Explain why you deserve a promotion?

Asking for a promotion can be nerve-wracking. But when you think you’re ready for the next step in your career, it’s important to say so.

— To prepare for the conversation with your boss, reflect on what you want. Would you like to move up, or might a lateral move interest you?

— Then build a compelling case for why you deserve a promotion, listing your strengths, recent successes and metrics that demonstrate the impact you’ve had.

Keep in mind that asking for a promotion is rarely a one-and-done conversation; rather, it’s a series of ongoing discussions. Your objective is to make the request and then continue to do good work until your boss agrees that you’re ready to advance.

(Adapted from “How to Ask for a Promotion,” by Rebecca Knight.)

Make treating people kindly a norm

We all want to work in a place where people treat each other with kindness and respect. But you can’t expect your team to behave that way without making it clear that you want them to. This process starts when you interview potential team members: Tell candidates that your team values civility, so they can opt in to working for an organization where those values are prized. Have discussions with team members about what civility means, and define the norms that you expect everyone to uphold on a daily basis. Compile those norms into a “civility code,” which your employees can use as a guide. Once the norms are established, reinforce them however you can — in team meetings, at important events, and through rewards.

(Adapted from “Make Civility the Norm on Your Team,” by Christine Porath.)

Help get meeting back on track

You know the feeling when things get tense in a meeting. People raise their voices, or your colleagues talk over each other — and you just want it to end. Instead of watching the clock, take action and help get the conversation back on track.

— First, point out what’s happening in a matter-of-fact way, without assigning blame. You might say, “We’ve been talking for 25 minutes, and we seem to be just repeating the same arguments. Do others agree?”

— Then offer a way forward that makes sure everyone is heard and will prevent emotional flare-ups. For example, you can say, “Carmine, how about we hear you out, then we’ll summarize your position to make sure we understand it. Then we can do the same with Kay’s view. Will that work for everyone?”

— Once the whole group has agreed on a process, you can continue the conversation productively.

(Adapted from “How to Save a Meeting That’s Gotten Tense,” by Joseph Grenny.)

Align work with boss’s expectations

Most people have had a boss they struggled to get along with. While you may be tempted to blame the situation on your difficult boss, most often a mismatch like this happens when expectations aren’t aligned. For example, perhaps you handed in a 10-page report when your boss wanted a one-page summary, and they interpreted it as a sign that you didn’t listen. Get the relationship back on track by clarifying what your boss expects from you. Ask direct questions like, “What are your priorities for me?” and “What criteria should I take into account when making decisions?” Knowing these expectations now could save you headaches in the future.

(Adapted from “How to Win Over a Boss Who Just Doesn’t Seem to Like You,” by Jay A. Conger and Allan H. Church.)

Make a pact to stay focused

If you’re surrounded by co-workers who get distracted easily, you’re likely to become distracted yourself. Instead of letting them pull you away from your to-do list, set boundaries. You don’t have to be rude about it; you can say something simple like, “Can we continue this conversation later? I want to get this report done, and then I’d love to hear more about your weekend.” This assures your coworker that you value your relationship while reinforcing your need for uninterrupted work time. You could also join forces with your colleagues to resist distractions together. Make a pact that during certain times — say, Thursday afternoons — you’ll work without interruptions: no email, social media, Slack, or chit-chatting. Then hold each other accountable for respecting the boundaries. Research shows that when you tell someone else that you want to reform your ways, you’re more likely to follow through.

(Adapted from “What to Do When You’re Feeling Distracted at Work,” by Amy Gallo.)

Published in Dawn, The Business and Finance Weekly, August 20th, 2018