Be proactive when you ask for a promotion

The questions are submitted by readers, and Taylor's answers below have been edited for length and clarity.

Question: After being in my position for a few years, how do I go about asking for a promotion? – Anonymous

Johnny C. Taylor Jr.: Being proactive is always better than being reactive. If you’re doing genuinely good work – and can prove you’re ready for the next step – don’t waste another day waiting to be seen.

Step up and start the conversation yourself.

Before speaking with your supervisor, though, consider what’s at the core of your promotion pitch.

Is it all about you? Or, is it about you and the organization?

These are important questions, because nothing will crush the potential for promotion faster than a self-centric pitch.

For example, starting with, “Well, I deserve it because I’ve been here for X number of years” sounds entitled and immature.

It also heaps the hard work of justifying a promotion onto your supervisor to take to senior leaders.

As for the right way to ask for a promotion, your actions will depend on the specific conditions of your position, performance and workplace.

That said, the best general approach any employee can take is making a selfaware pitch.

Self-awareness in the workplace means knowing yourself, your supervisor and your employer. This means showing you have objectively evaluated your performance, you see yourself and the situation from your supervisor’s perspective, and you understand your part in – and value to – the whole organization.

One way of demonstrating selfawareness is by building a thought-out business case for your promotion. Be clear about the return on investment you provide your employer. Show you recognize your value by reflecting on and listing your past achievements. And explain how a promotion would empower you to deliver even more value going forward.

Q: Explain how reference checks should work. What questions can be asked and not asked? Can a hiring manager contact my supervisor directly? When a phone number for a reference for my current position is required on an application, should I refer them to HR or to my manager? – Jeff

Taylor: Reference checks provide a sense of a person as an employee, colleague and team member. A reference check complements an application and interview.

Most application forms ask for professional references, and employers expect candidates to offer the names of three or so former supervisors or colleagues with whom they have had significant interaction. Sometimes, job candidates are asked to sign a release allowing a recruiter or HR professional to solicit references.

As with an interview, there are appropriate questions in reference checks, and discrimination laws apply. Most important, questions should be related to the position. For example, “Does he have adequate skills to perform these tasks?”

Questions also address work styles and interactions with others. For example, “How did the employee work with others?” and “Did he take opportunities to gain leadership experience?”

It’s not uncommon for references to be asked why the person left his job and whether the employer would rehire him.

Always ask for permission before using someone as a reference. Contact your references before submitting a resume or application, explaining the job you are applying for and reminding them of related work you did with them. That way, they will be prepared to speak about you on your behalf.

Applications sometimes ask for information about an immediate supervisor, along with the question “May we contact?”

In this case, it’s fine to list your immediate supervisor. But you can ask for confidentiality if your supervisor does not know you are looking for a job. It would be awkward for both of you if your boss found out through a reference check.

The reality, though, is that many employers have a policy prohibiting supervisors from giving external references. In these cases, HR responds to reference-check requests.

If asked for a phone number for your current employer, it’s probably best to refer them to your HR department.

When your supervisor is a valuable reference but limited in his or her ability to speak, ask for a written letter of recommendation. A recent performance review, which is easily accessible, can also prove valuable to you.

Johnny C. Taylor Jr., a human-resources expert, is tackling your questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society.

Show you recognize your value by reflecting on and listing your past achievements.