Hiring Challenges at the Beginning of 2026
January 8, 2026
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This post was originally published in December 2021 and has been updated for freshness, accuracy, and comprehensiveness.
Treading the waters of uncertainty is common when navigating your place within an organization. Maybe trying to move up the corporate ladder has you contemplating whether or not it’s time to see how much further your career can grow with the company you currently work for.
Asking for a promotion can feel scary, almost like applying for a job where the outcome could be “yes,” “not yet,” or worse, silence, but it’s way worse being a high performer with a title and pay that don’t reflect your talent and achievements. Everybody has been there. The good news: you don’t need to wing it. With strategy, a clear case, and a little bravery, you can turn nervousness into a plan that gets results.
So, how does anyone really know the right time or way to ask for a promotion? Thankfully, that’s one question you can check off your list in the next two minutes or so.
It’s normal to feel anxious. Humans are wired to avoid rejection, and asking for a promotion is inherently vulnerable: you’re requesting recognition and reward for your work. The trick is to treat the task as a business conversation and a normal thing in the corporate world, not a personal plea.
Replace emotional framing with facts and outcomes. Think: “Here’s what I have delivered and why it benefits the company to elevate me,” not “Please notice me.”
Let’s not delay any longer the real reason you’ve come here. Whether there’s currently an open position at your company that has caught your eye or you simply believe you’ve earned enough credit to ask for a promotion, here are a few aspects and steps to consider to increase your chances of landing.
Before asking your superiors, ask yourself the right questions from the perspective of whoever has the authority to move you forward: Why do I want this? Is this role a step toward my longer-term goals? Are you ready to take on the challenge? If you ask without clarity, you risk taking a promotion that isn’t right for your career or sounding unfocused.
Part of asking for a promotion is understanding the difference between what you’ve earned, what you think is owed, and what you actually want. If you’ve lost sight of your “why”, take a step back and answer some of these questions to materialize it into one or two sentences:
Not every promotion is the right promotion. Sometimes, taking the first open role moves you sideways or into a dead-end path. Be strategic. If the role doesn’t align with your goals, consider negotiating for the parts you want (e.g., ownership of a key project) instead of the title immediately. Be picky: a promotion that doesn’t align with your “why” can turn into a setback.
Companies differ. Some have formal internal promotion paths; others are more ad-hoc. Knowing the process, how decisions are made, and what comparable roles pay will make your case stronger and your timing smarter.
Imagine a role you’ve wanted has recently become open, but it hasn’t been announced as available. If the position hasn’t gone public yet, you’ll have to dig in; asking colleagues about it and reviewing job descriptions for similar roles can be the difference between getting ahead in the race for a promotion or seeing someone else walk away with it.
The more you know about the promotion process, especially when it comes to internal vs external candidates, the better you’ll be able to tailor your approach around performance reviews or specific business wins.
An extra note: Don’t walk in blind on pay. No one pays more for less. Be mindful of the salary range associated with your current role and that which you hope to get; that way, neither party is low-balled or taken advantage of. In the end, a promotion is another kind of salary negotiation scenario.
Not to get hung up on a name or position, but titles are important. If you’ve already expanded your skillset and reached a fluidity in project and task management for yourself and your team, then you may have outgrown your title. If this is your case, your job is to document—in crisp, measurable terms—that you are already operating at or above the level you seek.
If you don’t know where to start, do a ruthless review of your last quarter/year and pick 4 or 6 metrics or wins that prove you’re already operating at the next level. Once you’ve identified them, create a short brief that you can email or bring to the meeting where you’ll ask for the promotion. Make sure to include the following items in your brief:
If you can’t point to hard metrics, show potential: list projects with measurable next steps, pilot results, client feedback, or qualitative outcomes.
There’s a saying that often floats around the question of timing, and it’s: “When you know, you’ll know.” But if you’re like most people, then even when you know, you’ll probably still be wondering, “Do I?”
Discussions about your future in the company you work with aren’t limited to semi-annual or annual reviews or a performance review at all. One thing that may keep you from rushing in is knowing that your performance (previous, current, and expected) will be analyzed and can potentially push you forward or hold you back.
When it comes to summoning the courage to ask for a promotion, you’ll know you’re ready when you’re confident that, no matter the outcome, you’ll be moving to a higher level in your career.
