Discussing promotions during a performance review can be a sensitive topic, but it’s also an essential part of career development. It’s an opportunity for employees to advocate for themselves while also receiving feedback from their managers. Below, you’ll find three practical examples that illustrate how to approach this conversation effectively, ensuring it’s constructive and beneficial for both parties.
This example is suitable for an employee who has consistently performed well and believes they are ready for the next step in their career.
During the review, the employee has prepared specific achievements and contributions that demonstrate their readiness for a promotion.
The employee begins by thanking their manager for the feedback received during the review and transitions into discussing their career growth.
The employee expresses appreciation for the opportunities they’ve had, then smoothly moves into their desire for a promotion:
“Thank you for the feedback on my recent projects. I truly appreciate the support I’ve received from you and the team. I’ve taken on additional responsibilities this past year, such as leading the XYZ project, which resulted in a 20% increase in efficiency. Based on this progress, I would like to discuss the possibility of advancing to a senior role. I believe that this promotion would allow me to contribute even more to our team’s success.”
It’s important to prepare specific examples of your contributions and how they align with the company’s goals. Expressing gratitude and showing how you’ve added value sets a positive tone for the conversation.
In this scenario, an employee has been performing well but is aware that their manager has some reservations about their readiness for a promotion. This example demonstrates how to address potential concerns directly.
At the beginning of the performance review, the employee acknowledges the feedback received in previous meetings and addresses it head-on:
“I appreciate the constructive feedback you’ve given me in our last few meetings regarding my project management skills. I’ve taken that to heart and have been actively working on improving my time management and team communication. I wanted to revisit the idea of a promotion, as I’ve successfully led several projects this year, including the ABC initiative, which received positive feedback from clients. I’m eager to understand what specific areas you think I should focus on to make this transition possible.”
Acknowledging past feedback shows that you are receptive to criticism and willing to improve. This approach also opens the door for constructive dialogue about what is needed for a promotion.
This example is ideal for an employee who has recently completed a significant project and wants to align their career aspirations with the company’s objectives.
In the performance review, the employee highlights the recent project and expresses their long-term career goals:
“Thank you for the insightful feedback today. Completing the DEF project was a significant achievement for me, and I’m proud of the impact it had on our department’s goals. Looking ahead, I’m very interested in taking on more leadership roles within the team. I’d love to discuss how I can position myself for a promotion in the next year. Could we explore potential pathways together? I’m eager to align my goals with the company’s future plans.”
Focusing on future goals rather than just past achievements can be a powerful way to frame the conversation. It shows ambition and a willingness to grow with the company, making it clear that you’re invested in both your career and the organization’s success.