Raise the bar

Surabhi Mittal

Today’s tech-savvy executive is competing in this fast paced world by utilising tech skills to add swiftness in his business operations. Access to technologies like high-speed internet, smartphones, tablets and cloud storage has helped him in optimising time management and working on the go, along with increase in efficiency, productivity and output delivery. 

As compared to the previous generation of employees, the current generation is ready to take up added responsibility in the organisation, in a shorter time span. The need for advancement of an employee’s position in the organisational hierarchy system is generally identified by the management but what if the employee feels the need to move into a new role? Employees need to let their boss know when they feel prepared to handle new responsibilities.  

 When asking for a promotion, approaching towards  it in a right manner is the key factor, which can increase a candidate’s chance of achieving it. 

A candidate presenting his own case for promotion is an uncommon phenomenon, so reaction of companies in such situation can be different. The firm might respond positively believing that the employee is progressive and wants to go further or it can backfire in absence of support from his direct manager.  

Following are the key points that candidates should take into account while asking for a promotion:

Prepare the pitch

If the employee is candid enough to speak his mind in front of his manager, he should not directly pitch for a specific position instead the discussion should revolve around his performance, his ambition and his future plans which should be aligned with organisation’s needs and value framework. While discussing, avoiding a tone which is more like an ultimatum is essential otherwise the manager might find the candidate emotionally vulnerable and volatile and ruling him out of any future possible elevations. It can be worse if the manager starts looking out for a replacement, believing this talk as a sign of a possibility of employee moving out of the organisation.

In-depth preparation

One must maintain a synopsis of past achievements and especially include the initiatives taken outside the comfort zone. If there have been a few failures, the employee should mention them but with the key learning and insights drawn from them. This reflects a rounded personality capable of reflection and changing rather than a one-dimensional personality incapable of learning. 

Align aspirations

Promotion has to be a win-win proposition. Employee can achieve this by linking his aspirations to organisations or departments set up and the future plans. By combining these two, an employee can suggest various possibilities that he can bring while performing a more responsible role in the organisation. This makes it look effortless and natural rather than as a step only to fulfill the employee’s ambition. 

 If the your motive behind seeking promotion is only for commercial gains or for status enhancement, organisation might treat it as an opportunistic move and may not be very considerate about it. However, if the drive is more exposure, more learning, more contribution to the organisation or broadening horizons, chances of treating the candidature for promotion are higher. Having said that, always be honest about the motive and don’t try to glorify it. It can backfire. 

Don’t be desperate

Show eagerness but not desperation; Being and open to experimenting with roles creates more opportunities to be considered for promotion or lateral moves, especially in multi-national organisations. Never negotiate on the fundamental nature of the role just because you seem to be suitable. This might cost you the otherwise available chance of elevation.

Showcase skill levels

Showcase any new skill set or any other learning that you might have acquired either on the job or through a development programme. This highlights you as a learner and progressive person.

Stay positive

Lastly, no matter what the decision of the management is, the employee should continue in the positive frame of mind. One opportunity lost can be a trigger for unearthing of several other opportunities within an organisation. Don't forget that the real character is tested in stressful or turbulent times.

It's important for companies to promote from within. Otherwise, there's no career path for the people there and it forces [employees] to constantly be job hunting because they know they're not going anywhere in that company," says Penelope Trunk, founder of Brazen Careerist, a networking hub for young professionals.

The writer is Vice-President HR, LANXESS India