How to ask for a promotion

Asking for a promotion can be a pivotal moment in anyone’s career. For many professionals—especially those navigating the ever-evolving landscape of technology, or individuals who identify as neurodivergent—this step can feel both exciting and daunting. Whether you’re an aspiring team lead in a development squad, a woman aiming to break through the glass ceiling, or a lifelong learner ready for more responsibility, understanding the nuances of requesting a promotion is essential for career growth.

Understanding the Right Time to Ask

Timing is critical in the promotion conversation. While there’s rarely a “perfect” moment, certain indicators signal readiness:

• Your performance consistently exceeds expectations.
• You’ve taken on responsibilities beyond your job description.
• Major projects were delivered successfully under your leadership.
• Feedback from colleagues and managers is overwhelmingly positive.

It’s important to be self-reflective— ask yourself not only if you’re ready, but whether your contributions have been visible and valued. In technology-driven environments, especially, leadership often recognizes impact in the form of successful releases, process optimizations, or innovative solutions.

“Promotion is not simply a reward—it’s a recognition of consistent, demonstrable growth and impact within your organization.”

For Women and Neurodivergent Professionals

Women and neurodivergent professionals sometimes face additional barriers when considering a promotion. Research shows that women, for instance, are often less likely to put themselves forward, even when they meet or exceed requirements. Similarly, neurodivergent individuals may hesitate to self-advocate due to concerns about perception or communication style.

Remember: You are your own best advocate. Organizations increasingly value diversity of thought and experience—bring your unique perspective forward as an asset, not a hurdle.

Preparing Your Case

The foundation of a successful promotion request is preparation. Here’s how to build a compelling case:

1. Document Your Achievements

Maintain a living record of your accomplishments. This could be a digital portfolio, a shared document, or a simple spreadsheet—what matters is that you consistently log:

• Project outcomes and your specific contributions
• Metrics demonstrating increased revenue, process efficiency, or user satisfaction
• Feedback or testimonials from colleagues and clients
• Professional development milestones, such as certifications or workshops

Concrete examples speak louder than general statements. For instance, instead of saying “I improved our codebase,” specify: “Refactored our authentication module, reducing security incidents by 40% and improving login speeds by 30%.”

2. Align With Organizational Goals

Frame your achievements in the context of company objectives. If your organization values innovation, highlight how your work contributed to new products or features. If customer satisfaction is a top priority, demonstrate how your efforts improved user experience or client retention.

“Promotion requests that connect individual achievement to team or organizational success resonate most with decision-makers.”

3. Identify the Right Role

Be specific about the position or level you’re seeking. Research your company’s career ladder, role descriptions, and required competencies. If your company uses frameworks like career matrices or leveling guides, map your skills and achievements directly to those requirements.

This approach signals that you understand the expectations and are prepared to step into the new role immediately.

Initiating the Conversation

The actual discussion about a promotion is both an art and a science. Setting up this conversation thoughtfully increases your chances of a productive outcome.

1. Choose the Appropriate Setting

Request a dedicated meeting with your manager, rather than bringing it up casually or during a performance review. A separate meeting demonstrates professionalism and signals the importance of the topic.

If you are neurodivergent and benefit from written communication, consider sending an agenda or summary ahead of time. This allows both you and your manager to prepare and minimizes the risk of being caught off guard.

2. Practice Your Pitch

Rehearse your main points. Focus on:

• Your key achievements
• How you’ve outgrown your current role
• The value you bring to the next level

Practice with a trusted colleague, mentor, or even record yourself. Pay attention to clarity, confidence, and conciseness.

“Your promotion conversation should be a dialogue, not a monologue. Be ready to listen as much as you speak.”

3. Be Ready for Questions

Managers may ask for specific examples, clarification on your readiness, or input on how your promotion aligns with team needs. Anticipate these questions and prepare honest, data-backed responses.

