Navigating the New Path to Promotion

In these challenging times, getting a promotion and the expected bump in salary may not happen – at least not in the traditional ways. Employees looking to advance in this climate may have to pack their patience. But that doesn’t mean advancement isn’t possible at the company or government agency you’ve been at for years.

“Right now, I don’t know that people are going to be able to get that promotion for more money within the organization,” says Nicole Coomber, assistant dean of experiential learning and clinical professor of management and organization at Smith. She says it’s becoming routine for employers to ask workers to take on more work for the same pay. “Sometimes the pay and the promotion come afterwards.”

Coomber says the eventual change in title and pay raise is a reflection of what an employee is already doing – those new duties they were given and are successfully handling. Managers often want to see if you’re capable of doing the job before giving you the position, she says. It’s called a “quiet promotion,” and is seen as cost-effective as employers manage tighter budgets.

Opportunities for wage growth have decreased. According to a recent JPMorganChase report, real income growth is at near-decade lows, with the worst slowdown for younger workers. The uncertain economy is partly to blame, and that has many workers staying put – seeking advancement where they work, rather than hoping to level up their career somewhere else.

“So sometimes it’s about raising your hand and taking on more opportunity, even if you’re not getting paid for it,” says Coomber. She says using artificial intelligence could help and recommends bringing it up with your manager when talking about taking on more responsibilities. “Ask if some of your current routine work could be automated with AI, so that some of your time can be freed up for new, more demanding tasks.” That could give you time to contribute more strategically or participate in higher-level meetings, demonstrating your competency and readiness for something more.

Job growth is slowing and Coomber realizes that this may discourage many people looking to move up. She recommends self-compassion. “Having empathy for yourself is important alongside developing new skills. It’s not you, it’s the job market.”

It’s also a good idea to take stock of your traits and attributes as you consider going after a promotion. Ask yourself if the role you’ve set your sights on is a good fit, given your professional strengths. Coomber says using self-assessment tools like the CliftonStrengths Assessment or DiSC Profile can help. She says the StrengthsFinder “can determine your five top strengths to see if that role aligns with what you bring to the table.” DiSC helps you understand your natural work style. These self-analyses can help ensure that the promotion you think you want is actually the one you’re best suited for.

Even though the roadmap on how to move up in your organization may have changed, it can still be done. Grit, determination and hard work will never go out of style, and managers want to retain workers who fit that mold. Being that kind of employee and elevating your thought process around how to get that promotion can increase your chances of getting the job.