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🎵 I want money! That’s what I want.

If you think showing up every day and doing a great job is sure fire way to get a pay rise or pr*motion…. then I’ve got some bad news for you.

Many data professionals assume that if they do a great job, a pr*motion will naturally follow. But the truth is, pr*motions aren’t handed out just because you’re good at your job.

If you want to move up in your career, you need to be forthright and intentional about making it happen.

Think about it - if you’re really great at your job and don’t ever ask for more pay, the company is hardly going to fall over itself trying to pr*mote you and give you more money (unless of course they think you’ll leave without it).

Without a clear strategy, you risk stagnation. The benefits of proactively driving your career forward include increased responsibility, higher impact, and of course, greater financial reward.

Below you’ll find my step by step strategy for how you can take control and position yourself for the next level.

_{Check out the results from last week’s poll at the bottom of this post!}

Hope is not a strategy. This is👇🏻

If you want to move up, you need a deliberate plan and proactive conversations with your manager and stakeholders. While no strategy guarantees a pr*motion, taking these steps will significantly improve your chances.

Here’s how, step by step:

1. Keep a wins folder 

   Track all the great outcomes you’ve achieved or contributed to. Include positive feedback from stakeholders and, wherever possible, commercial outcomes such as cost savings or revenue impact. This evidence will be invaluable in demonstrating your value.

2. Define your next career stage 

   Work with your manager to clarify what the next level in your career looks like. Write down the specific responsibilities and expectations of that role to ensure alignment - alignment here is crucial so be clear in you conversations.

3. Identify skills gaps

   Compare your current capabilities with what the next role requires. Together with your manager, list the areas you need to improve, and ensure they agree with this assessment.

4. Set a timeline 

   Discuss with your manager when a pr*motion is realistically possible. Is it in the next cycle, the one after that, or could it happen out of cycle? Get clarity on the timing. Remember, it might not be right around the corner - these things take time.

5. Build a business case for your pr*motion 

   Companies promote people based on the value they can bring. Write a statement outlining how your pr*motion will drive business value, whether through efficiencies, cost reductions, or revenue opportunities. Use your wins folder to showcase your track record, but avoid making specific promises on numbers/projects.

6. Create an action plan

   Work with your manager to establish a roadmap for closing your skill gaps. If you need training, schedule it. If you need to demonstrate a particular competency, plan how and when you’ll do so. Ensure these goals are achievable within the required timeframe.

7. Get written commitment 

   Ask your manager to put in writing that if you meet the agreed goals, they will advocate for your pr*motion at the right time. While they may not have sole decision-making power, their backing is essential.

Taking these steps won’t guarantee a pr*motion, but they will put you in the strongest position possible. Be clear, be intentional, and take control of your career growth.

(If you’re curious about why I’ve stared out the word pr*motion it’s to avoid email spam filters from thinking I’m trying to sell you Ray Bans 🕶️ )

🏠 Community Corner

I want to introduce you to community member Carl. His company, AIgent Forge is doing some cool stuff with AI agents that are designed to help out founders working with limited bandwidth scale themselves. They have both readymade AI agents and can also build custom agents and automation flows tailored to existing tech-stacks and unique situations.

They even help you to build your own!

I caught up with him recently and he took through what they're doing - it literally blew my mind. He was telling me about one company they'd worked with that was able to turn 60% of their workforce into AI builders - most of whom were from non-technical roles.

If this sounds interesting to you - here's the link to check them out!

📍If you’d like to be featured in my community corner in future, hit me up by replying to this email or find me over on LinkedIn.

⚡️ Previous poll results

Last week I asked you: Have you already begun using AI in your data work?

Here’s how you responded:

Looks like most of you are getting hands on with the AI tools - good to see!

Tristan Burns

Find me on LinkedIn or Book a 1:1 call