I have been in my current role at a medium-sized charity for more than years. I haven’t been promoted since my first year here (to my current job), even though I’m now doing much more than I was when I first got this job, and two other people at my level have been promoted to positions higher than me. Is there anything I can do to change this, or should I look for another organization that values my input more?

We can all feel at times in our career that we are moving two steps backward, while everyone else seems to be surging ahead. These feelings can often be based on invalid perceptions (it is hard to be objective about ourselves, after all), or may be an indication of serious career problems that need attention. In other words, a lack of promotion can potentially be a symptom of a career dilemma that needs correction before things will ever get better.

Use this situation as an opportunity to reevaluate

The key to your situation is not to take things personally, and try to be as objective as you possibly can about where your career has gone, where you are now, and your future career aspirations. This is where regular career planning can come into play. Look at my previous articles on career planning and use them as an action plan to reevaluate your situation. You need answers to some questions, such as: Am I in the right organization? Am I in the right job? Do I have the right boss? Are there better options out there for me? At Catalyst Careers, we recommend doing this exercise at least once a year, preferably twice. While it’s never too late, a regular review helps keep your career on track.

Not all promotions are created equally

There are many reasons why organizations will promote their employees, including: as a natural transition into a newly enhanced role; a reward for many years of contribution to the organization; an incentive to keep staff motivated (without necessarily increasing their salary); or even to keep up with industry norms on titles (a recent trend is that many executive directors have become president and CEO to better speak to their counterparts in industry, for example).

Consideration is usually given to the impact on other deserving employees. If, for example, a manager is promoted to director level, other managers might feel resentful that they themselves were passed over. There can also be many political motivations behind promotions (or their deficiency) that can have nothing to do with your performance. That doesn’t mean, however, that there’s nothing you can do about this situation. You can take action to achieve your objective if you want to get to that next level on the ladder.

Gather the information you need

Your boss is human too, and will also have perceptions about your abilities and promotion options, so talking to him or her frankly and honestly can be very insightful. You might consider using your next performance review to understand his/her perspective on what you’re doing right, and what can be improved in order to get your closer to your promotion goal. Be careful how you position this with your boss, however, since a confrontational approach such as, “Why haven’t I been promoted in seven years?” will not be very effective. It is much better to come to the meeting with an analysis of what you have done in your current role to deserve a promotion, how a promotion fits into your career plan, and how your promotion will help the organization achieve its’ own objectives.

No matter what your boss says, do the following: Act the part, dress the part

At all times, you need to demonstrate that, in effect, you are already performing well at the new level you wish to achieve. Your boss, and others around you, needs to easily be able to visualize you in the new role (even if that role doesn’t currently exist). That could mean a big change in attitude, coming across in a more mature manner, for example, or networking with a higher-level group to learn how they are doing things. You need to live, breath, dress and act as if you’ve already been promoted. Sometimes it is the subtle changes that can make all the difference. And if you do get promoted, you’ve already had “practice” in your new role, making the transition easier for you.

Good luck!

Michael Mayne, M.B.A., CMA, is Managing Partner and a Certified Professional Career Counsellor at Catalyst Careers, a Career Transition, Counselling, and Outplacement firm. Michael has been involved in the not-for-profit sector for many years, and is Past President and Treasurer of ALS Canada. To contact Michael, visit: www.catalystcareers.com.

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Disclaimer: Advice and recommendations are based on limited information provided and should be used as a guideline only. Neither the author nor CharityVillage.com make any warranty, express or implied, or assume any legal liability for accuracy, completeness, or usefulness of any information provided in whole or in part within this article.