It’s strange how asking for something you’ve earned can feel like walking on eggshells. You plan every word, but somehow the conversation still goes sideways. The truth is, most people trip up not because they’re unqualified but because they misread how promotions and raises actually work. Once you understand what managers really look for, the process feels far less intimidating. Let’s begin with ten things you need to stop doing.
Asking Too Soon
Managers look for steady results before recommending anyone for a promotion. If you push for one too quickly (say, a few months after the last step up), it can feel rushed. Give yourself time to build a strong track record and talk regularly about growth before making the big ask.
Asking A New Manager
When you get a new boss, your first job isn’t asking for a raise; it’s earning trust. That takes time and consistent results. Jumping straight into promotion talk too early can make you seem self-focused. Show reliability first, then let performance start the conversation.
Asking During Business Challenges
Even when you’re doing great work, timing matters. Asking for a promotion when the company’s cutting costs or facing setbacks can seem out of touch. Instead, show leadership by helping steady the team. Once things improve, your effort during tough times will speak volumes.
Asking Right After Feedback
Bringing up a promotion right after the manager gives you constructive feedback can send the wrong message. It may look like you’re ignoring what they said. Just take a little time to apply that advice and then revisit the conversation when growth is clear.
Not Researching Market Rates
Walking into a raise discussion without knowing what others in your role earn is a big miss. Managers respond better to facts than feelings. Do the homework: check salary data, gather proof of results, and build a clear case for the value you bring.
Waiting To Be Noticed
You might assume hard work speaks for itself, but busy managers don’t always see everything you do. So, make sure your achievements are visible. Bring up successes in check-ins and talk about where you’d like to grow so efforts don’t go unnoticed.
Relying Solely On Email
Email is great for setting up the meeting, not for having the conversation. Promotions are personal, so only real interaction can make your case. You need to sit down with your manager, read their reactions, and have a clear back-and-forth.
Forgetting To Rehearse
If you haven’t practiced pitching, nerves can take over. Go over what you’ll say with a mentor or friend. Rehearse how you’ll talk about results and goals. The more confident and prepared you sound, the more convincing your request will be.
Letting Emotions Lead
It’s easy to feel frustrated if you’ve been waiting for recognition, yet emotion-driven conversations rarely go well. So, stay calm, focus on what you’ve achieved, and use real numbers or examples to back yourself up. A steady tone shows maturity and earns respect when it matters most.
Skipping The Follow-Up
Even if your initial request doesn’t lead to a raise, the conversation shouldn’t end there. Many people make the mistake of staying silent afterward. But you need to set a timeline to revisit the discussion. Following up shows initiative, accountability, and a genuine interest in growth.
