How do I ask for a promotion when I’m already doing more?

Build a promotion case your manager can use

• Scope: responsibilities you now own that were not part of your original role.
• Outcomes: revenue, savings, risk reduction, delivery improvements or stakeholder results.
• Level: decisions, complexity, influence or leadership expected at the next grade.
• Consistency: evidence that this is sustained performance, not one exceptional week.

Ask before the formal review

Do not wait for a performance meeting where budgets and ratings may already be decided. Start early enough for your manager to explain the criteria, identify gaps and advocate for you.

A direct but professional script

“Over the past six months, my scope has expanded to include A, B and C, and the results include X and Y. These responsibilities appear aligned with the next-level role. I’d like to discuss a promotion. What evidence or approvals are still needed, and when can we make a formal decision?”

If the answer is “not yet”

Ask what specifically is missing, who needs to approve it, and what date you will review it again. Put those points in writing. “Keep doing what you’re doing” without criteria or timing is not a development plan.

Know what you are deciding too

The conversation is not only about persuading the company. It helps you judge whether the organization recognizes your level, offers a credible path, and follows through. A clear no can sometimes be more useful than another vague maybe.