What do you do if your performance evaluation doesn't lead to a promotion or salary increase?

After a performance evaluation that doesn't result in a promotion or salary increase, it's crucial to seek clarity on the reasons behind the decision. Request a follow-up meeting with your manager or HR representative to discuss your evaluation in detail. Use this opportunity to understand specific areas of strength and areas for improvement. Ask for clear examples and metrics that were considered during the evaluation process. Understanding the rationale behind the decision can provide valuable insights into what is valued within your organization and how you can align your efforts to meet those expectations.

A performance evaluation shall give feedback about the goals that have been set specifically with your manager. As a reminder, those goals must be Specific, Measurable, Achievable, Realistic and should be attained in a specific Time (S.M.A.R.T). Achieving goals do not mean that you will get a salary increase or a promotion. Going above the targets should eventually lead to this. And there are other ways to reward your performance (stocks, bounty,...). It must be clear for your manager that you seek for a promotion and/or a salary increase when setting your objectives and ask him/her what you need to do to get what you want. You may even put a plan in place together.

After a disappointing review, schedule a meeting to seek clarity. Approach it with an open mind, actively listening to the feedback. Understand the rationale behind the decision and the specific areas needing improvement. Collaborate with your supervisor to create a personalized development plan, outlining goals and milestones. Regularly check in on progress and make adjustments. Demonstrate a genuine commitment to professional growth, using this as an opportunity to strengthen your working relationship and map out a path for future advancement. With a proactive, self-improvement attitude, you can flip a disappointing review into a catalyst for positive career development.

When establishing your goals, collaborate with your manager to define the criteria for top performance attainment. Showcase your ability to set ambitious yet achievable objectives with measurable outcomes. Achieving top performer status can lead to salary increases. However, sustained promotion hinges on consistently surpassing expectations, continuously raising the bar, and consistently delivering exceptional results. Strive to demonstrate this commitment to excellence in all your endeavors.

To get a salary increase or a promotion, you need to act and achieve as if you were already one step ahead. So obviously you need to get your skills at the level of the rank you wish to attain. Set up a plan with your manager, seek for support and sponsors in the company. If you want to succeed, you manager can't be the only person to push for your promotion or your salary increase.

Work on your personal brand, seek for sponsors and support outside of your team to help you with your goal to get promoted. It's key to be in people's minds when they will review your performance at the end of the year and when they will review your profile and potential.

If it's been too long you're in the role surely means you need to change of job or company, especially if your demands to move elsewhere in the organisation hasn't been granted. This is not a good sign for your career. Going up is not the only way. Get a mentor, ask for advice from outside of the company. Evaluate different scenarios and start building a plan with several options for yourself.

I was recently asked this question from a newer team member. I think motivated employees can separate themselves apart form others and really create their own personal brand. The changes in the marketplace has employees more focused on work life balance as the main focus of their careers. Therefore, team members who focus on going above and beyond stand out. Team members who ask thoughtful questions stand out. Team members who ask their team what else can they help with before they go home standout. I believe it is easier than ever to stand out and the effort needed starts with a strategic idea for what one would like their career to look like and a simple action plan that helps one stand out.

Asking for a salary increase or to get promoted implies to perform even better as you will get new responsibilities. When you are in a company for a very long time, look at the path you took and imagine what it would be if you get that promotion with higher responsibilities, more people to manage,... Just ask yourself if this is really what you want for your career and the only way to be happy when you get up in the morning to go to work. My point is to stop for a minute and think about your IKIGAI. Are your actions, your life in line with your 'reason to live'? Food for thoughts....