You want to get a promotion. How do you get your boss to notice you?

I always counsel people to understand that their excellence is their currency, especially for underrepresented talent. My probing question starts with "What are you known for?". People often confuse "shallow work" which I define as the things you do to keep your job, with "deep work" which are the company pain points you solve for that will get you promoted. If your vital three functions don't contribute to solving for your organizations pain points, you should reassess the value of your contribution when thinking about a promotion.

All opportunities start with a conversation - if you don't have the conversation, your boss will never know what you want. Then understand why you want the promotion - is it the 'badge' that comes with it, is it the pay increase or is it the challenge, the content, the stretch. If you ask for a promotion you have to be ready to take on that additional responsibility and push yourself. Are you ready for possible sacrifices that might have to come - for a time at least - with the new role? Finally clarify what it is that your boss is looking for, to achieve the promotion? Is it crisp and clear, and it is achievable over a timeline that's acceptable to you? Keep checking in on your progress, accept feedback, course correct and move forward.

You don't. When the goal is, "Get my boss to notice me," it interferes with the real goal: Deliver value in ways that meet your boss's definition of value. Repeat.

Today's hiring managers look at more than just contribution and results when considering an employees for promotion. Though important, go beyond your subject matter expertise and strong performance. If you can demonstrate you understand your organization's business in the context of your competition, you'll have an definite edge. Most professionals don't think this way - especially coming up in the leadership pipeline. Tie your contributions specifically to your organization's vision and strategy, demonstrating that you think beyond your current job and have an "enterprise" view. You will stand out! And always - be genuine, be succinct, and blend confidence with humility!

Focus on excellence in whatever you do and try and exceed expectations. The promotions, recognition, money et al will follow. Don't ever chase them! On the contrary, let these things chase you :)

There are several things I would suggest. 1. Don't assume your boss knows your desires. 2. Also, have conversations with your boss to ensure alignment between your assessment and your boss's assessment of your performance. 3. Ask for transparency from your boss on career advancement conversations. Know where you sit when succession planning conversations happen. 4. Don't just assume that your good work will speak for itself. You must be intentional (what I like to call being in the driver's seat for your career) in carving out time to work on relationships that will help you land that promotion you seek.

To boost your chances of promotion at work, keep these steps straightforward: Keep Track of Your Wins: Record your achievements. Note down the projects you've excelled at and the impact you've made. Stay connected: Regularly update your boss and other relevant people about what you're working on. It shows your commitment and keeps them in the loop. Personal Branding: Build a reputation for yourself by being dependable and showcasing your skills. Let others know what you're good at. Know Yourself: Continuously invest in self-assessment to identify your strengths and areas for improvement. Talk the Talk: Communicate effectively and manage relationships well. Understand your boss's needs and preferences to better align with them.

I think this is a terrible question. People should not be focusing on 'being noticed' by your boss. This is not a healthy way to approach work. If you are approaching work with how can 'I' be noticed then it can disrupt team work and everyone striving for shared goals and vision. Looking after the 'me' instead of the 'we' breaks trust and can be toxic. Best way is understand your role, how it fits into the organisation, have clear goals, understand the vision and your role in that, have great 1-1s with your manager, ask for feedback, initiate learning & career development, strike a healthy work life balance and try to live by the company values. Strive to be happy, focused, learn & develop and be productive and don't try to be noticed.

Some questions to consider: - What do you envision for yourself, the team, your stakeholders in this new role? - How does this align with leadership strategy? - What impact have you made? - How will you enhance your impact in this new role? - What else changes? (include what you consider aspects of a promotion, ie: salary, level, etc)

Solve problems. If you notice a problem, bring solutions to said problems. You must be the person who is constantly moving products towards a salable state. You must not be the one always getting in the way. Constantly learn new things. Always move your value upwards and don’t expect anyone else to pay for it but you.

