February 2, 2026
Office Hunger Games
What Most People Miss About Getting Promoted – By Yue Zhao
Promotions: merit, politics, or just doing the job
TLDR: Executive coach Yue Zhao says promotions hinge on timing and potential, not just past wins. The community claps back: it’s subjective belief, already doing the bigger job, and personality politics—plus a global split on whether promotions are planned or performed. It matters because title, pay, and power rarely line up.
Yue Zhao’s The Uncommon Executive says promotions aren’t trophies for past wins; you need to sell why now and show potential for bigger impact. The comments? Pure workplace soap opera. palata throws the first spark: it’s not who has potential, it’s who leaders believe has it—hello bias, office politics, and gatekeeper vibes. EZ‑E fires back with the everyday reality check: most people get promoted only after they’re already doing the higher‑level job, uncredited and unpaid. Then physicsguy drops the personality grenade: you can deliver results, but if you’re an “asshole” to management, that ladder disappears fast. Cue memes like “Certified in Not Being an A**hole” and jokes about “vibes‑based promotions.”
Culture clash hits hard when Quothling asks if this is a USA thing; in their world, you ask, plan, get the cert, and move up—no theatre required. GuB‑42 adds the existential twist: do you want a promotion (more people wrangling) or just a raise (keep doing the thing you’re great at)? The thread devolves into a relatable tug‑of‑war: timing vs trust, performance vs politics, title vs pay. Yue’s advice says make a business case; the crowd says learn the game—and decide if you even want to play.
Key Points
- •Past performance alone is insufficient for senior-level promotions; timing and potential must be addressed.
- •Candidates should make a clear business case for why promotion should occur now, detailing incremental value.
- •Doing higher-level work without the title can reduce incentive for promotion.
- •Role-up-leveling factors include leading senior hires, leadership forum participation, and external representation.
- •Promotion is often used as a retention tool; candidates should signal commitment while noting attractive alternatives.