The ‘Promo-Day’ Trap: How Managers Fail their Teams

Why leaders need to do more than what is asked of them, and how to

A Sr. Leader recently outlined their promotion process over a long LinkedIn Post. Managers would compile 8-10 page documents detailing achievements, metrics. They’d present it to a room of Sr. leaders, HR, and cross-functional stakeholders, hoping to convince them to approve a promotion.

“Our bar is high”—the leader wore it as a badge of honor.🏆

I’ve been there countless times—moderating, evaluating, even presenting—and I can tell you, this process isn’t always as noble as it sounds.

One day, a lead came in to recommend a promotion. The document was shaky. His defense didn’t cut it. The promotion was denied. He’d only been managing her for two months; the former lead had actually put the recommendation forward.

This candidate’s future was shaped by lead's ability to build a case, not by her actual performance. Whole year’s worth of work boiled down to “Promo-Day”—and that day was out of her own control.

So what really goes wrong here❓

❌When a lead isn’t skilled at writing or presenting, even great candidates can look lackluster. Talented people miss out because their lead couldn’t sell their story.

❌Politics kicks in. Leads lobby for each other’s candidates, making “understandings” to get their people promoted. Plug that, and a new tactic pops up. It's a game of chess, and candidates have no clue they’re pawns.

❌“Promo-Day” casts a shadow over the entire year’s work. One room, one presentation, one day. And the candidate has no control over it.

This is more than just an unfair process; it’s a recipe for cultural decay.

So, what can we do differently❓

✅Visibility over the year: Skip-level managers, HR, discipline leads, and other stakeholders should see a candidate’s growth all year. Don’t wait until promotion review.

✅Let them present their work: I’ve often heard leads say “They’re not ready.” But how will they ever be ready if they’re never in the room?

✅Coach, don’t shelter: Confidence isn’t built by sitting on sidelines—it’s earned by being in the spotlight, with support behind the scenes. As leads, your job is to prepare them to feel ready, not to stand in for them.

Work with your team..

..before their crucial presentations, drilling into every detail, giving direct feedback. By the time they’re in that room, they own it. They’ve punched above their weight, and have been visible doing so. They’ve earned their spot. They would get their promotion with or without you. 

Why should you leave your team’s future up to a single performance on a day they can’t control?

Your job as leader isn’t to test your team but to champion them, empower them.💪

Yes, they might not appreciate (even hate) the hours you spend dissecting that presentation or revising that document. They might resent the relentless feedback. But one day, they’ll appreciate it for what it was.

Don't leave your teams’ future to chance. Be the lead who truly cares.🌳