Promotions rarely happen just because you “work hard.” They happen when your impact is visible, measurable, and aligned with what your team actually values. If you’re aiming for growth in the next quarter, here’s a practical 90-day plan you can start this week.

Step 1: Define “promotion-ready” in your company (Week 1)

Before you take on more work, clarify what the next level looks like.

• Ask your manager: “What behaviors and outcomes distinguish the next level from my current level?”
• Request examples: “Can you share 1–2 recent promotion cases and what made them successful?”
• Translate expectations into 3–5 observable outcomes (e.g., “leads cross-functional projects,” “improves a key metric,” “mentors junior teammates”).

Tip: If there’s a rubric or leveling guide, use it as your checklist.

Step 2: Pick one high-leverage problem to own (Weeks 2–4)

The fastest path to growth is solving a problem that leadership cares about.

Look for work that is:

• Important: tied to revenue, cost, risk reduction, customer experience, or speed
• Underserved: no clear owner, or progress is stuck
• Measurable: you can show “before/after”

Then propose a simple plan:

• Goal (metric + deadline)
• Scope (what you will / won’t do)
• Stakeholders (who you need)
• First milestone (within 2 weeks)

Step 3: Make your impact impossible to miss (Weeks 5–8)

Visibility isn’t bragging—it’s helping others understand value.

• Send a weekly 5-line update to your manager: progress, metric, blockers, next steps, asks.
• Keep a “wins doc” with links/screenshots/results.
• In meetings, speak in outcomes: “This reduces cycle time by X,” not “I worked on Y.”

Step 4: Build your “next-level” behaviors (Weeks 9–12)

Promotions often hinge on leadership signals.

Choose 1–2:

• Mentorship: onboard a new teammate or run a skill session
• Leadership: facilitate a decision, align stakeholders, de-risk a project
• Process improvement: remove friction for the whole team

Pro move: Ask for feedback mid-stream: “What would make this initiative feel next-level?”

Mini-script for your promotion conversation

Try: “Based on the next-level expectations we discussed, here’s what I’ve delivered and how it maps. What else would you need to see to feel confident about a promotion timeline?”

What’s one outcome or project you could own in the next 90 days that would clearly signal you’re ready for the next level?