Career Hack: How to get promoted

Career Hack: How to get promoted

Career Strategy


In 2010, I began working with arguably Nigeria’s largest multinational oil and gas corporation, [name witheld]. I got promoted three times in 18 months.
This was both unheard of and for many challenging to accept for obvious reasons.
If you have a job or have a friend who is working for any organization, I suggest you stop reading and get them here now.

I suggest you write down as much as you want. Copy and paste all you want! Share this post! Right now! Please! You need this information! Africa needs this information! If you are an ambitious employee, the desire to move up the ranks in a company is often bridled by a hard reality – Climbing the corporate ladder takes time. To rise from an assistant or coordinator to a manager or director doesn’t happen overnight.

It may not even happen in the span of a few years. This frustration over the pace of advancement leads many younger employees to leave one company for another.
These days, and for most millennials, switching jobs goes with the territory. Most millennials expect to leave their current job within three years.
Generation Xers, tend to stick around for 5 to 7 years,

Millennials are those born between 80s-2000s. Generation Xers are those born between the 60s – 80s.
Millenials like me have seen pepper growing up against a backdrop of economic recession and scarcity,
They have learned that getting ahead requires hustle, entrepreneurial skills and creativity.
Waiting around for a promotion—or hoping that long-term loyalty will be rewarded—just isn’t in their DNA.

I get this frustration. I have been an employee. Now an entrepreneur,
I’ve never been one to patiently climb the corporate ladder, either.
There are ways to hack your way into a career climb.


I call this ‘Scaling the Fence’. Many employees may be overlooking a sugar chance here – my advice? Move over, to Move up.
Transferring laterally within a company, as in finding a new role in a new department can be a very fine move.

It may not immediately translate to more pay or greater responsibility. But it will bring clear benefits, both in the short- and long-term.
1) You get to work with a new team on new projects,
2) acquire new skills on the job, expand your resume and get paid to do so.
3) At the same time, moving laterally is almost always less disruptive than finding a brand new job. You’re spared all the job hunting, on-boarding and life upheaval that goes along with starting over.
4) Again, you’re often able to talk your way into positions that you might not qualify for at another company.
5) You learn to perform multiple roles within a company—and do them well— this makes you quickly become invaluable.
6) You amass a skill set that a) practically no one else possesses and b) has and adds real value to the business.

And that’s where promotions and fast-track advancement often do come into the picture.

I scaled the fence 3 to 4 times between 2010 & 2012 in that oil company. It contributed to my swift multiple promotions and as you can imagine, my salary tripled.

Let’s take an Example: Say you are in sales department. Instead of pursuing a senior sales role, however, you switch to marketing.
The learning curve can be steep initially, but truth is you know exactly what prospective customers want and you know how to translate that into ads and marketing campaigns.
You are straight up an employee worth keeping and promoting.

Yes not all managers are happy about losing their people to other departments. But if an employee isn’t fulfilled in a role, then something has to give.
I’d rather see my staff shift to a different team than lose him altogether. And any manager with wisdom wants what’s best for her employees.

There’s no point in keeping someone around who isn’t happy, no matter how talented he may be. It’s far better to find alternate ways to channel that energy.
The key is ensuring you are not being perceived as a threat but as a team player in a co-team working yet harder for the big picture of the organization.
Team Building – where teams have the chance to pitch to the entire company – can help break down fence scaling barriers.

After work, social events—from talent nights to informal send forth parties—give employees a chance to connect with people outside their immediate circle. There’s huge value in those interactions—introductions are made, questions are asked and seeds planted for collaboration down the road.

That’s your golden chance. Now go show yourself! Like a billboard on steroids!

Okay this is getting too wordy.
See you next post!

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Israel Raphael
Israel is a successful startup entrepreneur, CEO of The Fixt & Excel Inc., Consultant at Leadwise Consulting Inc., Founder of The CAYD Network., emerging author and Creator of - As a natural critical thinker, Israel takes complex leadership, management and business ideas and converts them into simple life lessons for today and tomorrow's entrepreneurs.