Promotions rarely land in laps! Deliver consistent, high-quality work, but don't stop there. Be a problem-solver, not just a problem-raiser. Track your wins: projects completed, compliments received. Upskill for the future! Take courses or seek mentors to bridge the gap between your current role and your desired one. Teamwork is key. Build strong relationships and collaborate effectively. Finally, don't be a wallflower. Volunteer for challenging projects, present your work, and network within the company. Most importantly, talk to your boss! Express your interest in a promotion and outline your development plan. By making your ambitions clear and showcasing your potential. It will eventually come! Don't chase it! You're better than that.

A simple way to get feedback is with these three questions: 1. Tell me one thing I do well. 2. Tell me one thing I should do differently. 3. Tell me one thing you see me do that gets in my own way. It works because it’s short, data-based and gives clear direction to the participant - making it easy for them. It also provides positive reinforcement of strengths in addition to areas of development. You can ask it of a single person after any interaction as a quick debrief, or ask a multitude of voices as part of a wider effort.

Ask your boss what are the 2 things that would “change the game” in your role/department/function. Take that info away and brainstorm how to address the goal and go back with your plan. Align the plan with your boss, set some KPI’s and then achieve the plan. Do check ins each week/fortnight to demonstrate your unwavering commitment to this (and anything else you’re expected to achieve) and continue to seek feedback on how you’re doing. Rinse and repeat! Now your Boss knows not only who you are, but what you’re capable of and how much initiative you have. You’re unforgettable!!

I echo the thoughts and ideas shared by the other contributors to Seeking Feedback. Let me add a thought that has been a game changer for me personally. Create a Board of Directors for your career development. These are people that you look up to and have the skill or knowledge that you want! These are a group of people that you have in your life and career that you can go to for specific advice, feedback or coaching. Once you have feedback from your manager, find someone with the expertise you need and ask them for their feedback and coaching. When updating your manager with your actions, share that you have identified specific people to help you in your development. It will show out of the box thinking and your growth mindset.

A conversation with your boss is a good place to start but first spend some time to reflect and prepare in order to understand and clarify what you are looking for. Too often I have seen people gunning for a promotion with misguided intent. Think about what fulfills you at work, what you really enjoy about it and how you can leverage those feelings to produce stellar results. It will showcase what it looks like when you are fully engaged. Then talk with your boss about what you are enjoying and ask questions about the value it provides, where that is aligned with the goals of the organization and how you can optimize your contributions. This will demonstrate your capability, drive and awareness of organizational alignment.

When asking for feedback, I always ask: What have you seen me doing that you like? What would you like to see me doing more of?

I learnt something today courtesy Dr. Margie Warrell. Comfort and growth never ride the same horse. If you are comfortable and your goals are easily acheivable, you are not stretching yourself. Seek feedback, especially from those who have a different viewpoint than you. Proactive share developmental feedback as well as your action plan to tackle this with your boss in your 1x1 catch ups. It demonstrates a growth mindset and the fact that you are willing to always learn and improve.

Actively seek feedback from your boss and other stakeholders to identify areas for improvement and opportunities for growth. Use constructive criticism as an opportunity to learn and develop your skills.

I actually think it's more about what you do with the feedback, rather than simply asking for feedback. How are you choosing to respond (not react!) to the feedback that you get, what will you go away and implement? What are the measures of progress resulting from the feedback? How can you close the gap between where you are now and where you need / want to be? And who can support you?

In my coaching, I have always promoted the 10-30-60 PIE formula (Performance-Image-Exposure) which came out of Hult/Ashridge promotability research. Focus on exposure/visibility which is 60% of equation. Be seen.

Do such a good job, and publicize your accomplishments in a tactful way, so that your boss’s peers ask them what they’re doing to keep you, and your boss feels no choice but to promote you.

Working with ambitious people all of the time makes the conversation about promotion a regular part of my work. Recently a client was struggling with the feeling that their manager never noticed their wins, but at the same time seemed annoyed when my client "tooted their own horn." We architected two changes that seemed to make a difference. 1. The first was trying to make changes that would impress the boss (and her peers) as showing readiness for a next level role. 2. Describing his successes differently helped him get recognized differently. He focused on the impact of his work, rather than what he (and his team) did. This allowed others (especially my client's manager) to see and value the work more easily and let her know.

