You can write a promotion request letter to your boss. Yeah! There are two ways to write a promotion request letter. One is to seek a promotion.
Oh! Sad to know that it’s been 100 years and you haven’t been promoted even once: if that’s the case and you think you have potential and committed yet not promoted, there are ways we can help you get a promotion.
You can write a promotion request letter to your boss. Yeah! There are two ways to write a promotion request letter. One is to seek a promotion by persuading the employer that you’re potential and ready to accept even harder responsibilities. The other way is that since business people usually fill the exclusive vacancies with the employees they already have, you’ve got a golden chance to avail. If there’s a vacant seat in office that you wish to acquire, your dream can possibly come true by writing a potential promotion request letter. But how to write a promotion request letter let’s give you some tips.
Huff! You know too much about promotion request letters now. Check this sample too and we’re sure you’ll be celebrating your promotion party soon, that too after 100 years! Wow
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Most employees, or professionals that enter an employer-employee relationship, are clear on the career path they want to take and follow.
According to the notes I took during my six-month review, I was entitled to a raise last pay period, provided I brought in the Doe account, and I have done so. Doe Inc. signed a contract for services on March 1. Accordingly, I am requesting the salary raise promised in my interview. Thank you for considering my request.
Since I joined the development team six months ago, we have raised over $200,000 in donations. I believe that I have proved myself a valuable addition to the team, and I would like to meet with you about being promoted to assistant department head when John leaves next month. I appreciate your consideration of this request.
As you may recall, I was working on my Master's degree when I joined the company six months ago. You mentioned at the time that I would qualify for a salary increase as soon as I had earned the degree. Well, I am delighted to inform you that I have now completed the degree. I therefore request that you proceed with the raise as we discussed.
I look forward to receiving your response.
Since John Doe left the company three months ago, I have been acting as temporary night supervisor. I feel that I have done the job well, and am ready to take on these responsibilities permanently.
I would appreciate your looking over my records, and trust that you will agree that I merit the promotion and associated raise in salary. Thank you for your consideration.
I have been employed by your company for over three years now, and I am sure you would agree that I have become a valuable asset in the computer programming department. During my tenure here, I have provided you with unwavering loyalty and have been committed to working above and beyond the responsibilities of my position. I have also used the full range of my capabilities to help make your organization the successful enterprise it is today. My professionalism is above reproach and my performance record speaks for itself. Routinely, I have taken the initiative to seek out additional work assignments, and you have always been able to count on me to get the job done right.
With that being said, I want to take this opportunity to request a promotion and its accompanying raise. I believe I have proven myself to be a loyal and dependable employee who really deserves a promotion and a raise. The financial compensation and greater challenges this would provide would make me feel that I have made an important advancement in my career. I know that you will understand that if you allow me the opportunity to spread my wings beyond my present boundaries, I can provide even greater service to this company.
I ask you to seriously consider my request. I suggest that we sit down together and discuss the matter further. That way we could examine how granting this request would not only benefit me personally, but the company's success and financial growth as well.
by Josh Doody
The best way to prepare your case for a promotion is to write it down. If you struggle to write a solid case for your promotion, that’s a good sign that you have more work to do.
So you’ll write your case in the form of a promotion request letter, then talk to your manager about your promotion once you’re confident in your case, then send your letter as a follow-up after your discussion.
That means your promotion request letter will not only help you prepare your case to ask for your promotion, but it will serve as a written summary of your request later on so it’s easy for boss to navigate the internal approval process to grant your promotion.
Here’s a short list of the main components of an effective promotion request letter:
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Let’s go section by section to build your email and make your case.
Remember, you should send this letter after requesting a promotion from your manager. So you’re addressing this email to your manager as a follow-up to a previous conversation.
This email is your written promotion request, so you want everything to be as clear and obvious as possible. Include your name and explicitly state that this email is about your promotion request so that there are no surprises for anyone who might read it later on.
Something like this should do: “[Your name] promotion discussion—follow-up”
Keep it short, sweet, and friendly: “Hi [manager’s name]” will do. I’m assuming you’ll send this to your manager after your request, so If you’re sending it to someone else, you’ll want to change that to their name.
