For an employee, job promotions mean a lot. Even if some regard work as temporary endeavors, most individuals still long to have a stable job that secures one’s tenure and looks after their professional growth and development. Moreover, proactively requesting for a promotion is not considered as unjust. Employees have the right to express their sentiments and share their ideas to their employers especially when the former knew that they are a living proof to their claims.
In line with this, requesting for a job promotion should be an option that is available to all employees provided that the former can support and justify their stand. As part of management prerogative, managers have the right to regulate and supervise the dynamics of their employees including but not limited to job promotions. As long as the reasons for their decision are justifiable and legal, then the denial or acceptance of an employee’s request for promotion is valid.
What’s the Right Time to Ask for a Promotion?
There is no right or wrong answer to this question. The circumstances and issues that surround this question vary and thus there is no perfect time when can an employee request for a promotion. It is not about the number of years that the employee rendered to the company because there are still things to consider before asking for a promotion. The following are some of the factors that you may consider to help in discerning if it’s about time that you ask for a promotion.
Asking for a promotion is all about proper timing. Even if there is no right time to ask for a promotion, you should consider what times are favorable compared to the others. According to research, you can ask for a promotion after gaining an outstanding and sound performance review which is usually conducted in a monthly or quarterly basis. In this case, it will be easy for you to justify your claims because of your excellent performance.
In a company setting, it is inevitable that there may be unforeseen job post vacancies. If you’re interested in the said position, then you can grab the opportunity and ensure to approach your immediate supervisor or designated HR officer regarding your plans for promotion. As long as you meet the set or demanded qualifications, then the acceptance of such request is easy.
These are some considerations that you may take into account in trying to define the right time for you to request for a promotion.
Top Mistakes in Requesting for a Promotion
It is undeniable that requesting for a promotion involves a certain degree of risk on the part of the employee. Depending on how the employer will evaluate such move and decision of the employee, there are always inevitable risks. To minimize the detrimental effects of such risk to the career of the employee and also to maintain a sound and healthy relationship with the employer, here are some of the top mistakes pertaining to a request for promotions that you should learn from:
Failure to Write a Formal Request for Promotion Letter
In the business world, documentation plays a key role. Everything must be documented especially referring to transactions that have the possibility of affecting the rights and obligations of certain individuals. Writing a formal request for promotion letter is a professional way of conveying one’s interest to apply for a promotion. The letter is the perfect avenue for you to express your side and to prove that you are suited for promotion. Reliance on verbal agreements and discussions is prone to more disputes and misunderstandings specifically when promises are not met.
Arrogantly Demanding for Too Much
Some employees who are asking for a promotion bombard the employer with several demands all at once. These scenarios can be considered risky and may be taken negatively by the latter. Making demands is not prohibited as long as they are reasonable and professionally conveyed. You also need to consider that the employer cannot magically answer and respond to all those demands at once. They also have certain standard procedures to consider.
Giving Unnecessary Threats to Your Employer
Testing your employer’s patience will not give you what you want. Rather it will create a hostile environment between you and your employer. A concrete example for this mistake is when the employee requests for a promotion and threatening the employer that the former will resign if the request will not be granted. This is absurd. Even if your the company’s number one employee or they consider you as an asset, a bad attitude will decrease your chances of getting the promotion.
Failure to Substantiate or Justify That You Have the Qualifications Suited for Promotion
We all know that employers adopt benchmarks and key performance indicators in assessing both your personal and professional skills. Ensure that you have sufficient proof of you achievements and milestones.
Hence, these actions will not just hinder the approval of your promotion, but will also affect your positive image and reputation in the company.
How to Positively Convey Your Request for Promotion
Here are some tactful, professional, and positive ways that you may consider in requesting for a promotion:
Submit a comprehensive request for promotion letter.
Your letter is considered as a formal presentation of your intention. It is also advisable that you promptly send the request letter to the designated person. Ensure that all the relevant details are included in the letter especially the reasons why you think you have what it takes to handle a higher position.
Be open and ready for new challenges.
Other than expressly conveying your request through a letter of request, you must be open and eager to handle new challenges and responsibilities. You may approach your supervisor and communicate your intention of trying new responsibilities and see if it will work out. In doing this, your managers will notice that you take initiatives in committing to new responsibilities even if such work will not entail an additional payment for the meantime.
And lastly, give due respect to your superiors. Despite the degree and number of achievements that you’ve received in your stay in the company, employers do take into account the personal behavior and dispositions of their employees.