Promotions often seem like enigmatic milestones, randomly granted to a select few while others remain stuck despite relentless effort. Many professionals enter the workforce believing that head-down dedication and strong performance alone will get them ahead. But in reality, the corporate ladder isn’t climbed with hard work alone—it’s ascended by mastering the unspoken rules that govern workplace dynamics.
This article distills the insights from a powerful career advice session by Gorick Ng, a Harvard career advisor and bestselling author, and a seasoned professional who has climbed the ranks with four promotions in eight years. By combining academic expertise with lived experience, the discussion unveils how high performers navigate their careers, build influence, and strategically position themselves for growth—often in ways that aren’t taught, written down, or openly discussed.
Below, we explore the nuanced strategies that separate insiders from outsiders, how to decode hidden expectations, and how to proactively shape your path to promotion.
1. Understanding the Hidden Landscape: The Unspoken Rules
When new professionals enter the workplace—particularly those from underrepresented or first-generation backgrounds—they often bring admirable values: diligence, humility, and an eagerness to contribute. Yet, many find that these virtues, while important, are not enough.
What Are the Unspoken Rules?
Unspoken rules refer to the informal, unwritten norms and expectations that govern how to thrive at work. They’re the subtleties of communication, visibility, timing, and initiative that are rarely explained explicitly but heavily influence promotion decisions.
The Insider vs. Outsider Dilemma
Professionals with mentors or family members in similar fields often learn these rules informally—over dinner conversations or casual advice. These “insiders” are equipped with insights about when to speak up, how to navigate office politics, and how to build relationships strategically. In contrast, “outsiders” must learn these lessons through trial and error, often facing setbacks before they even know what they did wrong.
2. Moving Beyond Being Useful: From Execution to Impact
The difference between being busy and being impactful is pivotal. Many employees complete tasks diligently, but that alone doesn’t earn recognition. High performers stand out not because they do their jobs, but because they understand the broader goals of their organization and align their actions accordingly.
The Power of Visibility
Getting promoted isn’t just about what you do; it’s about who sees you doing it. Building relationships, contributing visibly, and taking initiative are crucial. It’s not enough to execute tasks—you must position yourself where your efforts are seen, valued, and remembered by decision-makers.
3. Clarify Expectations with the 4 Questions: Why, What, How, By When
Most people treat tasks like items on a checklist—just get it done and hand it back. However, those who rise ask deeper questions that clarify intent and improve outcomes:
- Why is this task important? What’s the broader goal?
- What does success look like? Is it a report, presentation, or email?
- How should it be approached? Independent research, collaboration, or data analysis?
- By When is it truly due? What’s the real deadline, not just the one on paper?
By getting clarity upfront, you reduce rework, exceed expectations, and signal ownership—traits that distinguish promotable employees.
4. Map Your Path: Create a Macro-Micro Career Roadmap
Career advancement should never be left to chance. A structured roadmap helps align your efforts with the right timing and actions.
Macro Timeline vs. Micro Tasks
- Macro refers to your long-term timeline—when you aim to hit key milestones (e.g., six months to master your core role, another six to exceed expectations).
- Micro includes the smaller, recurring tasks—mentoring peers, presenting to leadership, or initiating cross-functional projects.
By mapping these out, you ensure that your contributions build momentum and credibility at the right pace, so when the time comes to ask for a promotion, you’re not just ready—you’re undeniable.
5. Build Strategic Relationships: Managing Up, Down, and Across
Career success doesn’t happen in a vacuum. Building a strong internal network is essential. High performers actively manage three types of workplace relationships:
- A Career Mentor One Step Ahead
Not just your onboarding buddy, this is someone already in a role you aspire to. They offer tactical advice and share do’s and don’ts based on recent experience. - A Diagonal Peer
Someone in a related function or team, often at your manager’s level. These peers provide broader organizational insight, collaborate on cross-functional projects, and become powerful advocates during performance reviews. - Your Manager’s Manager
Meeting twice a year with your skip-level manager gives visibility into your work and potential. These conversations should focus on updates, frontline wins or challenges, and thoughtful feedback about improving processes.
These three connections form a triad of influence that can powerfully shape your promotion trajectory.
6. Be Direct: Ask for the Promotion (The Right Way)
Talking about promotions is uncomfortable for many. But dancing around the topic can delay your progress indefinitely. Transparent conversations help identify gaps early, set expectations, and create opportunities for growth.
How to Frame the Ask
Share specific achievements that tie directly to your job goals, and ask your manager for feedback on how you can grow into the next role. Example:
“Over the past year, I’ve overachieved my revenue targets by 10% through initiatives A, B, and C. I’d love to hear how I can best position myself for the next promotion cycle.”
Once you align on the skills or experiences you need, ask your manager to create opportunities to develop them—such as presenting to leadership or mentoring junior staff.
7. Track Your Wins: Play the Game and Keep Score
If you don’t keep track of your achievements, no one else will. Performance reviews often rely on recall and documentation, so make it easy for yourself—and your manager—by organizing your accomplishments clearly.
Two Key Areas to Track:
- Business Objectives (What You Do): Revenue growth, project delivery, cost savings—these should be quantified and benchmarked. For instance, 15% product adoption might sound modest until you realize the team average is 8%.
- Company Attributes (How You Do It): These differ by company. Some value innovation, others prioritize teamwork or leadership. Maintain a quarterly tab in your manager one-on-one document where you link specific projects to each attribute, include talking points, and list colleagues who can vouch for your performance.
This system not only prepares you for reviews—it ensures you’re consistently aligned with what your company values.
8. Specialize to Stand Out: Be the Master of One
In a competitive workplace, breadth is good—but specialization gets you noticed. Instead of trying to excel at everything, become irreplaceable in one key area, especially one that others avoid.
Find the Undervalued Niche
Whether it’s onboarding systems, contract drafting, or backend reporting—own the “boring but vital” parts of your job. These are often neglected but essential, and mastering them can make you indispensable.
For example, creating onboarding content might not be glamorous, but if it frees up leadership time and improves team ramp-up, it makes you invaluable. Visibility and reputation aren’t just built through big wins—they’re built through consistency and reliability.
Conclusion: Influence the 80%, Own the 100%
Promotions aren’t just handed out—they’re earned through strategic, consistent, and often invisible effort. While it might feel like managers control the promotion process, professionals actually have 100% influence over how they are perceived, positioned, and prepared.
Mastering the unspoken rules—by clarifying expectations, managing relationships, tracking achievements, and specializing where others won’t—can transform your career from stagnant to soaring. The key is recognizing that the path to promotion is not a sprint of hard work, but a chess game of strategic moves.
If you’re ready to take control of your career, stop waiting for someone to notice you. Instead, make it impossible to ignore you.
