Should I Ask for a Promotion?
Find out in 2 minutes if you’re ready to make the ask — or if you need to build your case first.
Why Timing Matters
Asking for a promotion at the wrong time can set you back. Ask too early and you seem entitled. Wait too long and you get overlooked. The difference between a “yes” and a “not yet” often comes down to preparation, not performance.
This quiz helps you assess your readiness across the factors that actually influence promotion decisions — so you can walk in with confidence or know exactly what to work on first.
Signs You Might Be Ready
Before you take the quiz, see how many of these apply to you:
Ready to Find Out?
Answer 10 honest questions about your situation. Get a clear recommendation — ask now, wait, or build your case.
Start the Quiz ↓Result
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What Your Results Mean
After completing the quiz, you’ll receive one of four readiness levels based on your score:
● Ready — Ask Now (80-100)
You have the evidence, visibility, and timing on your side. Schedule the conversation within 2 weeks.
● Almost Ready — Prepare Your Case (60-79)
You’re close but need to tighten your case. Spend 2-4 weeks documenting wins and increasing visibility.
● Build Your Foundation First (40-59)
Asking now would likely get a “not yet.” Focus on closing gaps over the next 3-6 months.
● Wait and Focus on Growth (0-39)
Timing or tenure isn’t right yet. Use this time strategically to build an undeniable case.
Frequently Asked Questions
How long should I wait before asking for a promotion?
There’s no universal timeline, but most companies expect at least 12-18 months in a role before promotion eligibility. More important than time is evidence: are you consistently performing above your current level? If yes, and you’ve documented it, tenure matters less.
What if my manager says “not yet”?
A “not yet” isn’t a rejection — it’s feedback. Ask specifically: “What would I need to demonstrate to be ready?” Get concrete criteria, document them, and schedule a follow-up conversation in 3-6 months. This shows initiative and keeps you on their radar.
Should I ask during a performance review or separately?
Both can work, but a separate conversation often has more impact. Performance reviews are backward-looking; a dedicated promotion conversation is forward-looking. Request a 1:1 specifically to discuss your career growth — this signals seriousness.
What if there’s no open role at the next level?
This is common. You can still have the conversation to plant the seed and understand what’s needed. In some cases, strong performers get roles created for them. Alternatively, ask about lateral moves that expand your skills or visibility while you wait for the right opportunity.
Clarity-First Leadership Playbook
Learn how to communicate your value, lead with clarity, and position yourself for the opportunities you want.
Get the Playbook → $15
