HOW TO ASK FOR A PROMOTION AND RAISE | Get promoted & ask for a raise

This is a conversation
that terrifies most people. How do you ask for a promotion and raise? If you’re ready to move up to
the next level in your career and you need to have this conversation
with your manager, stay tuned. Welcome back to my channel, where I help you slay your career and cultivate the successful
life that you want. A lot of you found me because
my wheelhouse is helping
you get a promotion at work. And if you’ve been
following for a while, maybe you’ve been staging yourself so
you’re really ready for that promotion, and the raise that goes with it, and you just need to know
how to actually make the ask. That is exactly what I’m
covering in this video. It’s really important that you
take each of these six steps as I actually laid them out because
skipping or mis-executing on even one of them is going to not necessarily
yield you the result that you’re hoping for when you actually
make that ask. If you’re ready, click that like button and
let’s get right into it. The first thing that you need to do is. You need to figure out if
there is a formal process. Especially if you’re working
in a really big company, there is likely going to be set
times where they do evaluations and calibration to make sure
that the right people are at the right levels in the right
roles. But not all companies have this. Especially if you’re at a smaller
company, or in a quick growing startup. But starting with this
is really important. Because if there is a formal
process that you need to go through, or set times where these
evaluations are actually done, asking for the promotion and
the pay raise is not necessarily going to be what stages you for success. If your company doesn’t
have the formal process, then you can basically breach
this conversation whenever
you feel is the right time. And I’m going to help
you identify that right time, so make sure that you keep on watching.
But if you’re at a bigger company, and there is set times, then you
are going to need to honor it. And maybe focus the
conversation on making sure that you’re staged to get that
promotion and the pay increase that goes with it at that
time. This is really crucial. Because if you don’t know
what the process at all, you’re not going to be able to optimize
to actually yield the result that you want. Which is of course
getting the promotion at work, and getting a nice pay raise with it. If you don’t know where to find
this information in the first place, and find out if there is a formal process, the easiest person to ask is
actually going to be your manager. If you’re a little bit
nervous to ask your manager about the formal process
before you actually have the
conversation surrounding a promotion. There’s one thing
that I do want to remind you. If you’re not actually having
an open and candid conversation with your boss about your career ambition, and the fact that you’re actually
wanting to get a promotion, you’re not actually putting them into a
position where they’re going to be able to help you get it. Your manager is going to be the
person who is best poised in terms of giving you guidance and
support in order to make sure that you’re getting
to the next level. If you haven’t had the
conversation with them in general about wanting the promotion,
and you’re watching this video right now because you are gearing up and trying to figure out how
you’re going to do it, make sure that you have that conversation
at the earliest possible time within the process. It really is going to make
your life so much easier. And it is going to increase
your likelihood of getting
the promotion and the increase whether you have a
formal process, or you don’t. The second step is the most crucial, and that is knowing that
timing is everything. Asking for a promotion and a
pay raise at the wrong time is going to get you dismal results. So if your company has just posted
absolutely below expectations performance, that’s probably not going to
be the best time for you to ask for the promotion and
the increase. Similarly, if you just didn’t meet your KPIs, or maybe you made a mistake that
was kind of high visibility, again, probably not going to be the best time
for you to actually make that ask. However, on the other hand, if your
company is posting phenomenal results, you just had a huge win with
a project or with a client. These are excellent times to ask. The reason why you want a
time to the positive events is that with that sentiment
you have momentum. And you want to optimize to ride that
wave to ask for your promotion and raise. Also within this, you want to consider the timing for
the person that you’re going to ask. If you’re going to have
this conversation with your manager and they are incredibly
busy, incredibly stressed out, and maybe they have some stuff going
on, they seem to be in a bad mood – That’s not the time to have
the conversation. Even if
the meeting is scheduled, you talk about something
else in that meeting. Or ask to speak at a different time.
If your boss is in firefighting mode, if they’re in a bad mood, you are going
to decrease your own likelihood of getting that promotion and pay increase. That is of course the opposite
of what you’re going for. So making sure that you’re timing for
the general context of the company, as well as the person that you
will actually be making the ask to, is incredibly important to stage
yourself to actually get what you want. Step three is one of my
favorites. Bring receipt. You want to bring as much evidence
as possible about your awesomeness, and the fact that you’re already
performing at that next level. You want to be talking about
your high impact project. You want to be talking about
all of the right things that you’ve been overachieving on that have
really driven the company’s growth, profitability and successful operation. The mistake that a lot
of people make here is that they only bring receipts
about the fact that they’re doing their current job really,
really well. As much as possible, you want to also bring evidence
and a supporting argument that you’re actually performing
at the level above where you are. Especially if you work in the tech
industry, which a lot of my viewers do. There is a huge emphasis in
terms of doing the job that you actually want to have in
order to get the title for it. I’ve worked at several
companies where we always joked that your job title always
behind what you actually do. And by the time that
you got the promotion, you were actually doing the job of
above it. And if that sounds familiar, I would love to hear in the comments. Think about the things that actually
denote success at the next level. Is it that you’ve been
mentoring junior team members? Have you been taking on bigger
clients or bigger deal sizes? Have you been navigating these things
with increasing autonomy? And of course, here you also want to showcase
your high impact project where you’ve shown initiative, and you’ve proactively solved
a problem that your team was experiencing or improved
your company in some sort of way. One of the things that can be
kind of unfair about promotions is that they’re made based on potential.
