Imagine this...

You've been crushing it at work for the past two years. Your performance reviews are stellar, you consistently exceed targets, and your manager always praises your dedication.

As you walk into your annual review, you feel confident and ready to discuss that Director role you've been eyeing.

But then, your manager shares an unexpected update: "You're doing great, but we're promoting your colleague to Director. Keep up the good work!"

Wait, what?

You're blindsided. Confused. Maybe even a little angry.

If you're nodding, you're not alone. Many high-achievers find themselves in this frustrating situation, watching others climb the ladder while they remain stuck.

But here's the truth: If you're not getting promoted, it's likely not because you're not working hard enough. It's because you're focusing on the wrong things.

You don’t have to wait for your next performance review to know where you stand. Below are 4 red flags that signal you might be invisible for promotion. Use them to identify where you stand and take the necessary action.

4 Signs You Are Not Getting Promoted

Red Flag #1: You're Always the "Go-To" Person, But Never the Leader

You're reliable. You get things done. But somehow, you're always the support, never the star.

Being the go-to person feels good, right? It means you're valued and trusted. But if you're always executing other people's plans rather than creating your own, you're positioning yourself as an excellent worker bee, not an aspiring executive.

How to Fix It:

• Start delegating tasks, even if you could do them faster yourself. Leadership is about empowering others, not doing everything yourself.

• Propose new initiatives. Don't wait for assignments - create opportunities that align with company goals.

• Mentor junior team members. Show you can develop talent, not just utilize it.

Red Flag #2: Your Role Hasn't Evolved in the Past Year

If you're doing the same tasks with the same responsibilities as last year, that's a sign of stagnation. Growth isn't just about doing more of the same - it's about expanding your impact.

How to Fix It:

• Request stretch assignments that push you out of your comfort zone.

• Identify gaps in your team or department and propose solutions to fill them (note: this doesn’t mean you’ll fix them; you’ll lead the project).

• Take on cross-functional projects to broaden your understanding of the business. Be strategic about this one. Choose projects with high visibility (impact on the company) or ones that will provide exposure to key stakeholders.

Red Flag #3: You're Not in the Loop About Big Changes

If your manager leaves or there's a reorganization, and you hear about it simultaneously as everyone else, it's safe to assume you were not seen as the next in line for the role. When your manager sees you as second in command, they’ll loop you in early and prep you for the opportunity.

How to Fix It:

• Manage up strategically to make your manager see you as their second in command. Show interest in the bigger picture, take work off their plate, and make them look good.

• Build relationships beyond your immediate team. Network with leaders in other departments to be “in the know.”

• Position yourself as executive-ready. Advocate for yourself with confidence, and ask for opportunities to be included. Show up to the table; don’t wait to be invited.

Red Flag #4: You Always Hear "You're Doing Great!"

It sounds positive, right? But if this is all you're hearing, it's actually a red flag. Vague, overly positive feedback without specific areas for growth can be a sign that your manager doesn't see you progressing to the next level.

When feedback is always "keep doing what you're doing," it often means they're satisfied with your current performance but aren't actively thinking about your future growth. This can lead to stagnation and missed promotion opportunities.

How to Fix It:

• Ask for specific, constructive feedback. Don't settle for general praise. Try: "I appreciate the positive feedback. What specific skills do you think I need to develop to prepare for the next level?"

• Set up regular career development discussions with your manager. Come prepared with your goals and ask for their input on achieving them.

• Seek out feedback from other leaders and peers. A 360-degree view can provide insights your manager might have missed.

• Propose your own growth plan. Identify skills or experiences you think you need and suggest ways to acquire them.

Your next steps

If you're seeing these red flags in your career, it's time to shift your strategy.

Remember, getting promoted, especially to executive levels, isn't just about doing your current job well. It's about demonstrating you're ready for the next level before you're in it. It's about being proactive, not reactive. It's about creating opportunities, not waiting for them to be handed to you.

I believe in you, and I’m rooting for you.

Maya ❤️