If You Become the Safest Choice, You Will Surely Be Promoted
Promotion from a Team Leader’s Perspective
Close your eyes and imagine. Years have passed since I became a team leader. The new hires now carry their weight, and the associates have become the backbone of the team, steadily leading major projects.
As year-end approaches, promotion season arrives. This year’s vacancies are limited again. The dilemma begins:
- Which new hire—A, B, or C—should be promoted to associate?
- Should we give up the associate vacancy to another team and instead promote associates D and E to senior roles?
- Will those overlooked for promotions feel demoralized and leave?
- If someone quits, whose departure would hurt the team the most?
A Team Leader’s Greatest Fear
Every team leader’s biggest concern is this:
“What if I promote this employee, but they fail to meet the demands of the new role?”
There’s only one solution: The employee must already be performing the responsibilities of the higher position.
For example:
- A junior aiming for an associate promotion should already be handling associate-level tasks.
- An associate aspiring to become a senior should already demonstrate senior-level competence.
How to Prepare?
- Observe the Target Role
- How do respected employees at that level work?
- What is their task execution speed?
- How do they communicate and report?
- What is their problem-solving approach?
- Conduct an Objective Self-Assessment
- “If I take that role, can I handle it reliably?”
- Focus on “I can do it”—not “I want to do it.”
- Identify specific gaps in your skills.
A Common Misconception: “I’ll Prove Myself After the Promotion”
This is like a farmer saying:
“Just give me a chance to harvest, and I’ll start farming seriously!”
This approach is entirely flawed.
You earn the right to harvest by:
- Tilling the soil in spring,
- Planting seeds,
- Weeding all summer,
- Managing pests,
- Watering diligently.
Only then can you reap in autumn.
Uncontrollable Variables
Even with perfect preparation, promotions can be delayed due to:
- Company finances,
- Department restructuring,
- Office politics,
- Unexpected factors.
But if your skills are recognized:
- Superiors can’t disregard you.
- Salaries naturally rise to match your value.
- Better opportunities emerge.
- Delayed promotions still bring alternative rewards.
Conclusion
The greatest reward for an employee is promotion. The best way to increase your chances is to already perform at the level you aim to reach. This is the true meaning of “opportunity comes to those who are prepared.”