Addressing Common Concerns

Many professionals worry about being perceived as pushy, ungrateful, or overreaching. These concerns are valid, but often exaggerated in our minds. Here’s how to address them constructively:

1. Frame Your Request Positively

Express appreciation for your current role and the opportunities you’ve had. Emphasize your excitement about contributing in new ways, rather than dissatisfaction with your current responsibilities.

For example:

“I’ve really enjoyed the chance to lead our last two releases, and I believe I’m ready to take on additional responsibilities as a senior developer. I’d like to discuss what the path to that role might look like.”

2. Handle “No” or “Not Yet” with Grace

Sometimes the answer will be a “not yet.” This can be frustrating, but it’s also an opportunity for growth. Ask for specific feedback:

• What skills or experiences do I need to develop further?
• Can we set a roadmap or timeline for revisiting this conversation?
• Are there stretch assignments or mentorship opportunities that would help prepare me?

Document the feedback and follow up regularly. Consistency demonstrates resilience and commitment.

Actionable Tips and Examples

1. Use Data and Stories

Data-driven arguments are powerful. So are narratives that illustrate your leadership, problem-solving, or innovation. For example:

• Data: “Our new deployment pipeline reduced release times from 6 hours to 45 minutes, saving the team over 150 hours per month.”
• Story: “When our project hit a roadblock with the payment gateway integration, I organized a cross-functional task force and we resolved the issue within two days, maintaining our launch schedule.”

2. Advocate for Yourself—and Others

Especially for women in tech and neurodivergent professionals, advocating for yourself can feel uncomfortable. But consider: your promotion may also open doors for others who see themselves represented in leadership.

If possible, highlight your role in mentoring others, improving team processes, or fostering diversity and inclusion. Modern organizations value leaders who elevate those around them.

3. Leverage Allies and Mentors

Mentors, sponsors, and trusted colleagues can provide valuable perspective and even advocate on your behalf. They may suggest timing strategies, help you hone your pitch, or give feedback on how you’re perceived by leadership.

“Building a support network is not just helpful—it’s often essential for career progression, especially in complex or rapidly-changing organizations.”

4. Consider Alternative Paths

If a traditional promotion isn’t available—perhaps due to organizational structure or budget constraints—explore lateral moves or stretch assignments. These can broaden your skills, increase your visibility, and set you up for future opportunities.

For example:

• Joining a cross-functional project
• Taking on a leadership role in an Employee Resource Group (ERG)
• Leading a pilot program for a new technology or process

Sometimes, non-linear career moves lead to the most exciting growth.

Special Considerations: Remote and Hybrid Work

In today’s increasingly remote and hybrid work environments, visibility can be a challenge. Here are strategies to ensure your achievements are recognized:

• Regularly update your manager on progress, wins, and challenges via email or team channels.
• Document your impact in shared spaces (e.g., project wikis, dashboards).
• Seek feedback proactively—don’t wait for formal reviews.
• Participate in virtual events and forums to maintain a presence beyond your immediate team.

Remote work requires intentional communication, but it also offers new avenues for showcasing your leadership through documentation and asynchronous collaboration.

Empathy, Advocacy, and Growth

Asking for a promotion is ultimately about advocating for your own growth, while also considering the needs of your team and organization. In the technology sector—and especially for those who have historically been underrepresented or underestimated—this advocacy is both a personal and collective act.

Be kind to yourself throughout the process. Self-advocacy can be emotionally taxing, especially if you’re navigating invisible barriers, anxiety, or imposter syndrome. Find support where you can, celebrate your achievements, and remember that your voice matters.

“Careers in technology are built not just on technical skills, but on the courage to grow, advocate, and lead.”

Your journey to the next level may not be linear or easy, but it is yours. With preparation, empathy, and a clear vision of your value, you can take the next step—whether that’s a formal promotion, a new project, or simply a deeper confidence in your role.

Let your curiosity and passion for learning lead the way. The world of technology is expansive and ever-changing; your career can be, too.