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Promotions are awarded for evidence that you already operate at the next level, not for effort at your current one — and the evidence window is the six to twelve months before the review, which means the work starts long before the conversation. This guide walks the build: get the next level's written criteria and use it as your checklist, log one line of evidence per win with a number attached, close your two biggest visibility gaps deliberately, and tell your manager what you want early enough for it to matter.
Promotions are rarely given for good work — they are given for evidence that you already operate at the next level. This guide shows you how to build that file.
A full review cycle early — typically six to twelve months. It gives them time to assign you the scope that justifies the promotion and to advocate for you when you are not in the room.
Create one: ask for the next level's job description or competency framework anyway, agree a review date with your manager, and build your evidence file against it. Informal processes still run on the same evidence.
Ask for the specific criteria and the date: 'What exactly do I need to demonstrate, and when will we review it?' A written gap list with a review date turns a no into a project plan.
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