Cut right to the chase and make it brief. Be as specific as possible about which job you’re pursuing. You need to request a promotion to a specific position or title, so make sure to include that in your request.
In other words, you’re not just asking for a promotion, you’re asking for a promotion to a specific position or title.
Remember, this email will be sent as a summary after your conversation with your manager has already happened. So you won’t send this email cold—it will be a follow-up to a verbal conversation if at all possible.
It might help to include “Thanks for your time the other day.” or some other subtle reminder that this is a follow-up the conversation you already had about this promotion request.
Your accomplishments should be described as an activity that had a positive business result. What did you do, and what was the impact to the business?
Lay out your case as succinctly as possible. You should list no more than five accomplishments, so be sure to pick your strongest ones. This email isn’t a complete historical record of everything you’ve ever done for the company. This is a skimmable document that makes a strong case for whoever is holding the purse strings to give you a promotion. You want the person reading this to think, “It looks like he’s already doing this. Why haven’t we already promoted him?”
One of the benefits of preparing your case ahead of time is that you can be confident that your case is strong before you present it. If you have trouble with this section, that’s a red flag that your case may not be as strong as you anticipated, and you may not be ready to ask for this promotion. This isn’t an ironclad rule, but I recommend covering a reasonable amount of time (several weeks or a few months) in this section so that your case is as compelling as possible when you present it.
Your accolades should be awards, praise, or even client emails that describe your outstanding work.
Again, this should be brief, but should highlight your best results from the past six months to a year. This isn’t a complete record, it’s a skimmable list that should raise eyebrows when others see it. Remember that the person approving a promotion may not know who you are, so you’re giving them a short summary of your accolades to let them know that they should be impressed with you because other people are impressed with you.
This section is less crucial than the “Accomplishments” section, but it really helps. If you have trouble completing this part, you may still move forward with your request, or you may not. Some jobs are very solitary and simply don’t garner accolades from clients or peers. I strongly recommend you have at least a couple items in this section before you present your case, but if your “Accomplishments” section makes a very strong case on its own, this section may not be necessary.
By now, your email may be lengthy. You’ve asked for a promotion to a specific position or job title, you’ve laid out your accomplishments demonstrating that you’re already doing the job, and you’ve included some accolades to show that others have noticed your work.
Before your sign off, re-state your request and make your case again as concisely as possible—no more than two or three sentences—so your manager and anyone who might need to approve your promotion request can easily understand your case in just a few sentences.
Thank your manager for her time and keep it brief.
Everything has now come together so that you know what you’re pursuing, and you have a written case that summarizes why you should be promoted. This should help clarify your own objectives, and it will provide a handy reference for you as you present your case.
Once you’ve presented your case to your manager, you should follow up wiht your promotion request email to document your request and make it easy for your manager to circulate your request for approval.
Ideas Of Sample Of Job Promotion Request Letter For Download How To Write A Request Letter To Boss Requesting For Something.
Asking for a promotion can be nerve-wracking. But when you think you’re ready for the next step, it’s important to say so. How do you prepare for that conversation with your boss? What information should you have at the ready? And how exactly do you make your case?
What the Experts Say
“Asking for a promotion makes you feel vulnerable,” says Sabina Nawaz, the global CEO coach, leadership keynote speaker, and writer. “You’re not in control; you’re putting yourself in the hands of your manager to be judged — and you might be judged not worthy.” You may fret that you’ll be “bugging your boss” or come across as greedy and “self-serving.” But, to advance in your career, you’ll need to learn to advocate for yourself, says Joseph Weintraub, the founder and faculty director of the Babson Coaching for Leadership and Teamwork Program. “You can’t assume that the organization will take care of you just because you do a good job,” he says. “There is a degree of self-promotion that’s needed.” Put simply: “if don’t you ask, you don’t get.” Here are some pointers on how to make the request.
The first step in the process, is to think through what you want, Weintraub says. “Do you want more power? More money? More managerial responsibility?” Is there already a position you covet, or do you wish to “create a new role”? Do you want to move up — or might a lateral move interest you? It’s also important to “think about your skill set and how it aligns with the objectives of the organization,” he says. This will help you position your promotion request in a way that connects to broader strategic goals.
