Growth Factorials

In the early days of my career, in one of the jobs, I thrived in my role, delivering stellar performance, that made my manager happy. He recognized my efforts with the highest possible rating during my annual review. But just as I was hoping to get promoted, he resigned. Before leaving, he assured me that my promotion was on the horizon, likely the next year. Despite my achievements, I watched as colleagues with lesser contributions climbed the ladder, leaving me frustrated and impatient.

Determined to prove myself, I resolved to wait another year. Confident in my consistent performance in the second year, I entered my appraisal discussion with a new manager, eager to highlight my contributions. My manager agreed, acknowledging my hard work and results. I was confident about my impending promotion and didn’t explicitly ask for it. I was in for a rude awakening later. While I received an excellent rating, the promotion I had anticipated did not come through.

Upset, I confronted my manager, talking about my performance and the details of the assurances given by my former manager. He took my concerns to the HR head and CEO, who praised my work but explained that promotion decisions were already finalized. They proposed reconsidering my case in six months if I met specific performance benchmarks. Feeling slighted, I rejected this offer, believing my past performance alone warranted the promotion.

This decision significantly affected my motivation, prompting me to seek opportunities elsewhere. I joined a new organization where, over three years, I earned two promotions and developed leadership skills that I might not have built had I stayed in the same place. This fresh environment was instrumental in fueling my career growth.

Reflecting on this journey, I am filled with a mix of gratitude and regret. This incident redirected my career towards a path of greater development and success. Yet, I recognize that my failure to secure the promotion was largely my fault. I had not communicated my expectations clearly to my new manager or made a compelling case for my advancement. By assuming my hard work would speak for itself, I missed a critical opportunity.

The key takeaway here is profound: if you believe you deserve a promotion, ask for it. Your career progression is your responsibility. Don’t rely on your manager to read between the lines or prioritize your aspirations. Clearly articulate what you deserve—lay the groundwork, work diligently, and set transparent expectations. If you’ve earned it, your manager will likely support you. If not, the feedback you get will be invaluable for building your case for the future. Either way, taking ownership of your career path ensures you stay in control of your professional destiny.

At Growthfactorial, we emphasize that in the startup world and beyond, strategic career management is essential. By taking proactive steps and assertively managing your career growth, you can turn challenges into stepping stones for future success.