Latest / The Promotion Memo with Fexingo: Getting Visibility, Sponsors, and Executive Presence / How One Employee Got Promoted by Writing a Career Memo
Transcript
- Lucas: Sarah had been a senior analyst at a mid-sized tech firm for nearly four years. She had strong reviews, she'd led two major client implementations, and she'd mentored three junior hires. But when promotion cycles came around, her name never came up. Luna: She was doing the work of a manager but nobody saw it that way? Lucas: Exactly. And she told me that in her one-on-ones, her boss would say things like 'you're doing great' but there was no concrete plan. So she decided to do something that felt a little bold. She wrote a career memo. Luna: A career memo — like a one-page document making the case for yourself? Lucas: That's exactly it. And it wasn't just a list of tasks. She structured it in three parts. First, a 'brag sheet' — but not the boastful kind. She quantified her impact: 'Led two implementations that saved the company $400,000 in operational costs year-over-year.' Second, a gap analysis — what she needed to learn to be ready for the manager role. Third, a clear ask: 'I want to be considered for the manager role opening in Q3.' Luna: And she shared that with her boss? Lucas: She shared it with her boss and her boss's boss — the skip-level. And she asked for their feedback. She framed it as, 'I want to make sure I'm on the right track. Can you help me refine this?' Luna: That's smart. You're not demanding anything, you're inviting them into your development. It makes them feel like they're part of your success. Lucas: Right. And the skip-level was impressed. He wrote back within two hours saying, 'This is exactly what we need from future managers. Why hasn't this been discussed before?' That memo became the basis for her promotion conversation. Three months later she was a manager. Luna: So the memo itself was a signal. It showed that she thinks strategically, she's self-aware, and she's proactive. Those are manager traits before she even had the title. Lucas: Exactly. And it's not about writing a novel. Keep it to one page. Use bullet points. Lead with numbers. The gap analysis is crucial because it shows you're not just asking for a title — you're saying 'I know what I don't know and I want to close that gap.' Luna: What if your boss isn't receptive? Like what if they see it as pushy? Lucas: That's a risk. But Sarah actually tested the waters first. She'd seen her boss respond well to other people who took initiative. And she timed it — she sent it a few weeks before the promotion cycle started, not during. And she asked for feedback, not a decision. That lowered the stakes. Luna: I think a lot of people struggle with quantifying their impact. They know they did good work but they don't have the numbers. Lucas: That's where you have to get creative. Look at project outcomes. Did you reduce time by 20 percent? Increase customer satisfaction by 15 points? Even if you don't have exact figures, use ranges and approximations. 'Reduced processing time by roughly 30 percent' is better than nothing. And you can validate with colleagues. Luna: Another thing — Sarah's memo wasn't just about her past. She also included a future plan. What she wanted to learn, what projects she'd take on. It's like a mini business plan for her career. Lucas: That's exactly how the skip-level saw it. He said later that it made it easy for him to advocate for her because he had concrete talking points. He used her memo verbatim in the promotion committee meeting. Luna: So the memo becomes your advocate even when you're not in the room. That's the power of writing it down. Lucas: And that's something we see across many of these stories on the show. The people who get promoted aren't always the loudest — they're the ones who make it easy for others to say yes. Luna: Speaking of making it easy — we should mention that this show itself is possible because of listeners who chip in. A handful of people support us monthly through Buy Me a Coffee dot com slash fexingo. It's a small group, but it literally funds keeping these episodes ad-free. Lucas: Yeah, and we really appreciate that. If the show has helped you think through a career move or a decision, that's the best way to keep it going. No pressure ever, but it makes a real difference. Luna: Alright, back to the memo. One pitfall we've seen is people writing a wish list instead of a case. Like 'I want more money' or 'I want a corner office.' That's not a career memo. Lucas: Right. The memo has to be grounded in value delivered. Sarah's memo was about what she'd done for the company, not what she wanted from it. And the ask was specific: 'I want to be a manager in Q3.' Not 'someday.' Not 'maybe.' There was a timeline. Luna: And she also gave her boss an easy out. She said if they didn't think she was ready, she wanted to know what specific milestones would get her there. So it wasn't a threat — it was a partnership. Lucas: That's key. You're not cornering them. You're giving them a document they can use. And if they say no, you have a clear roadmap to yes next time. Luna: Let's talk about who else you should share it with. Sarah shared it with her skip-level. But is that always wise? Lucas: It depends on your relationship with your direct boss. If you think they'll feel undermined, maybe don't. But Sarah's boss was supportive and actually appreciated that she was taking initiative. And the skip-level's reaction helped her boss see her in a new light. So it can be a win-win if done respectfully. Luna: Another approach is to share it with a mentor first. Get feedback before sending it to decision-makers. That way you can refine it. Lucas: Great point. And if you don't have a mentor, this memo itself can help you find one. When people see a well-structured career plan, they're more likely to invest in you. Luna: So if someone wants to try this, what's the first step this week? Lucas: Start a folder. Every time you get a compliment, close a deal, or finish a project, write down the impact. Just bullet points. You don't need to format it yet. After a month, you'll have raw material. Then you can shape it into the three sections: wins, gaps, ask. Luna: And keep it to one page. No one wants to read a novel about your career. They want a clear, compelling case. Lucas: Exactly. One page, hard numbers, and a specific ask. That's the formula that got Sarah promoted. It can work for a lot of people. Luna: I'm curious — have you ever written one yourself? Lucas: I have. Early in my career. It didn't get me a promotion right away, but it got me a meeting with a senior leader who became my sponsor. I think the act of writing it clarifies your own thinking as much as it communicates to others. Luna: That's a good point. Even if you never send it, the exercise of writing a career memo forces you to articulate your value. And that confidence shows up in meetings, in interviews, in conversations. Lucas: Right. So consider it a tool for clarity first, advocacy second. And if you do send it, you've already done the hardest part — you've made your case. Luna: And if you're listening and you've tried something like this, we'd love to hear about it. But for now, thanks for being here. Lucas: Take care, and see you next time.