Look, I know how frustrating it is to deliver work above your level and still be criticised for doing things wrong. And on top of that, zero compensation. Not even a sign that what you’re doing is good, or that the company sees you as future leadership material.

Because the thing is, we work more to invest in our future. It’s how we secure our finances. But when there’s no recognition, there’s no motivation.

And I want to tell you that a few years ago, that was me. I was passed over for 2 years in a row, while people I supported got promoted to senior manager positions. That was a tough thing to understand and swallow.

I started trying to find out what I was doing wrong. And every single time I tried to start that conversation with my boss, I felt like I hit a wall.

So I invested in external mentorship, and it helped me understand what’s really evaluated in corporate companies. Then I dove even deeper. I compared the promotion criteria at the Big 4, IBM, Meta and other tech companies.

And I realised that when it comes to promotions and pay rises, all of these companies are evaluating the same things. They just wrap it up differently, and the naming is completely different.

So I created a set of tools that helped me build an evidence backlog of my day-to-day work. It let me prove to the senior leaders responsible for promotion and pay rise decisions that I was already doing the work of someone one or two levels above my current role.

It helped me position myself so that every single work achievement was linked to a business outcome. And that’s how I went from Analyst to Manager in under 4 years, got promoted twice and tripled my salary in my second career.

Here’s the thing. You need to position yourself like the expert you are. But the way you communicate with your direct manager and senior leadership is crucial. That’s what builds the spotlight on your work and gets you the recognition you want.

And that’s exactly where most of us get stuck. We know we’re doing great work, but we don’t know how to show it in the language promotion and pay rise decisions are actually made in.

So I’ve taken the first step of my method and turned it into a free Starter Guide for you.

It’s the first step I used myself: building an evidence backlog from your day-to-day work, linking every achievement to a business outcome across the four areas companies evaluate for promotions and pay rises. So when you talk to your manager or senior leadership, your work is already in the spotlight 💪

Inside, you’ll get:

• The four areas promotion decisions are made on: Impact, Execution, Expertise and Influence

• A quick self-check to spot where your evidence is thin

• Prompts for each area, so you’re never staring at a blank page

• What to use when your work “isn’t measurable”

• A real before-and-after showing the same work written at the next level

What my clients say about working with me ❤️