How many of you have struggled to figure out what it takes to get promoted? Maybe you've been in your current position for several years and feel like you'll be stuck there for many more. When you reach out to your manager, you just get a vague answer that doesn't really tell you what you need to work on such as "your turn is coming" or "you're doing well, just keep it up". The secret that no one talks about? Your boss probably doesn't know how to articulate it……if he even knows what it takes to get to the next level.
Very often, managers are not given training on how to develop their team. If they are good at it, it's probably a skill that they picked up as they transitioned from junior levels up to senior levels within their own careers. Other than comparing job descriptions, there likely isn't any concrete criteria that have been defined and the difference between job descriptions is vague and minor at best.
Even when there are criteria, they are rarely communicated outside of management circles because they rely on soft skills that are hard to quantify. The skills you rely on do perform your day to day activities are just expected. It's skills like being trust-worthy, how you communicate, your executive presence, and dealing with ambiguity that will set you apart from your peers. But, how do you measure someone's executive presence?
The other problem with defining criteria is that it could become an implicit contract (potentially even legally binding depending on where you are located). By refusing to state criteria or defining them in vague terms, your manager gives themselves room to adjust based on conditions at the company and within your peer group. For example, right now, there are many companies laying off portions of their staff, the implication being that there may be fewer promotions available during the next cycle. If the criteria were clearly defined, there may be an expectation by several on your team that a promotion is imminent that your manager will be unable to fulfill.
At the end of the day, most managers just rely on their gut feel for when someone is ready for the next level. Additionally, when your manager has to justify the promotion to a panel of others, they will only put forth the effort when they believe there is a strong chance that the promotion will be granted. So, not only do they need to believe that you are ready, but they need to believe that the panel will agree with that assessment.
As a general rule, there are a handful of attributes that you will find to be applicable across the board.
