I've managed hundreds of employees. Here are the top 5 things people do wrong when asking for promotions or raises - and what to do instead.

"If you think the group that got their requests granted was innately more talented or harder working than the group that didn't, think again. The truth is that, most of the time, the request itself wasn't the problem. The candidate wasn't even the problem. It was the timing that made the difference. Promotions and pay raises are business decisions, not gifts. This means that even the strongest performers will hear "not now" if they ignore the situations that surround them."

"I once had a high performer who was promoted to senior manager after a solid year. Less than 90 days later, she sent me a proposal for another title change - accompanied by comp benchmarks and a list of expanded responsibilities. She was doing more, but she hadn't been in the role long enough to demonstrate success at that level, and she lacked the self-awareness that no one should ask for more every quarter."

Promotions and pay raises are business decisions shaped by timing, organizational needs, and demonstrated results. Qualified employees can be denied advancement when requests occur at inopportune moments rather than from lack of ability. Common timing errors include asking for another promotion too soon after a recent advancement and raising career demands during the earliest meetings with a new manager. Rapid role changes should be documented and discussed during regular check-ins. Employees should map their career path, identify the next role, and allow sufficient time for the business to observe impact before requesting a level change.

Read at Business Insider