Everyone has advice about how to get promoted. Most of it is vague: "work hard," "build relationships," "go above and beyond." I want to give you the version that's actually actionable — the version that's worked for me and for the people I coach.
First, know the criteria. At most companies, there are written or unwritten expectations for what it means to operate at the next level. Find out what they are. Ask your manager directly. Look at people who've been recently promoted and figure out what made them stand out. If your company has a leveling framework, read it carefully — understand what "ownership," "scope," and "impact" mean at your target level, not just your current one.
Second, start operating at the next level before you have the title. This is the most common advice, and also the most commonly misunderstood. It doesn't mean doing more of what you're already doing. It means doing qualitatively different things — leading rather than executing, setting direction rather than following it, influencing others rather than just completing your own work. Think about what the people one level above you actually do all day. Do some of that.
Third, have an explicit agreement with your manager. Don't assume they know you want a promotion. Have the conversation, confirm they're supportive, and establish a shared understanding of what needs to happen. Then check in quarterly. If your manager isn't actively advocating for you, the promotion is much harder to get — because most companies require managerial support at a minimum.
Fourth, build external proof. Internal visibility matters, but so does how you're perceived outside your immediate team. Take on cross-functional projects. Get to know people in adjacent teams and functions. Attend company-wide meetings and contribute. The promotions that go through smoothly are the ones where multiple people in the room already think highly of you — not just your manager.
Fifth — and people skip this — practice the conversation. Know your pitch. Know how to talk about your impact concisely and compellingly. Know how to answer "why do you deserve this?" without it sounding either too aggressive or too self-deprecating. That conversation is a performance, and performances benefit from preparation.
© 2026 Rachel Hong · Accelerator Consulting