7 Habits That Could Cost You Your Year-End Promotion, According to Experts

It’s that time of year again: Q4. Holidays are coming at us at full speed, PTO is being used left and right, and company decisions are quietly being made behind closed doors. As the year winds down, so does the opportunity to land that well-deserved promotion. You’ve been showing up, working hard, maybe even going above and beyond—so why does it feel like you’re still being overlooked? The truth is, when it comes to a promotion, it’s not always about how well you do your job. Subtle habits, behaviors, and even your mindset can quietly sabotage your chances. I spoke to experts to break down what might be standing in your way of that end-of-year promotion—and what you can do to turn it around.

1. You’re not speaking up

Even if you’re excelling in your current role, you might have strengths going unnoticed. In any organization, it’s easy to blend into the background, and your manager may not fully recognize what you bring to the table. Our advice? Don’t wait for someone to notice! Proactively showcase your abilities by taking visible actions—speak up early in meetings, contribute thoughtful ideas, volunteer for projects, or offer to lead tasks. These are clear signals that you’re eager for more and capable of it, too.

Additionally, “It’s important to actively express your interest in growth,” says Cristiano Winckler, Director of Operations at Somebody Digital. Simply put, if you don’t communicate your goals, your employers will have no idea that you’re interested in moving up, he explains. So, make it known that you’re interested in growing within the company—whether that’s through regular career check-ins, expressing interest in leadership opportunities, or asking for feedback on what it would take to move to the next level.

MEET THE EXPERT

Cristiano Wickler

Cristiano Winckler is a seasoned professional with over 20 years of experience in digital marketing and operations. He has led diverse teams and driven growth across multiple industries. At Somebody Digital, Cristiano has served as Director of Operations and Director of Digital Marketing, where he combines strategic vision with hands-on execution. He oversees daily operations, optimises processes, and ensures teams remain aligned and productive.

2. You don’t have a strong relationship with your manager

According to Winckler, “If you don’t have a strong relationship with your manager, it can affect your chances of getting a promotion”. This is where open communication and trust come in. A distant relationship can quietly hinder your chances of being promoted, no matter how well you think you’re performing. If you’re not actively communicating with your manager by seeking feedback from them, truly listening to it, and applying it, you could be blind to the very issues that are keeping you from moving up. If your manager doesn’t see you as receptive and easy to work with, they’re far less likely to advocate for you.

Strengthening that relationship might look like actively participating in 1:1 meetings or just generally communicating more with your direct manager—whether it’s work-related or just asking how their day is going. If you’re working in a remote or hybrid situation, this might look like setting up check-in video calls where you’re interacting (virtually) face-to-face. If you’re in-office, maybe ask for a minute of their time to talk about your progress directly when you run into them at the watercooler.

3. You’re too nice

Although Winckler agrees that “kindness and being a team player are great traits in a manager,” being a constant people pleaser might be what’s holding you back. If you’re always saying yes, avoiding conflict, or hesitating to speak up, you risk being seen as passive rather than promotable. Leaders are expected to show initiative, voice opinions (even if they’re unpopular), and give honest feedback when necessary. If you’re too focused on keeping everyone happy and not drawing attention to your contributions, you’ll blend into the background.

“If you’re always saying yes, avoiding conflict, or hesitating to speak up, you risk being seen as passive rather than promotable.”

Although you can’t change your people-pleasing tendencies overnight, you can set small, achievable goals to overcome them. This might look like offering at least one opinion or idea in each meeting, or rewarding yourself for saying “no” to a task you truly don’t have time for.

4. You’re not positioning yourself as a micro-mentor

According to Rob Phelps, founder and strategist from Digital PR UK, “a Harvard Business Review found that employees who provided informal mentoring were 30 percent more likely to be promoted, even if they weren’t in official leadership roles.” Actions like guiding a new hire or sharing insightful industry knowledge position you as someone generous with your expertise and eager to help others grow, too. These consistent behaviors can build your reputation as a go-to person—a key quality managers look for when considering candidates for promotion.

MEET THE EXPERT

Rob Phelps

Rob Phelps is a PR strategist and the founder of DigitalPR.co.uk, a boutique agency specialising in innovative digital campaigns that blend storytelling with data-driven results. With over a decade of experience in public relations, he has worked with global brands to amplify their online presence and build meaningful connections with audiences. Known for his creative flair and sharp strategic insight, Rob leads his team in redefining how modern PR drives measurable impact.

5. You’re struggling to adapt to changing priorities or new company goals

In today’s fast-paced work environment, adaptability isn’t optional. In fact, it’s a core leadership trait. If you resist change or cling to old processes, it can signal to managers that you’re not ready for more responsibility. For example, maybe your company pivots to focus on a new topic, starts emphasizing collaboration, or adopts a new project tool or software (AI, I’m looking at you). If you’re slow to adjust or resistant, it sends a message that you’re not ready to grow with the business. On the other hand, employees who embrace change—like volunteering to lead the rollout of a new process, or quickly learning and advocating for a new tool—position themselves as flexible and ready for leadership. Promotions often go to those who not only keep up with change but also actively help drive it.

6. You’re not demonstrating impact beyond your immediate responsibilities

Doing your core tasks well is important—but if you want to stand out, you need to show that you can create impact beyond just your role. That might look like suggesting a process improvement that helps the whole team work more efficiently, jumping in to support a cross-team project, or sharing insights that help solve a bigger business problem. These kinds of contributions show that you’re thinking beyond your to-do list and starting to act like a leader. That being said, this doesn’t mean you have to stay late every night or take on a heap of tasks you don’t have the bandwidth for. Helping where and when you can, in areas you’re truly passionate about, can demonstrate your ability to create impact.

7. You’re not stepping into leadership behaviors

If you’re aiming for a promotion but not actively showing leadership behaviors, you might be getting overlooked. You don’t need to have “manager” in your title to act like a leader—things like mentoring a newer teammate, stepping up to solve problems instead of waiting for someone else to fix them, or taking initiative on a project all show that you’re ready for more responsibility. But leadership is more than just being proactive. It also means demonstrating crucial soft skills, like knowing how to communicate clearly, staying calm under pressure, being open to feedback, and continuously seeking learning opportunities.

Being a strong leader is also about making decisions, delegating when it makes sense, and supporting the people around you. Managers want to promote people who make their lives easier, not harder—people who lead by example, bring solutions, and help others succeed. If you’re waiting to be told what to do or are only focused on your own work, you’re missing key opportunities to prove you’re ready for the next level.

ABOUT THE AUTHOR

Jenna Piotrowicz, Editorial Assistant

Jenna began working as an Editorial Assistant for The Everygirl in 2024. With her eye for detail, she assists the team with content creation, sourcing products and images, and works behind the scenes to support The Everygirl in uploading and updating content.

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