Do some research
It’s smart to gather outside intelligence too, says Nawaz. “The more senior you get, the more likely it is that your promotion is not the sole decision of your manager,” she notes. “Your manager’s peers have input as well.” She recommends, “soliciting feedback from a personal board of directors” on your strengths and weaknesses, and speaking to peers to try to “gauge your institutional reputation.” The past is precedent. Find out how others successfully pressed their cases for promotion. This might help you uncover effective strategies. Also ask your colleagues how they perceive your promotion readiness. Remember: when it comes to granting your request, “it’s not just the business results [that matter.] You have to be someone that people are willing to follow.”
Build your case
Once you’ve clarified exactly what you’re looking for, build a compelling case for why you deserve to move up. This is particularly important if you’re asking to advance ahead of your organization’s promotion cycle. Be prepared for a “what-have-you done-for-me-lately mentality,” says Nawaz. She recommends preparing a one- or two-page memo that “clearly outlines your proven track record.” The memo’s bullet points ought to “provide concrete metrics of the impact you’ve had,” descriptions of “solutions you’ve delivered” and financial outcomes for which you’ve been responsible. It might also include “data from other divisions or consumer or employee surveys” that point to your success. “You’re trying to prove that you’re already working at the level you’re asking to be promoted to,” she says. Weintraub also recommends thinking about “who your successor might be” at this stage and figuring out how to champion that colleague. Show your manager that “you’re working hard to develop someone else,” he says. “This not only showcases your leadership capabilities; it will also relieve your boss to know that there is someone who can fill your shoes.”
There’s no perfect time to ask for a promotion, but you should be savvy about when you make the request, says Weintraub. Obviously, the week after a round of layoffs at the company or the day your team loses a key client aren’t ideal. Instead, ask “after something good has happened.” Perhaps you’ve just signed a major new deal or your company announced a solid earnings quarter. Nawaz agrees. “When there’s a lot of churn happening, it might be the best thing to jump in, roll up your sleeves, and simply do the work to stabilize the organization.” On the other hand, don’t be lulled into complacency. If your promotion will help the company achieve its objectives, you should press on.
Plant the seed
Asking for a promotion is not a one and done discussion; rather, it’s a series of continuing conversations, says Nawaz. Using your memo as a guide, she recommends that “your early words should be something along the lines of: ‘I am excited to be here and to make an impact. Here is the impact I’ve already made. I would like to have ongoing discussions with you about what it would take for me to get to the next level.’” Weintraub recommends “framing the conversation around excellence,” while making your reasons for wanting a promotion clear. “There’s that old adage that managers do things right and leaders do the right things,” he says. “Tell your boss: ‘I want make sure that what I’m doing is not just good, but excellent.’” Then ask: What can I do to make you confident that I’m ready for the next step? “Demonstrate your willingness to grow and learn,” he says.
Nurture the seed
Once you’ve planted the seed, “nurture it over time,” says Nawaz. She recommends asking your manager for feedback “not so often that it becomes an irritant, but, say, every month or every quarter.” Be specific. If, for instance, your promotion involves more client-facing responsibilities, she suggests saying something like: “I’ve spent the past month talking with our key enterprise clients and here’s what I’ve learned. What feedback do you have for me?” Another smart strategy, according to Weintraub, is to present your boss “with ideas of how you would spend your first 90 days on the job.” “Show you’ve done your homework and that you’re serious about” earning a promotion.
Don’t be reckless
Using an outside offer to get a promotion can work—and often does. If nothing more, an outside job offer builds your confidence and gives you more information about your market worth. (This is particularly pertinent if your primary reason for wanting a promotion is financial.) But as a strategy to get your boss on your side, it comes with many risks. “Promotion by hostage is not a good way to win friends and influence people,” says Weintraub. “People generally don’t respond well to ultimatums.” Nawaz echoes the sentiment. This tactic often has a “negative impact on relationships” and “artificially promotes people who are not ready to be promoted” in the first place, she says. “Be very careful about playing this card.”