However, be sure to align your request for a promotion with business momentum; consider holding your ask if your team is in the middle of a crisis or restructuring. On the other hand, if recently you’ve completed a major win—a big deal signed, exceeded a target, etc., there’s a vacancy coming up, or your manager has hinted you’re ready, then go all the way for it.
How you say something matters. Practicing out loud, imagining the different settings where the talk could take place—in-person, virtual, or email—and framing your case with different approaches is a must to gain confidence and put your best foot forward.
If you opt for a reflective perspective, you can express your timeline of continued development in a way that demonstrates you’re ready for the next step toward your career goals. Create a report detailing the added energy, time, effort, and overall awareness required to advance in the corporate ranks.
Showing that you’ve been preparing by upskilling, boosting productivity, and establishing roots in your company’s culture will make your pitch more compelling.
On the projective side, a roadmap to what you want to accomplish and the tools, people, and time it will take to meet those goals is always a great way to show employers you’re serious about moving forward in your career with them.
Similar to a report that explains why you believe you’re ready for a promotion, what you plan to do when promoted is just as appreciated. Though no one can predict the future, specific plans of action can help instill trust that, come what may, you’ve got it covered.
This one is a “practice your pitch” 1.5, but it’s worth addressing it separately. Whether it’s talking about money or simply dealing with a “we’re not considering promotions at the moment,” you have to be prepared for any obstacles that may show up during your request.
In any of the following cases, your emotional intelligence skills will be your strongest ally, so remain calm and practice these scenarios with a mentor or friend, so they feel like a natural reply.
Objection: “We don’t have a budget available for promotions right now.”
Answer: “Understood. Can we map out a development plan and timeline with milestones that would trigger the adjustment?”
Objection: “We need you in your current role.”
Answer: “I appreciate that. Could we discuss a phased transition or stretch assignments that build the required experience?”
Objection: “Not now.”
Answer: “Can you share what specific skills or impacts would get us to yes? I’d like to agree on measurable milestones and a timeline.”
Keep in mind that change doesn’t often happen overnight. Even if you receive a yes or a verbal job offer, you should ask for a transition timeline. However, if things go south, suggesting a probationary or trial period could help ease both of you through the desired transition. Remember, it’s about keeping momentum alive without being a pain in the neck.
Speaking about agreeing on terms, consider leaving room for negotiation by requesting rather than demanding. After all, a promotion is a two-way street where both parties have the opportunity to be satisfied.
A hard yes isn’t always needed to get the ball rolling, but a hard no may make you reconsider whether or not this is the place you want to continue your career. There’s no need to give ultimatums, but if your manager won’t commit to making your transition effective, you shouldn’t have to settle for the bare minimum of what aligns with your career goals.
On the other hand, if the promotion flows smoothly, just make sure to get a written agreement with the effective date, new title, compensation, and any relevant changes. If possible, you should also request a 30-60-90-day transition plan for your new position.
The most glaring answer to why you should ask for a promotion is, well, because you’ve earned it! If you do more than just a good job and you’ve spent the time mastering your craft to get to the place and pace you’re at now, then you’ve more than paid your dues.
Though getting the opportunity to take on bigger and better roles within an organization isn’t always up to you, your will and desire to do so will get you closer. Of course, this is all easier said than done, but trust what you’re bringing to the table and what you have control of.
When you can demonstrate clear, recent impact that aligns with the target role, and the organization is in a stable or growth phase. Tie your ask to a business outcome or recent win.
Collect specific metrics, client/internal testimonials, major projects, and any leadership contributions. Create a one-page promotion brief.
Research the role’s responsibilities, talk with people who know it, and present a case showing you understand and can handle the hidden parts of the job.
Focus first on scope and responsibilities. You can introduce a salary range, but aim to align on role and expectations before negotiating numbers.
Send a thank-you note summarizing next steps and request a checkpoint date. At each follow-up, add new information (recent wins, updated metrics).
Ask for clear reasons and a development plan with milestones and a review date. If they won’t give specifics, consider whether the lack of clarity is a career risk.
Yes — ask HR for process clarity. But always discuss your candidacy with your manager first to secure sponsorship.
Reviews are natural moments, but don’t wait if business momentum or a major win gives you a stronger case.
It varies — from a few weeks to several months, depending on approvals. Ask for a timeline in your meeting.
Being vague about your impact, acting entitled, failing to follow up, and not formalizing the agreement in writing.
Contributed by Luis Arellano
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