YOUR CAREER / Internal promotion

Grow where you are.

Make the case for your next level with evidence of contribution, a clear development priority and a useful manager conversation.

Build my free working plan →See an example

Self-guided · No CV, account or email required

See the next step in your career more clearly.

WHAT YOU LEAVE WITH

01A working promotion case

02Evidence and criteria to confirm

03A manager discussion brief

04A 30 / 60 / 90-day action plan

A PRACTICAL EXAMPLE

Fictional example: a reporting analyst wants to own the close review.

Evidence already available: Prepared the reconciliation and proposed a correction for manager approval.
Useful next assignment: Agree what review ownership means, observe a review, then lead one permitted part with feedback.
What to check: Check completeness and the quality of escalations. Do not claim approval authority until it is granted.

BEFORE YOU BEGIN

Define the next level

Ask what responsibility, judgement and outcomes distinguish the next level in your company. A title on its own is not a progression criterion.

Separate contribution from visibility

Record the work you actually owned, who used it and the outcome. Use the manager conversation to agree where that evidence should be seen.

Test readiness through work

Propose one bounded responsibility, agree support and decision rights, then review evidence together. Ask what work should move off your plate.

START WITH YOUR EXPERIENCE

Make the next conversation useful.

Complete the first three fields. Add any other detail you know. Your entries stay on this page and are lost if you refresh or leave, so download your plan when ready. Use broad descriptions and avoid confidential employer information.

Your current role

Role and broad scope only. No employer name needed.

What would you like to be trusted with next?

For example: own the regional close review, rather than only a higher title.

One example of your contribution

What was the situation, what did you personally do, and what changed? Include only facts you can support.

What does your employer expect at the next level? (optional)

Use criteria you are allowed to share. If unknown, leave blank and make this your first manager question.

What do you still need to demonstrate? (optional)

For example: decisions made independently, team leadership or exposure to a wider business area.

A stretch responsibility you could propose (optional)

Choose something that could demonstrate the missing responsibility within your workload.

Who could help agree the next step? (optional)

When would you like to review progress? (optional)

For example: our next monthly one-to-one. This does not create a calendar reminder.