promoted. Make sure you’re ticking the boxes for current, then look at the level up, tick off what you’re doing at that level. Share what you’ve accomplished already and a plan for what you’ll be doing to close the gap towards the next level with your manager - a la gap analysis - to get them aligned on your progress and potential for promotion.

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