How to (successfully) apply for a promotion

Getting a promotion doesn't come from just working hard and hoping for the best. Unless you have an amazing sponsor, you'll probably need to learn and drive the process yourself. As an 8-year-qualified lawyer, I made my share of mistakes applying for promotions — this guide covers the guiding principles, the actions to plan and drive your strategy, and a recommended timeline.

Guiding principles

• Most people start too late. The best time is 6–12 months before the application date — enough time to gather evidence, work on gaps, and align with stakeholders before budgets and resourcing lock in.

• Doing well in your current role is a prerequisite, but many applicants can't quantify their competence. A tracker of your contributions across the year really helps (I use Microsoft Planner).

• You don't need to be perfect on every criterion — understand the criteria, craft a narrative around your strengths, and give yourself time to fix your weaknesses.

• It's okay to apply before you feel completely ready. Even an unsuccessful first attempt teaches you things that make it harder to say no next time. Better to apply a year early than a year late.

• Some things are outside your control (budget, resourcing, economic conditions). This guide focuses on what's within your control.

Step-by-step guide to your application

Step 1 — Understand the promotion process

Understand exactly what the process looks like at your organisation. Bigger organisations often have a policy; if not, ask coworkers and your manager. The key things to find out:

• Timing — application deadlines and how often roles open.
• Forms to submit — application form, competency matrix, stakeholder feedback.

• Criteria — years of experience and what you're assessed on (leadership, technical skills, billable / pro bono hours, business development).

• Stakeholders — your manager, direct reports, others outside your team.

• Barriers — e.g. a minimum % of time entries submitted within 3 days (I found that one out the hard way).

Step 2 — Discussion with your manager

About 6–12 months out, tell your manager you intend to apply, identify areas to improve, and agree on goals.

Prepare by mapping the criteria against where you meet, excel, or need to improve. The meeting is about reflecting on your performance — not selling or defending yourself. The outcomes should be to discuss strengths and areas to improve, note any objections, and agree on goals, actions and the support your manager can provide. Then record it:

Step 3 — Set up a system to track and achieve the criteria

One of my favourite systems is a Kanban board (Microsoft Planner, Notion, Asana, Trello). Choose a few focus areas from the criteria and your manager discussion, set targets and actions, and over time document your achievements, save the feedback and work product, and quantify them:

Step 4 — Write up your application

Forms differ, but generally ask how you meet the criteria. Trying to address every criterion in detail can weaken your narrative (especially with a word limit), so consider:

Ask colleagues who've been through it recently whether they'd share their applications.

Step 5 — Remind your manager and ask for their opinion

Your manager can help fine-tune your application and add their experience of reviewing and approving promotions.

Step 6 — Submit all relevant forms

Make sure everything is included — a checklist helps if there are many documents.

Step 7 — Follow up if unsuccessful

It's not the end of the road. Take on board the feedback and agree a more targeted plan. Assessors next time value seeing what you've done to address your development areas since the last application.

Summary

1. Understand the process, timeframes and criteria at your organisation.
2. Have a discussion with your manager ~6–12 months out; agree on goals.
3. Set up a tracker (Microsoft Planner, Asana, Trello) for the criteria and improvement areas.

4. Write an application with a narrative built on a few detailed criteria that highlight your strengths — don't try to tick off every one.

5. Follow up if unsuccessful — assessors appreciate growth since the last application.

Timeframe

• 12–15 months out — learn your organisation's process, forms, criteria and stakeholders.
• 6–12 months out — discuss with your manager; agree on goals.
• 6–12 months out — choose a few criteria and set up a tracker.
• 1 month out — write a draft application (ask colleagues if they'll share theirs).
• 2–4 weeks out — remind your manager and ask them to review your draft.
• Submission — good luck.