How to surmount a ‘promotion plateau’
Key Takeaways
You may think working hard, showing initiative, boosting your skill set, and being a team player is what it takes to be noticed to get promoted. But even w
⚡ Quick Answer
This guide covers how to surmount a ‘promotion plateau’ with practical tips and strategies.
🎯 Key Takeaways
- Master the fundamentals - Learn the core principles
- Practice consistently - Regular practice improves skills
- Apply techniques - Put learning into action
You may think working hard, showing initiative, boosting your skill set, and being a team player is what it takes to be noticed to get promoted. But even with all these notable wins and strides, the call to a higher position often never comes.
The reality of being repeatedly passed over is frustrating—and such a “promotion plateau” can leave you questioning what’s really within your control.
To learn more about the concept, Fast Company asked three career experts for advice on how to handle a stagnant job path . . . as well as what you can do to add some momentum to your promotion game plan.
What exactly is a promotion plateau?
The most significant telltale sign is the feeling of stagnation with one’s career. “This can include feeling like a promotion is coming slower than anticipated, one’s skills are not improving, or that one is no longer being challenged in their role,” says Ryne Sherman, chief science officer at Hogan Assessments, a personality insights provider based in Tulsa.
Typically, a promotion plateau results from the organizational structure of a business with barriers of advancement: hierarchy, red tape, poor structural systems in place, even budget constraints. In some cases, an employee’s apathy and lack of transferable skills due to these structural challenges can affect the possibility of being promoted.
Whatever the reason, “if you cannot see a clear path for advancement in your organization, you may be at a promotion plateau,” Sherman says.
Many large, long-standing organizations have built-in promotional structures that are reliable and predictable in nature. But if you work for smaller, midsized, or younger organizations, they may not have reliable promotional steps built into their system, says Sherman. So you might have to get a bit introspective instead.
“Another place to look is in your gut,” he also says. “Ambitious employees who feel they have reached a promotional plateau will begin to feel dissatisfied with their work.”
“The upside of hiring ambitious workers is that they are often highly engaged and productive,” continues Sherman. The downside? “Organizations without a plan for them will struggle to retain talent.”
The warning signs
Erin Pash, a Minneapolis-St. Paul-based CEO and founder of Pash Company, a social health incubator, offers the following red flags that signal you’re approaching a promotion plateau:
A lack of new responsibilities or challenging assignments
Annual reviews that feel like carbon copies of previous years
Watching peers or junior colleagues advance more quickly
Receiving no substantive discussions about career development during evaluations
Feeling intellectually unchallenged and professionally stuck
Minimal or no exposure to strategic company initiatives
A sense of professional invisibility within the organization
“It’s a persistent sense that your career has hit an invisible wall, despite your continued dedication and competence,” says Pash.
Surmounting the plateau
It requires a multifaceted approach, says Pash, and a commitment of effort and action is expected.
Broaden your skills. Invest in your own skill set and accomplishments by pursuing relevant certifications in your field, and by taking online courses to expand technical and soft skills, Pash explains.
Network—and network some more. Attend workshops and conferences to keep a pulse on your industry. These opportunities can help you develop skills that can keep you aligned with emerging industry trends, says Pash. Plus, attending such events can also build up contacts in your professional circle.
Consider other internal roles. Explore lateral moves within different departments of your company which could offer more room for growth.
Seek targeted feedback. Engage directly with supervisors to understand specific barriers to advancement, says Pash. “Request a comprehensive performance review that outlines precise skills and achievements needed for progression,” she continues. “This candid dialogue transforms performance conversations from passive assessments to active career development planning.”
Leave when you have to. Sometimes you can do everything right and still hit a brick wall with your career. “Some companies are like old boys' clubs where your brilliant ideas and hard work feel about as useful as a screen door on a submarine,” adds Pash.”The smartest move isn't always fighting the system, but recognizing when it's time to take your talents somewhere that actually values what you bring to the table. All the skills you learn to overcome the plateau will absolutely prove to be helpful in the event you begin looking to jump to another ship.”
What are some ways of finding a growth-friendly organization?
When evaluating whether an organization offers growth opportunities for its employees, Karen Burke, a knowledge adviser with the Society of Human Resource Management, says the following strategies are recommended:
A review of a company’s organizational chart can provide valuable insights. Companies with multiple hierarchical levels, such as associate, manager, director, and vice president, typically demonstrate clear pathways for advancement, says Burke.
Assess a company’s management structure. The presence of various management positions (e.g., assistant manager, manager, senior manager, assistant vice president, vice president) reflects distributed leadership and increases the likelihood of opportunities to progress into management roles, she points out.
Evaluating a company’s departmental structure is helpful as well. Organizations with a broad range of departments (such as marketing, operations, and finance), including specialized sub-departments, tend to offer greater internal mobility. This structure supports both vertical and lateral career progression, outlines Burke.
Consider any evidence of business expansion, such as published information regarding business growth, new initiatives, or expanded networks. Whether identified through company communications or external research, this information often signals the potential for future opportunities, she adds.
Identify project-based teams. Companies that utilize project-based or rotational teams frequently facilitate rapid skill development and provide avenues for promotion, notes Burke.
Monitor a company’s vacancy trends. Commonly, frequent or multiple job vacancies may indicate active hiring and suggest the possibility of upward mobility within an organization, Burke says.
Or if you’re up for the challenge—start your own company
But Burke also says another option, as opposed to adapting to the dynamics and timing that lead to promotions, is simply to go into business yourself—a drastic change, to be sure, but it can lead to drastic growth.
That’s “especially if you find yourself in a company or industry with inherently limited growth opportunities,” says Burke. Again, sometimes growth-limiting organizational structures are simply too much for you (or anyone else) to overcome.
Should you decide to explore this option, it’s recommended that comprehensive market research is conducted: evaluating your risk tolerance, and developing a strong business plan. “Starting your own business can provide a platform to pursue professional opportunities that align with your aspirations and skill set. Entrepreneurship also offers the ability to shape your own career path, respond proactively to market needs, and foster both personal and professional development.
“This strategic approach will enable you to leverage your experience and expertise, resulting in greater autonomy and, possibly, career satisfaction,” she says.
Unfortunately, a promotion plateau is tricky, because there can be so many different factors limiting your growth.
Fortunately, though, you do have a lot of options available to you, if you’re willing to do your research and think outside the box.
“Based on my experience, employees who encounter a promotion plateau typically pursue several strategies to advance their careers,” says Burke.
❓ Frequently Asked Questions
Q1: How do I get started with how to surmount a ‘promotion plateau’?
A: Begin by understanding the basics, then practice regularly with feedback.
📚 References & Sources
- Toastmasters International - Leading organization for public speaking and leadership