Promotions aren't just about performance — they also depend on people and perception: Unlocking the secrets to promotion
Availability bias
It’s not a school exam. So performance alone isn’t enough. Most professionals assume that if you deliver great results, you will automatically move up. However, promotions also depend on how your contributions have been perceived. Understand the psychological principle of ‘availability bias’. Managers tend to promote those whose achievements are top of the mind. The best way to achieve this is to be co-located with your manager. Be sure to document your successes and share them strategically. For instance, send weekly or monthly updates to your manager, highlighting key outcomes. Communicate your achievements in the langauge that is aligned with your organisation’s current goals. Is the company focused on cost-saving? Talk about how your projects reduced expenses. Is growth a priority? Highlight revenue increase or new client acquisitions. Avoid arrogance. Frame your achievements as contributions to team success rather than personal victories to retain humility.
Likability & exposure effect
Promotions are not just about competence; they are about trust. Managers promote individuals they trust to deliver results consistently and lead effectively. Psychologically, this trust grows from repeated positive interactions or what researchers call the ‘mere-exposure effect’. Make it a point to engage with your manager and key stakeholders regularly. Show how you understand their challenges and that you can provide solutions. Volunteer for projects where you work across teams and show your ability to