Love the soul statement! I would rather be genuine hardworking me than bulldozing all in my path and going down the mean and ugly trail that path creates. Karma eventually catches up to the bulldozers whereas steady, authentic, achievement based efforts showcase talent, potential, and leadership.

I used to strongly believe that your work itself is showcasing your achievements as your boss, teams, organisation around you experience those results. That’s an ideal situation. But this is not enough. You need to communicate effectively about what you achieved and what impact it has made for larger good .. What major impact it has made on people, on organisation, on business. It is important promote culture of celebration.

If no one knows you exist, it's difficult to get in line for a promotion. An important part of every career plan is taking responsibility for raising your profile within your company or organization. Too many sit back and leave it up to their co-workers to champion and showcase their work and successes. While getting sponsored by your colleagues is important, anyone wanting to get promoted must take extreme ownership of getting their good work showcased. It is your responsibility, not necessarily the responsibility of someone else.

Registrar los avances, implicación en los procesos e impacto en resultados son la clave para mostrar el valor y capacidades que tenemos de asumir retos. Recomiendo preparar una presentación clara sobre todo ello para la evaluación del desempeño además de para reuniones puntuales . No solo es útil para un ascenso sino para que el responsable pueda escalar el valor que aportan en la empresa como área. “Si haces la vida más fácil a tu responsable tienes medio camino hecho”.

Performance Image Exposure is the model to follow, so as to ensure success. It’s not enough to overdeliver, you need to showcase the achievements, expose yourself and build your image and personal branding. Even though it’s a common belief that overdelivering and bringing excellent results is adequate to move forward, it’s simply not enough. Top of mind awareness comes with sharing, it comes with visibility. And it’s the first step for persuasion.

Security goes hand in hand with recognition. In mentoring spaces, I have found it valuable to highlight that it's important for the milestones you achieve in your career and for the organization to be shared. This does not translate to arrogance; instead, it could be seen as aspirational for other members of the organization, and for you, it is a natural exposure to greater challenges.

Do your job and do it really well over a repeatedly. Be curious, show initiative and work ethic and say yes to opportunities that come your way. Also make sure your peer relationships are strong and supportive.

The challenge is NOT to be seen as a suck up individual who is bringing the boss an apple every day! Using your initiative is key but make sure you don’t come across as self centred or transactional. Whatever role you are looking to be promoted to, as a Manager, I always look to see if the individual is demonstrating their ability and appetite to already be doing part of the job, or offering to do part of the job already. An example would be a senior sales person wanting to be a sales manager - they would have to already be demonstrating being available for colleagues, coaching new or younger sales staff in their current role before I would consider them for a manager’s role. Getting promoted should not just be the turning on of a switch!

By taking initiatives you can show your willingness to go above and beyond, be inclusive of others, challenge status quo, be creative and innovative, show your learning agility, etc. These are all personality traits valued when considering promotions.

As well as exceeding current expectations in your role, ensure you understand what the top challenges are for your boss and peers in the department. Think about how you might be able to contribute, solve, support and/or be part of solutions or furthering the work of the whole. Negotiate how you do this to ensure that your input is welcome.

Prove that you can do the next level role by delivering on ‘larger than your current role’ projects and groom someone who can step into your position.

My suggestion is to render your superior's position superfluous for that particular role. This entails taking the initiative and adopting an entrepreneurial mindset, coupled with acting confidently. It's crucial that management perceives you as already operating at that level; thus, a promotion would merely serve as formal recognition later on. nonetheless, your actions should not be solely motivated by the prospect of advancement. It's essential to cultivate the competencies required for functioning at that level. Elevate your technical and analytical capabilities to align with the demands of that role. A promotion signifies more than just a salary increase; it represents your readiness to rise to the challenges that the role entails. .

Start from the place where you stand in the first person : I want to talk to you and let you know that I expect …[state your want(s)] given that [illustrate by one or two facts or precedents] BECAUSE I trust / expect [state your need: fairness ? Equanimity? Cause and effect? ]. And then close with your ask “Hence I d want you to… “. Make it short and now : quiet! Wait for a reply !

