A few weeks ago one of my team told me she had accepted another role within the company.
As a manager, naturally I was happy for her, she is a high performer and moving on to another role is part of her career plan.
I was left with a vacancy that required filling, which is only for a short term as this particular role has 6 months left to run.
I chose to offer that remaining 6 months to a team member who has shown a keen interest in ‘stepping up’ as I think she has the potential to develop into a good manager.
A few days later another team member asked me to provide feedback on why she wasn’t offered the role.
And here is the crux of the problem, and without trying to gender stereotype, it has been my experience that women rely too heavily on assuming that people ‘notice what they do, and that alone will result in a promotion.”
Technical competence is certainly a prerequisite for promotion, but that alone wont guarantee you one.
Does you manager even know you are looking for those types of roles? Or that is what you aspire to be?
Your manager are there to assist you in your career development and management, so letting him or her know what your future plans are, will assist then with identifying opportunities of interest for you.
Don’t forget your manager will interact with a cross section of people during the day, and will often pick up the ‘inside track’ on vacancies, not only within your own department, but also others.
And if he or she ‘knows’ a team member is exploring a certain career path, can be in a position to make recommendations.
So don’t assume your manager, knows your career plans and goals if you have never spoken about them.
A manager is not a mind reader, and it is your responsibility to share your goals with them if you want them to assist you.
Remember the basic principal, “If you don’t ask, you don’t get.”