It’s exciting, no doubt about it. Your expertise, hard work, and perseverance paid off. You’ve landed the promotion you’ve been working toward—and it’s a big career milestone. Then, along with exuberance, reality sets in with a bit of nerves for this new challenge. Now you have to deliver.
Even though promotions are exhilarating, they often come with uncertainty. Going from a position where you had proven yourself into a position with greater expectations and leadership responsibility will put a knot in the most confident stomachs.
Oftentimes, the easiest kind of promotion is where you’re promoted into a new environment with a new team to work with. That is like a clean slate. Much more challenging is the internal promotion within a business unit—especially when moving from peer to boss. Like it or not, we create an identity at work and many of our co-workers identify us with our role. Change our role or give us more responsibility, and people around us sometimes have difficulty adapting. There are also occasions when the person promoted has difficulty adjusting.
So what should you do after getting promoted?
Let’s take a look at some of the key next steps you can take to ensure a successful transition into your new role.
Step 1: Listen To Learn, Not To React
Embrace the newness and recognize your stakeholders—those affected by your work and your team’s work. Even if you are working with some of the same people, you likely have new priorities and relationships to manage. Meet with them and listen to their feedback. From employees to suppliers to customers to your boss, they will let you know what’s going well and what needs improvement from their perspectives.
Make active listening your leadership superpower. You don’t need to promise the world just because you’re in a new role. You are there to gather their feedback so you can ensure expectations are met. You will learn a lot when you actively listen, and these people will notice your engagement.
Keep a simple stakeholder feedback log to track patterns, concerns, and quick wins. It’s a small habit that builds trust fast.
Step 2: Create A Clear 30-60-90 Day Plan
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Your promotion was a competitive process. Your boss saw something in you that persuaded them to give you this opportunity. There is almost always a learning curve to your new position, but during the transition, put together a plan for yourself and your role going forward. You bring a skill set, expertise, and a new perspective. These are all ways you can add value.
Break down your first 90 days with SMART goals (Specific, Measurable, Attainable, Realistic, Time-Bound):
- 30 days: Learn, observe, and build relationships.
- 60 days: Start identifying small wins and potential improvements.
- 90 days: Implement initial changes, track progress, and refine plans.
The promotion is not the high water mark; it’s the launching pad. Start building momentum early. You have greater things in store.
Step 3: Communicate Expectations & Build Trust
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Be as transparent as possible about your goals and expectations. This communication should be the case up and down the chain of command, and you have to actively invite feedback and demonstrate a willingness to listen to it.
Once you have developed your plan and milestones, meet with your supervisor to discuss them. Clarify their expectations and success metrics. If you have not worked closely with this person before, it may be helpful to meet regularly, at least while you get your feet wet. Get to know their expectations and communication preferences. See to it that you’re both on the same page strategically and tactically.
The same holds true if you have any employees reporting to you. They should be aware of the direction you want them going in, and they should know how you prefer to communicate. Share your vision, values, and goals early and often. Research has shown that we are more successful at working toward goals and implementing new habits when we communicate them to others. We allow people to hold us accountable. In a team environment, there is no other way to move the needle.
Finally, why emphasize communication preferences so much?
Workplace relationships thrive when everyone knows how to communicate effectively—especially in hybrid or remote settings. Sending an urgent email to your boss when she only checks email once a day can be useless. Aligning on communication tools and response expectations reduces friction and improves efficiency.
Taking the time to understand these important details can ultimately pave the way for cohesiveness and long-term success after your promotion. Don’t rush the process. Grow into the role strategically.
Celebrate your accomplishment, but remember: the next chapter of your career starts now. Good luck!
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