#1 - Keep a success folder. Carve out 10 to 15 minutes each Friday (or whichever day works best) to update it with your accomplishments that week. Keep it simple but be consistent. If you wait for your annual review, you'll never remember all of the great things you did during the year. #2 - Proactively schedule regular check-ins with your manager. When you meet, review the highlights of what you've accomplished since you last met. #3 - Tell your boss what you aspire to achieve. If it's taking on stretch assignments, let your manager know. If you have your eye on reaching that next position, say so. They can't read your mind nor are they solely focused on what you want and need - they have so many other things they are responsible for.

In my experience I’ve found that taking initiative sets you apart from other individuals and can often lead to high visibility within your team as well as outside of your team. It may weigh heavy in your favor when promotional decisions are being made. Taking initiative shows leadership and demonstrates resourcefulness which are often considered when promotional opportunities arise

Taking initiative on tasks or projects that are going to save your boss time or energy. If you can demonstrate that you’re able to think strategically and understand the bigger commercial picture on the things that matter most to you senior leaders you are going to stand out.

There are three key point to building relationships: 1. Network, 2. Network, 3. Network. There is nothing more important than identifying your network and then leveraging the advocates and supporters, listening to your critics and managing the blockers.

Creating a personal brand that sets you apart is essential in today's competitive job market. To begin, think like an entrepreneur and share your innovative ideas frequently. Offering help to your boss and colleagues, and developing subject matter expertise in your area, shows that you're willing to go the extra mile. It's important to demonstrate ambition and a willingness to take on more responsibilities to show that you have high potential for promotion. By doing so, you'll stand out from the crowd and position yourself for success.

Networking within your organisation, and the wider industry as whole, is a smart way to increase your visibility and prepare yourself for promotion. Ask smart questions, get to know the impact of their work, inspire cross over and sharing of information. Seek mentorship or advice from someone who's been before you. Be genuine and authentically yourself, people will see through anything else. Network to see what you can give to others, not to see what you can get from others.

Faut-il se faire remarquer pour réussir en entreprise. Oui c'est en effet, chose nécessaire. Il ne s'agit pas de pavoiser à la moindre réalisation ni de crier sur les toits vos qualités. Cela peut se faire de manière plus subtile mais surtout sincère. Soyez engagés, montrez de l'intérêt à ce qui se passe dans votre entreprise, témoignez de la bienveillance envers vos collègues et vos managers. Et surtout répondez présent lorsque votre entreprise a le plus besoin de vous. Cela implique aussi de communiquer, parler de vos attentes et vos aspirations, parlez de votre projet de carrière, montrez de l'ambition pour vous et votre entreprise. En sommes, faites en sorte à ce que les augmentations et les promotions vous soient proposées!

Building relationships isn't 'networking'. That's transactional, and there's good reason to avoid that approach. Having the right - real - relationships with your 'board of advisors' will help you to stay in touch with others and think strategically about your career. Managing good quality relationships with key stakeholders in your company is a big plus - the better influential people know you the better. Many people shy away from this, but you might be surprised by how interested such stakeholders are and how readily they will be to assist you in your career progression. Find a point of interest, be clear about what your interest is, don't waste their time. You don't have to take their advice, but you should definitely thank them for it!

Networking, internally and externally, is extremely important. Not only can building relationships help you understand more deeply where others contribute but it can also allow you to know who can assist to achieve greater things. Be on hand to meet others and to also support them, as you never know when you might need to ask your network the same thing!

This is probably the most critical aspect but it is not networking for the sake of networking. It is trusted relationship building based on demonstrated capabilities and value. This opens more doors than any thing else. One should always be open to building a relationship. Relationships always work when they are two way - so be prepared to give as much as (or even more than) what you want from the relationship. Finally relationships are like saplings. They need constant care and nurturing to keep them alive and strong. Any investment in a meaningful relationship needs to be long term.

Cultivate positive relationships with your boss, colleagues, and other key stakeholders within the organization. Show genuine interest in their work, offer support and assistance, and seek opportunities to collaborate and add value.

