How to Ask for a Promotion: A Step-by-Step Guide

Build a strong, evidence-based case

Before you ever request a meeting, gather clear proof of your impact. Track measurable achievements—revenue generated, cost savings, efficiency gains, projects completed ahead of schedule—and tie each outcome to company goals. Include qualitative wins too: leadership moments, cross-team collaboration, client praise, and examples of responsibility you’ve taken on beyond your current role. Create a concise one-page summary and a short slide or bullet list you can share during the discussion so decision-makers can quickly see why a promotion is justified.

Pick the right time and the right people

Timing matters. Aim to ask after a notable win, during performance review cycles, or when budgets and headcount are being planned. Avoid high-stress company moments like reorganizations unless it's clearly the right moment. Identify the stakeholders who influence promotions—your manager, HR, and any relevant director—and request a dedicated meeting rather than an offhand conversation. A scheduled, private meeting signals you’re serious and gives everyone space to discuss compensation and role changes thoughtfully.

Prepare your script, handle objections, and follow up

Plan how you’ll open the conversation: state your purpose, present your evidence, and request the next role or compensation range you’re targeting. For example: ‘I’d like to discuss moving into the [role] role; here are three recent projects that show I’m already performing at that level.’ Anticipate questions about timing, expectations, or budget and be ready to suggest alternatives (title change, stretch assignments, a phased raise). If the answer is no, ask for specific feedback, a development plan, and a timeline for reassessment. Follow up the meeting with a polite summary email outlining agreed next steps so there’s a record and momentum toward your promotion.