So, you’ve been at your company for 2 years and you are eyeing a promotion. You are first to arrive and the last to leave the office and you consistently hear positive feedback on your performance. Why haven’t you received a promotion yet?
There are many factors besides performance at play when it comes to getting promoted.
1. Become Your Own Fan
One of the major reasons people get passed over for a promotion is they don’t’ speak up. Many people make the mistake of minimizing their accomplishments and efforts. Become your own fan or cheerleader–take credit where credit is due, and people will begin to recognize your achievements.
2. You Didn’t Let Your Boss Know You Want a Promotion
It may sound obvious, but you might be surprised at how few people come out and directly tell their manager that they’re interested in a promotion. Often employees are content in their current role, so if you don’t tell your boss you are interested in a promotion, he or she may never know. Ask your manager’s guidance to understand what the promotion would entail and how you can demonstrate you are worthy of that promotion.
3. You Assume Promotions Are Based on Tenure
You may routinely see coworkers getting promoted after they hit a specific work anniversary, but don’t mistake their tenure for being the reason they were promoted. Most often their promotion is not tied to their years of service, but instead to an increased accountability that results in their promotion.
References are a must have. We all need them when finalizing a new job or temporary position. “References are similar to mentors. . Recruiters and those in HR use references as a way to fill in the gaps about a candidate, to learn more about a candidate’s work style, and to gauge their success in previous roles. As a job seeker and candidate, it is essential to have a list of people who can provide glowing references about who you are as a person and a hard worker.
Step 1: Find your core references
Determine 3-4 individuals that you can use as a professional reference. These people should be former managers and /or key client contacts.
Step 2: Ask the for the professional reference
Once you have your core references identified, you may not need to ask each person for a reference. Like finding the perfect role, think about the person on your team who would be a perfect fit to write a recommendation or reference for you. Evaluate the referrals needed by your recruiter or HR manager and determine who you feel will give you the best professional reference. Additionally, not all companies ask for the same number of type of professional reference. Be sure to evaluate each reference request individually and give your professional references advance warning of any call or reference checks.
Step 3: Help them
Often times the people we ask for references are busy folks. Executives and managers can get asked for references all the time and be bogged down with other work. It is helpful to remind them of projects you worked on together, or instances where you collaborated. The goal is to help provide anecdotes that your power team can use when talking to a recruiter or writing you a letter of recommendation.
Step 5: Say thank you
It’s easy to get caught up in the craziness of job applications, but remaining in touch with your core references and saying thank you to nurture the ongoing relationship are key to your professional growth. Be mindful of the give and take in the relationship, as well.
Delta Computer Consulting, Inc. is certified through the WBENC (Women’s Business Enterprise National Council) as a woman-owned and woman-operated business.