Building relationships is indeed a crucial aspect of career advancement. However, ensure that you are genuine and authentic, show appreciation, be of support, build lasting connections with colleagues and key stakeholders

Building your network at work is essential: get to know other colleagues and leaders, and what they do. Partner with others, especially if you want to take initiative or own a project, so you don´t need to reinvent the wheel every time. And when there is an opportunity for promotion, they´ll know you are available and the great contributions you can make.

Assuma a liderança em tudo o que faz Os profissionais acreditam que a competência liderança só faz sentido para profissionais que lideram equipe. Nós devemos assumir a liderança em toda e qualquer atividade/tarefa que fazemos. Assume a responsabilidade, esteja a frente da tarefa, seja o líder que movimenta os colegas e que faz a atividade acontecer.

The best way to make yourself noticeable to your boss for a potential promotion is to differentiate yourself from the rest by creating a distinct personal brand. Think like an entrepreneur and frequently share your ideas with your boss. He is for sure going to see you as a high potential. Often offer help to your boss and your colleagues wherever you can. Develop some subject matter expertise that others look for. Become a guru in your area of specialization. Share your ambition and desire to grow and demonstrate your willingness to take on more responsibilities. These few habits and attitudes for sure going to categorize you as having a high potential for promotion.

It’s tempting to be prescriptive but it’s almost impossible to be so. Why? Because you must first understand your boss & the culture before you decide on what to do. This is the big mistake people make (and that I have made). Some bosses like to mentor, lead and build a solid second line so that there is a succession plan. They are successful and secure individuals with a broad outlook and they will boost & support you. If that’s the case then take more ownership, innovate etc. Other bosses are incompetent with their fragile egos & identities depending entirely on their jobs and hence anxious and insecure. If you try to be good & stand out you’ll be seen as a threat and you’ll be crushed or discouraged. Know your environment.

There are many factors to consider as one seeks to advance. Both technical and non technical skills come in to play and are evaluated by those in decision making roles. An area I’d recommend one focus on is demonstrating a balance between technical skills and non technical skills. In the technical think of one’s unique capabilities, i.e., years of experience, business results, and credentials associated with these capabilities. In the non technical area, reflect on how much one ‘gives’ vs. seeks to ‘get’. Do you give with a servant leaders mindset? Do you pay it forward, and help others ? Are you empathetic ? In my experience, those who perform with excellence and also bring a values based approach will are more likely to advance.

In addition to achieving your regular Key performance indicators you must act to go extra miles. Few examples include: Participating and Leading with in organizational initiatives, being a torch bearer of values and vision, resolving conflicts, showing empathy, knowing your team and colleagues very well and most importantly standing like a true soldier in tough times and never give up attitude.

Just be real, and demonstrate your value and dedication. Then, real leaders for sure will recognise and appreciate these qualities.

In my view it is always important to demonstrate that you have a good understanding of the business and the challenges facing it. No matter what your role is demonstrating an interest and awareness around business issues and making constructive contributions to discussions will be seen as evidence of being able to make a broader contribution. In addition I also believe a key requirement is about how you show up on a daily basis and whether or not you consistently demonstrate the behaviors that the organization is looking for in its leaders. For me this would include being consistent, calm under pressure, authentic and an advocate for all things good in the organization.

Promotion is a type of reward to those who positively exceed expectations in their current role. There are people who may do all this but still get bitten by negative politics & buried deep & that's a different story, not a topic for this article. How to make your manager notice you. Ideally your manager should notice you himself/herself & not the other way. However both parties need to learn certain things - manager to learn how to spot great talent & employee to learn how to promote self. Create a brand for yourself authentically. May you be known beyond your job. May you become indispensable. May you focus not just on your current role but also do things which are two levels above you. Think big. You do this..you will be noticed.

Engage your boss in a discussion about the business and strategy. Ask them what they need support or help with. Ask them where they see gaps. Offer to contribute in the ways they've outlined. Share how what you are doing adds value to the business objectives and the areas they discussed. Employees rarely ask their managers what they need and what would be helpful to them. You can really distinguish yourself that way.