This article will get you promoted
If you’re hoping for this performance review cycle to be the one where you’ll be promoted, or receive a significant pay increase - please read on.
Performance Reviews take a long time - and often, wasted time
For most of us, performance reviews feel like a waste of time.
Upwards of 40 hours for each employee, and 210 hours worth of wasted time for managers (That’s 5 weeks of work!) Woof.
Many of us (9/10) don’t agree with the way our company does performance reviews.
A painful 50% of us are surprised by our rating. (For 87% of us.. it’s a ***bad surprise!)***
If your performance review system is heavy-handed, or there’s a “secret” to the process and/or there are often surprises in the reports… babyyyy it’s not working.
The system is broken when it comes to performance reviews → I have some ideas here on how to improve them: About Performance Reviews (and a free template!)
You may be working in a not-so-great system, so let’s dive into some ways that will help you find success.
5 Ways to Prepare for Performance Review Season if You Want to be Promoted
#1 - Frame it as a proactive, collaborative process
Rather than saying, “hey, I want to be promoted,” I’ve seen much stronger success with,
“For this upcoming performance review cycle, I’m hoping to be put up for promotion/recognition/moneybump based on [insert dope performance details] - what else should I be working towards demonstrating across our team and cross-functionally with our stakeholders to make it incredibly easy for you to advocate on my behalf? I’d love to partner with you on this for either the upcoming or following cycle.”
Notice how you’re framing this understanding that you’re not the one in the room? Your manager is. You want to make it easy for them - and everyone else in there - to nod along and easily agree. That might look like taking on a project with a stakeholder that you need facetime with. Or, presenting at the next all-hands.
#2 - Start the conversation early and directly
Most of us wait to talk about our expectations regarding a performance review and possible promotion until it’s too late. Usually as managers we’re planning the possible promotions and salary increases up to 3 months ahead of time.
Instead, we should be clearly communicating our desires and proposed timeline directly with our manager. Rather than hoping your manager notices that Cindy got promoted and started the same time as you, or Joshua somehow lapped you, it’s actually your job to communicate your expectations. Not theirs.
#3 - Build your case as you go: capture your wins
To make it easy to prepare your case, you’ll want to start snagging any wins. That might look like screenshots of positive feedback over slack or emails. Writing down when you presented and were verbally given strong feedback. When a client said, “wow, I love this!” You get the gist. Forming a habit of capturing wins in the moment makes it easy to leverage them. I used to keep a running google document for myself - and one for each of my direct reports - made performance review season easy!
#4 - Develop the metrics
If your organization has a ladder or rubric, congratulations! We have something to reflect on and use as a tool to develop your 6- or 12-month gameplan towards promotion!
If your organization is a real “we’re just winging it!” This is your moment to shine in your ability to strategically develop thoughtful growth measurements.
Some options to get started: look at other organizations and their org structure - LinkedIn is great for that if it’s not public facing. Review competitor’s job postings to see what they expect someone of your level and the next level. This can help you build a case for what success looks like - and start tying your current and future performance to easily quantifiable metrics.
#5 - Clarify what’s in- and out- of your control
Something that will truly help your manager is understanding the limitations of what you’re requesting. When you look at your plan - the things that you can do without anyone (except for feedback and support) you can get started on. But, there might be things that you need funds/support for, for example:
If your case requires you to get additional training, you can make a request to your manager as part of your growth and development. That might look like attending a conference, taking a course whether that’s on a specific subject or soft skills like working with a coach (wink wink) or presentation performance
If you need to given a specific opportunity, like a chance to lead a meeting, a client project, or develop and execute a strategy - this is a great time to request it as part of the plan.
BONUS - Make it a thing
Once we say it, it shall happen, right?! Nah. Saying it once isn't enough.
Now that your manager knows the plan, consider scheduling a separate monthly/bi-monthly/quarterly 1x1 with your manager that's specifically for performance improvement. This is not the same as your regular 1x1 status updates and mentorship moments. These are sessions specifically to speak about how you're performing against your metrics you developed together, what concerns you have, and any support your need to make it happen. These sessions can also be captured alongside all your wins to make it even easier for your manager at the next cycle.
But RIKKI… My situation is different:
If you’re reading this and saying, wait, my situation is unique - here are a couple scenarios, and my response regarding what you should do to navigate them:
My company doesn’t have money! If your organization just did lay-offs, you might request a title change versus salary bump - with a clear path to additional funds based on company performance.
My manager hates me! Shitty manager? I’m so sorry. It will depend on the manager, but this tactic is usually helpful to shift from emotions and stories into facts and tactics. If your manager is still blocking you from promotion - it might be time to shift to a new team or role.
We don’t have ladders! Great, hunt on the internet for what a ladder or rubric would look like at another organization. Check job postings to clearly demonstrate that your performance is similar to what’s expected at a competitors organization.
My organization is flat! That doesn’t mean there’s never anymore growth? We don’t necessarily need a new title, but we should still be financially recognized for how much you’ve grown since day 1.
I work for myself! Baby, you should definitely give yourself a promotion. You’ve earned it. Okay, but seriously, it does still make sense to slow down and think about how/where you want to grow this year (maybe check out 100 Days - hop on the waitlist to close out this year at the top of your game)
Wanting to get promoted this upcoming cycle, or, at least work towards advocating for yourself more effectively with senior stakeholders? We should chat. And on the flip side, if you’re managing a team and trying to handle the mayhem that looks like - we should still talk.