Be patient (to a point)
It would be great if your boss agreed to promote you on the spot, “but don’t count on it happening,” says Nawaz. Promotions rarely happen overnight, and you mustn’t get discouraged if you don’t immediately succeed. “Be realistic,” she says. While you’re waiting, “continue to do good work, sincerely look for ways to increase your impact, and elevate the level at which you operate.” That said, do not ignore signs that things may not be going your way. “If you look around and see others getting promotions that you’re not getting, talk to your boss,” says Weintraub. “Say: ‘Will you recommend me for a promotion when one becomes available?’” If you learn that you’re “not on your manager’s short list,” then “think about whether you want to stay in your organization or look for a job elsewhere.” The bright side: “At least you know.”
Principles to Remember
Case Study #1: Create a “resume of accomplishments” to bolster your argument
Earlier in her career, Gretchen Van Vlymen — who was then an HR manager at a company in Chicago — decided she was ready to ask her boss for a promotion.
Her first step was determining the role she wanted: “I looked at where there were gaps in the company that need to be filled,” says Gretchen. “I knew that if I could connect my own career path to the company’s overarching goals, it would make my promotion more compelling for upper management.”
After a period of reflection, she zeroed in on a new role: VP of HR. The job would involve managing the HR team, and also recruiting and hiring for the company itself.
Before talking to her boss, Gretchen created a “resume of accomplishments,” which included numerous examples that demonstrated how she’d mastered the responsibilities associated with her role and was ready for the next move. For example, she described how she revised the company’s internal handbook by using skills she honed as a consultant and crowd-sourcing HR ideas from the team she already managed. (The handbook was rolled out company-wide.)
“I [wanted to showcase] ways in which I had added to the organization by going above and beyond what was required of my current job,” she says. “I also wanted to show how those efforts affected the productivity of my team and department — and consequently the [company’s] bottom line.”
Gretchen also devised a “game plan” for how her team would manage should her promotion be granted. “I made a list of duties that I could easily transition to the team members I had trained,” she says.
She then set up a meeting to talk to her boss. “I was clear and concise while outlining the prep from my ‘resume,’” she says.
Gretchen made sure to say she was “realistic about timing” for the move. And, indeed, her boss didn’t say yes right away. In fact, he had some specific concerns. “He posed tough questions about how I could make time for new responsibilities when my plate was already full,” she says.
She left the meeting with a promise from that he would revisit the issue over the coming months. “In the meantime, he challenged me with several short-term goals.”
Gretchen was successful. She received her promotion and today she is the VP of HR at Stratex, an HR services company.
Case Study #2: Ask at the right time and request specific feedback
Tom Gimbel, the founder & CEO of LaSalle Network, a staffing and recruiting firm headquartered in Chicago, has requested — and granted — many promotions over the course of his career. “The biggest lesson I’ve learned is that no one is going to hold your hand,” he says. “You have to own your career.”
Years ago, when he was a salesperson at a David Green Associates, he decided to ask his manager for a promotion. The timing was right: He had just finished a stellar year of sales. “I was not only hitting but exceeding my metrics and what was expected of me,” he recalls.
But before talking to his boss, Tom did some homework on the role that he wanted: national sales manager. “I spent a lot of time understanding what this job entailed and how the people who had those titles accomplished their goals.”
When it came time to make his request, Tom was blunt. “I had already built a relationship with my boss because I knew that a strong relationship would lead to more opportunities,” he says. “I told him I was ready for more. I asked where I stood, and where I could improve.”
His boss agreed to think about granting the promotion. And Tom made sure to follow up regularly. “I asked what I could do to make him even more happy with my performance. I wanted the feedback,” he says. “I also offered to help. Any chance I got, I raised my hand.”
Three months after he initially asked for it, Tom got the position he wanted.
His advice for others seeking advancement? “Ask for what you want and work hard to get yourself there. But remember, the moment you ask for a promotion, be prepared to do more work.”
This letter is written by an employee of a company to his employer requesting for a promotion. As an employee one can bring to one's employer's consideration.