Let’s be honest: asking for a promotion is awkward
Even when you know you’re doing a good job, bringing it up can feel like walking on eggshells. And honestly, that’s how some of the best people end up being missed.
So, here’s how to bring it up and make it a real career move, not just an awkward chat.
1. Don’t just ask: build your case like a project pitch
Most people make this mistake: they decide they deserve a promotion, then tell their manager. Instead, think like you’re presenting a business case.
👉 Ask yourself:
- What measurable value have I created in the last 6–12 months?
- How has my work made my team or manager’s life easier?
- What have I improved, saved, automated, or optimized?
Example from our team at Sparagus:
A few months ago, one of our consultants (let’s call her Léa) came to her manager with a one-slide summary of the impact she had on client delivery times.
She didn’t ask for a raise; she showed how her process had improved delivery efficiency by 22%.
The conversation naturally shifted from “thanks for the update” to “how can we recognize that?”
That’s what real leadership looks like. Léa wasn’t begging, and she wasn’t bluffing. She just showed what she’d done and what it changed for the team. When you put numbers on the table like that, there’s not much left to argue about.
“Since taking over the client onboarding process, we reduced churn by 18%. I’d love to discuss how my responsibilities could evolve to reflect that growth.”
Notice how it’s not “I deserve this,” but “Here’s the business impact.”
2. Time your conversation intentionally
Even the right message can fall flat if the timing is wrong.
Here’s when your chances are higher:
- After a successful project or a visible achievement
- During performance review periods
- Right before new budgets or reorgs
- When your manager isn’t firefighting another crisis
Avoid Mondays, crisis weeks, or post-quarter chaos.
This isn’t a quick chat between two emails.
Pro tip: Book a 1:1, say it’s about your “career development and growth.” That’s the right signal.
3. Use language that makes managers listen
You’re not negotiating. You’re aligning. A promotion request shouldn’t sound like a demand, but like a natural next step.
Try these frames instead of stiff corporate jargon:
❌ “I think I deserve a promotion.”
✅ “I’d like to talk about how my role has evolved and where it could go next.”
❌ “I’ve been here for 2 years, so…”
✅ “Over the past 2 years, I’ve taken on X, Y, and Z — I’d love to explore how that fits into future opportunities.”
Keep your tone steady and open. The goal isn’t to prove a point but to show you’re thinking long-term.
Bonus tip: Ask for feedback first: “What would you need to see from me to be ready for that next level?”
That line is pure gold: it invites dialogue and builds trust.
4. Be ready for “not yet” (and turn it into next)
Sometimes, your manager won’t say no, they’ll say “not yet.” That moment can feel disappointing, but it’s rarely a dead end. In most cases, it’s actually the start of a roadmap.
When that happens, stay curious and keep the conversation going:
- “What specific skills or metrics should I focus on to reach that next step?”
- “Could we agree on a timeline to revisit this?”
- “Would you support me in taking on new responsibilities to get there?”
Once the conversation’s over, follow up with a short note. Not to look strategic but just to show that you’ve listened and that you’re taking ownership.
Example: “Thanks for today’s conversation. I really appreciated your feedback about leading the new client training project. I’ll focus on that and we can revisit in Q3.”
It’s a small gesture, but it changes everything. That’s the difference between frustration and progress.
5. Shift your mindset: promotion ≠ validation
A promotion isn’t a medal you earn at the finish line. It’s more like switching tracks with a different speed, pressure, and view ahead.
Before asking for it, take a moment to be honest with yourself. Do you actually want what comes with it or just the recognition that comes from it?
Ask yourself:
- Do I genuinely enjoy mentoring or helping others grow?
- Am I okay with more ambiguity, and a little less control?
- Am I comfortable making decisions without checking every time someone nods?
If that sounds like you, you’re probably ready to grow (title or not). And if your company can’t promote you just yet, act like the person who would get it anyway.
That shift, thinking and behaving at the next level before someone gives it to you, is usually what makes the “yes” inevitable later on.
In short
You don’t need to ask for a promotion, you need to show you’ve already grown into it. Good managers notice the people who make their jobs easier.
If you make your manager’s success part of yours, the “yes” isn’t a surprise. It’s just the next logical step.
Bonus tip from the Sparagus team
We see it all the time: the best promotions don’t happen in the meeting, they start months before. It’s the people who keep track of their wins, who show consistency, who quietly act the part before they get the title.
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