I asked what specific metrics I needed to hit for a promotion, and the answer was pretty vague about “continued impact” and “team contribution.” I left feeling like the goalposts weren’t clear.
Was I wrong to expect clearer criteria?

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You are not wrong for expecting clearer criteria. Honestly, they are wrong for not giving it to you. I think I would ask for a meeting with your manager and ask for additional clarity.

likesmart

That's frustrating to hear, but it's often the way it goes. Management keeps things fairly obscure, as that way they're keeping all their options open. If they set clear criteria and someone cleared them, they'd feel obligated to make good on a promotion. If the metrics are opaque, it's harder for an employee to make a good case for themselves.

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They should be honest and say they either don’t know, or there isn’t a clear goal post. I’m on a team of three and everyone is a director besides me. I’ve been through the cycle that you’re going through for 4 years now and my solution is to transfer roles while I’m looking out side of the company.

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thats a solid strategy

Not wrong at all — vague criteria is how companies keep the bar moveable. "Continued impact" means nothing you can actually hit or document. I'd push back and ask for it in writing: specific deliverables, a timeline, and who signs off. If they can't define it, that's information too — it tells you the promotion is discretionary, not earned. Did they give you any sense of a timeline, or was that fuzzy too?

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fuzzy on the timeline too! i think you are right, they want to keep it blurry so i can't hit any goals before they want me to

It has to be impact beyond your current responsibilities. Punching your weight into new territories

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what if the new territories keep moving

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