What happens if you find yourself stuck in one job title for 10+ years only because your company can’t afford to hire your replacement so you can be promoted to manager or when your company doesn’t know not or does not understand the different levels or correct processing to properly promote yourself in a new title. Are you offering them a promotion/new title? – Artistic Director (without title)

It’s common for companies to want to see you perform at a higher level before promoting you. This means that you must manage team members before being their official day-to-day manager or manage project workflows before becoming a full-fledged project manager. Another sign you’re doing work without a title? Your manager leaves and instead of replacing him, his manager is counting on you to take on management responsibilities and get the job done. extra work.

For the art director, the company may not be able to afford to advance him and fulfill his current role. It could also be that the company simply doesn’t want to formally change the title. Unfortunately, another reason to consider is that the company doesn’t agree that you deserve a promotion. Regardless of the reason you’re not being promoted, there are steps you can take to help yourself.

Here are 7 ways to get the title you deserve:

1. Understand why employers delay promotions so you know how to respond

Have a frank conversation with the key decision maker for your promotion about what is holding up your file. You need to understand why the company isn’t promoting you, so you can address the real concern. Otherwise, you might be working on things that don’t factor into the promotion decision or, even worse, hurt your case.

Some reasons why employers delay promotions? Companies save money if the current non-director title keeps salary in a lower pay range or if the lower title means the position is not eligible for bonuses or stock. There may be concerns about credential equity between workers: for example, if they promote you, will others of similar level and/or experience now expect promotion? Finally, your company may want to maintain a flat organizational structure with few management titles. Each of these different reasons for promotion reluctance requires a different response from you.

2. Build a case for your promotion, compiling the evidence you need

If your company is concerned about finances, your promotion case should be built around how your contribution exceeds what they would pay at the next level. The gains you highlight should include the impact on the bottom line – for example, costs saved, revenue generated, profits increased, efficiencies gained, new customers gained.

If the issue is title equity, you will need to differentiate yourself from other colleagues who may appear to be of a similar level or experience. This does not mean denigrating the performance of others, but rather emphasizing how you already specifically meet the requirements of the highest title.

Finally, before your company claims that there are no or few leadership titles to promote, find out if this is true. Review the titles of colleagues in other departments with responsibilities at a similar level to yours: if their titles are higher than yours for similar work, this is important evidence contrary to what the company is claiming.

3. Embrace the power of self-advocacy and claim the title you deserve

You may think your work speaks for itself, but that’s not the case. You must defend your interests and ask what you want. If you haven’t specifically requested a title change, your employer won’t necessarily grant it. They may not know you care about the title. They may not even realize how much work you do.

Self-advocacy should happen in your one-on-one meetings with your manager. If you don’t have regular meetings, start scheduling them. An annual performance review is not frequent enough and may not coincide with when promotion decisions are made. In your meetings, talk to your manager about your career path, express interest in a promotion, highlight what you are already doing to deserve the promotion, and ask for feedback on what, if anything, is needed.

4. Lean on networking and mentoring, leveraging your allies to advance your career

Promotion decisions are usually not made by a single person. Your manager is a sole decision maker, but his manager and other senior leaders likely have a say. Additionally, even if your manager is supportive, he or she may not have much influence over promotion decisions. They may also not be forceful advocates or may be more focused on other things (e.g., promoting themselves, others they mentor). Additional allies mean additional voices to positively intervene on your behalf when promotion decisions are made.

The more relationships you have, the more you can advance your career. If you don’t know anyone outside of your manager or department, carve out time in your schedule to have breakfast, lunch, or coffee breaks with new people. Join employee resource groups meet people at different levels and in different roles. Raise your hand for cross-functional assignments, so more people in the company can see your work.

5. Showcase your impact in the workplace

Don’t wait for your annual performance review to document your contribution to the company. This will cause you to forget things and risk missing the timing of promotion decisions. Instead, tally up your wins as they happen. Your goal is to accumulate a brag book or work portfolio that highlight your impact in the workplace.

Save emails that compliment your work – if someone compliments you verbally, ask them to email your manager or add a testimonial to your LinkedIn. Keep copies of any slides or reports you have written, as well as any key findings you have discovered or ideas that have resulted from your work. Use your calendar to track client meetings or managed projects, so you have a list of everything you’ve worked on.

6. Avoid burnout while balancing high-level responsibilities without recognition

While you’re campaigning for your promotion, you need to take care of yourself to stay fresh and healthy. avoid burnout additional work. Commitment to sleep, exercise, nutrition and staying active outside of work should remain priorities. Block out time on your calendar to go to the gym, eat lunch, or take a break. Sketch the vacation days for the next quarter. Make plans with friends, not just business contacts.

On your professional calendar, block off hours during the day, even in 15-minute increments, so as not to be overloaded. These “free periods” can be used for a quick meditation or a walk around the office to catch up with colleagues you don’t see regularly. Check your company’s latest press releases and announcements to stay informed (and hopefully excited) about new developments. Review your company’s mission statement or your specific client/project portfolio to remind yourself why you do what you do.

7. Be proactive in deciding your next career move (i.e. when to stay and when to leave)

Looking for a job outside your current company doesn’t mean you have to quit. But it gives you an idea of ​​what’s out there. You evaluate yourself in the market by looking at other salaries and make sure you are being paid fairly. When you’re negotiating a promotion, an active job search already underway gives you options if your employer says no.

You may even find that there is a better solution somewhere other than where you are now. This allows you to be proactive about decide your next career move. You can stay if the company offers you the promotion or at least enough other reasons to stay. Or, you can go for it if you land a job with the right title, pay, scope of responsibilities, and whatever other priorities you have for your next career move.