Introduction:

Welcome. You're reading a transcript on Links at Bain and Gray, a catalogue of podcasts centred on all things business support in the workplace. Our aim is to bring you interesting and relevant content that will keep you up to date and thriving in your role.

Tray:
Welcome to Links Bitesize. Today we’re discussing all things negotiation. Your hosts today are Tray Durrant and…

Emily:
Emily Bain.

How to Get a Promotion

Tray:
We’ve broken down some of these topics into key areas to help guide you through various aspects of your career. Today, we're focusing on promotion and pay rises—two related but distinct issues. Let’s start with promotion—how to get one. We’ve been talking about this recently, haven’t we, Emily?

Emily:
Yes, and it’s a crucial topic. There are some obvious factors when asking for a promotion—being a team player, seeing the bigger picture, being proactive within your business, and putting in the hard work. These are what make people say, "Wow, they’ve really put the time in."

But beyond that, there are less obvious steps. One of the best things you can do is directly ask your line manager or boss, "What does it take to get promoted here?" Most companies, regardless of size, have some form of career pathway plan, either through HR or your boss. This gives you clear steps to follow, setting objectives that guide you toward that promotion.

Tray:
Exactly. Knowing where you want to go and what’s required to get there is key. Some companies may not have a formal career pathway, but it’s still important to ask those questions early on, so you understand the expectations and steps needed to move forward.

Emily:
Yes, one of the most successful examples I’ve seen was someone who came to me with a business plan for their own career. They had laid out what they’d achieved, what they wanted to achieve, and how they contributed to the company. It was impressive, especially since we didn’t have a formal career pathway at the time. It showed real dedication and initiative.

Tray:
That’s a great point. Some people naturally set goals and track their progress, but others might not be as inclined. It’s important to have that dialogue with your boss so you can stay on track.

Emily:
And if you have a good boss, they’ll give you honest feedback on why you might not be ready for a promotion. That feedback can guide your development and help you reach the next level. Don’t be afraid to ask for it, but you have to put the time in and know your worth.

Tray:
I agree. There’s also a lot you can do within your current role to make yourself stand out for promotion.

How to Stand Out:

Tray: I’m a big advocate of continuous learning—staying informed and credible in your field. This enriches both your professional life and your personal growth, and it can naturally lead to career advancement.

Emily:
Absolutely. Another approach that many of our clients use is 360-degree feedback, where you get feedback from the whole team, not just your boss. This strengthens relationships and highlights how you impact your colleagues. It’s a great way to build your case for promotion.

Tray:
Yes, and all these things together—goal setting, learning, and being a team player—are essential. None of them stand alone, but together, they put you in a strong position to be considered for promotion without even needing to chase it.

Emily:
Exactly. And on the flip side, one thing to avoid is comparing yourself to others who’ve been promoted. Everyone’s situation is different, and your focus should be on your own objectives. Also, be mindful of the company’s position—asking for a promotion when the business is struggling or doing layoffs isn’t the best timing. And finally, don’t let emotions cloud your request.

Tray:
Being aware of the company's situation and your own emotions is key. It’s about being self-aware and reading the room.

How to Negotiate a Pay Rise:

Emily:
That brings us to pay rises, which often go hand in hand with promotions but not always. Tray, what are your thoughts on asking for a pay rise? Many people find it daunting.

Tray:
It can be tough, but it starts with understanding your value. You need to know what you’ve achieved, your impact on the company, and how your contributions benefit your team or department. It’s also important to know your market value—compare yourself to peers in your industry and see where you stand.

Once you’re clear on that, the next step is to have a constructive dialogue with your boss. Highlight your achievements, especially those that go beyond your core responsibilities. If you’re delivering results and adding value, your case for a pay rise is stronger.

If the company values you, they’ll often recognise this and be open to a pay increase. If not, and it’s due to external factors like market conditions, it’s worth discussing when the next review could take place.

Emily:
Yes, and if your request is turned down, ask what objectives you need to meet to get that pay rise in the future. It’s about having a clear path forward, just like with a promotion.

Tray:
And if you’ve truly outgrown your role and a pay rise isn’t possible, it might be time to consider looking elsewhere. That’s always an option.

Emily:
Absolutely. Know your worth, build your case, and have a plan. We conduct salary surveys with real data from our client base, so it’s helpful to use that kind of information when preparing for these conversations.

Tray:
Thanks for those insights, Emily. It’s been a great discussion.

Emily:
Thanks, Tray.