One of the most sensitive issues concerning professionals in a corporate career is – how do I progress in career?  When we talk about progression, there are broadly 2 categories of it 

• Promotion, Job Title, Salary etc – basically everything which is linked to your societal value and monetary aspects
• Learning & Responsibilities – primarily focused on your development, though these usually have secondary effects on societal value

Second category is more driven by intrinsic motivation and it works differently for everyone depending on personal likes and dislikes.  For guidance related to this category, 1x1 discussions are more appropriate, hence I will skip it in this article.

When it comes to promotion, change in job title or salary – there are many schools of thought on how to get them.  Leaving aside the perceived (or real) politics, bias and other associated emotions for a moment, let’s look at various approaches used by people to get

If you won’t ask for it, you won’t get it – This is what some people say. They are correct, but not really.

• It is not important that you explicitly demand it, but it is important that your supervisor knows your aspirations and interests.
• In professional organizations, you won’t just get promoted because your supervisor feels the pressure of you asking. 

Strike the Iron, when it is hot - Some people like to keep the companies & managers’ hostages i.e. look for the most opportune time when a lot is dependent on you and then raise a demand with an ultimatum. I need XYZ by so and so time otherwise I am leaving.

• This approach can get you success in some cases (particularly with weak or inexperienced managers) but will do more damage professionally in long run.
• If you are dealing with a strong manager, you don’t stand a chance to gain anything.

Up for auction – It sounds like– “I have another offer with XY% increase, bonus, title and what not.  I am resigning.  If you can match it, I can consider staying here”.  Some even go on to suggest that you pay premium on top of existing offer.  This is the most common approach used by people and less harmful than striking the iron approach.

• In this approach you don’t generate ill-will. In some cases though, your manager could be disappointed, particularly if she feels she has done a lot for you in last few months.
• If company is in dire need of your services, you could taste success.  Alternatively, if you are valuable, your manager will come up with options to retain you. She might not match the offer.  If you are flexible, you have something to talk about.

Operate with Trust – This is least common and extremely effective way to get your manager on your side to help you achieve your goals.  It requires you to have trust in your manager.  You should have open discussion with your manager on your career goals. Create a joint plan to achieve them with definitive checkpoints and focus on learning and improving your capability. Be open to critical feedback and make her a partner in your progress. If you have an offer in hand, share it also but with no pre-conditions. If she advises you to stay, you stay and she will take it as her responsibility to guide you and help you achieve goals.

Many years ago, one of my brightest engineers told me, he had a compelling offer and there is family pressure on him to take it. I paraphrased his situation and asked him to choose from below options, which is closest to his heart 

A.  “I have an offer. If you can match it, I will stay” 

B.  “I have an offer. I want to stay here. Please take care of me so that I don’t regret my decision”   

I am glad he chose (B).  Had he chosen (A), we would have parted ways. 

It’s been 10 years since, he hasn’t left the company.

Choice is yours.

Have a good career.