And especially if you’re female, your potential is going to be gauge
on what you’re currently doing. Demonstrating your
potential is already actuall there is going to be something
that helps you step into that role. Proving that you actually are
already working at a higher level than what you currently are is
going to be something that actually helps you make that step
up the ladder to help you get the promotion and the pay
increase that you deserve. Step four is really important
because the first thing that you actually want to focus on is the
actual promotion and your job title. What promotion are you asking for? What promotion are you actually getting
and what is your new job title going to be? Of course the fact that
you prepared with step three is going to really help you have this
conversation and frame your worthiness, and the fact that the promotion
is something that is just a matter of some paperwork –
because you already got it. You want to get buy-in in terms
of getting the actual promotion, as well as the job
title that goes with it. There may be some cases where there
is multiple promotion avenues, so you also want to walk into this
conversation knowing the promotion that you’re actually going for. Are you trying to be promoted into a
leadership role where you will be managing other people? Or is it going to be say
a promotion into a senior title role? If you’re an individual contributor
and want to see on that path right now before you can really
have any conversation beyond, you need to actually get the buy
in. And once you get the promotion, and once you have agreement about
the actual promotion on the title, you are going to move into
the next step which is going to be defining success
within your new role. What are the actual deliverables? With your new promotion, what are
the expectations with your new level? Really taking the time to define success, and really focusing on what
that success means for the company and for the team
is going to be something that not only gives you and
your manager clarity in terms of how you’re going to operate day to day. But it is going to help frame you for the
last step which we’ll get to in just a moment. This step is
incredibly easy to gloss over, especially if there is an established
job description and established deliverables. Because even if there are
established criteria for this new role, and the promotion that you
have hopefully just gotten, you want to make sure that
you are crystal clear in terms of what you are going to be focusing on. Especially as you were ramping up
into this new promotion in this step. I also love to identify where
there are potentially gaps or growing skills that we really need to
focus on from a mentorship perspective, or from a training perspective. And it’s not that you want to shine
a light on the gaps that you do have. That would be completely contrary. But if there is anything that you need
to learn to really excel in that role, so when you have the next
performance conversation to make sure that you’re achieving
or exceeding on expectations, Having that conversation here
and making sure that you know what success is at this
level is extremely important. And it is going to be that
understanding of your impact and what success is for that role
and what that means for the company. That is going to stage
you for a step five, which is going to be actually
talking about the money. This is where you were actually
going to ask for the raise. The reason why you need
to go through those things is obviously if you
don’t get the promotion, and you don’t get the new job title, you’re not really going to be in the
best position to ask for the raise. However, when that is actually agreed
upon, it is going to be an inferred, as well as assumed, that there is going to be
a monetary component that
actually goes along with it. However, when you do have a
promotion and a change in job title, the vast majority of people are
going to operate on the assumption that there is also going to be a pay
increase that goes with it. However, before you just jump straight
into talking about the money, understanding the actual impact and
the deliverables for your new rol on the new expectations that are
upon you are going to help you and your manager better
understand the increase in value that you’re bringing into the organization
within your new role up-level. So after you have the discussion
about all of the impact that you’re going to make, and how valuable this new
role is to the organization, talking about money and getting
the highest possible increase is going to become
something that is very easy. If talking about money is something
that does make you a little bit nervous, I do have a video on
negotiating your salary, which is going to give you
some helpful strategies. Even if you are just
negotiating a pay increase, you can actually watch it right
here. I have a final bonus tip, which is to make sure that you
have done everything that you can on your part to get the highest
likelihood of earning a yes. Making sure that you’re
putting in the effort, and that you have actually
brought the supporting evidence, and you’ve got the acknowledgement
within your organization to make sure that when you ask for this
promotion and increase that you are most likely to get it. Ideally when you have this conversation, you’ve already focused for the last
several months, or the last several weeks, on making sure that you stand out at work. If you need more tips and pointers
on how to actually do that, make sure you check out this video
because in it I tell you exactly how to do that. If you enjoyed this video,
please give it a thumbs up. It lets me know to make
more videos like this one, and it really helps my channel. I would also like to take a
quick moment to congratulate you on being unapologetically ambitious, and for taking this time to invest in
yourself and your professional growth. Thank you so much for watching. I will
see you in the next video. Bye for now. Kind of wondering if anyone’s going
to pick up on the bandaid and the one nail… Because it’s only one
nail. I lost the other ones.

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