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I would approach your performance manager / counselor (whatever the RSM equivalent is), point out that you are performing at or above the level of the person getting promoted such that it's justified to tweak whatever restrictions they're working under as far as slots for promotion or whatever. Use 3-5 specific examples of you knocking it out of the park.
I wouldn't bring up the other opportunities except as a last resort, and I would phrase it as, "if there's really no flexibility here, then I may possibly want to explore other options." If they know the market and they know your workload, you won't have to say any more.
Once you have their attention and they tell you they have to get approvals, ask what timeline you can expect for an answer one way or the other. Then wait until a week after you said you would hear back before following up. If you have to follow up more than two or three times, assume the answer is no and move on.
By Senior 3 do you mean Supervisor? My thoughts (as a career advisor)...requesting a promotion is never a good sign. Either a) if your leadership team doesn't recognize and reward high performers then your long term future will not be a happy one; or b) you're not as high of a performer as you think. Communicating your goals for promotion to your career advisor is a better approach than requesting a promo. Honestly, I see far two many people (myself included back in the day) who expect promotion to align with tenure, and neglect to have a direct conversation with their CA.
Not an attempt to sound arrogant or give the ER an ultimatum, but why would a high performer (who already does the manger role) stay for a whole additional busy season w/o the recognized comp and title? Especially if other offers are in the table
And waiting a year means what exactly? Start interviewing now because it sounds like you want to jump anyway
There are three at my level left (from my original starting class). One will get promoted and the other is a high performer like me. The other question is, what is the most appropriate/effective way to approach this. Don't want to sound entitled, but I have to look out for my career.
That help?
*too
Before you ask, what is everyone else at your level doing? If you're outperforming your peers significantly, you have a solid case.
Senior 3 to manager is normal. No?
RSM targets to promote after 6 busy seasons to manager
At least that's what our office communicates and projects for us
is the fourth letter of your first name s and the second letter of your last name r
2 yrs associate 2 yrs senior 1 yr supervisor = manager at RSM (at least in Chicago). I'm not sure I understand the question
Why aren't you a supervisor?
Senior 3 = supervisor
Everyone (basically) goes from supervisor to manager. So why are they not promoting you?
Pretty much entirely based on need at manager level.
@RSM3- very true
If you're getting hosed on promotion at that level, you should take a step back and reflect on the feedback you've received over your time at RSM, peoples' general attitude towards you, etc. If it's mostly positive, stay and push for the promotion. If not, GTFO. However, be aware of people who will be nice just because they avoid conflict. Understand the difference between true feedback and flattery
That "need" bullshit needs to go out the window and promote if you have the skills. I was in a similar predicament and I was very clear that I expected promotion to manager and just planned on leaving if they didn't see the same. They pulled through and promoted - ended up leaving anyways for way more money and better role shortly after. I was underwhelmed by my manager comp and expected bonus