Are Work Promotions Really Based on Skill?
As an employer and the author of The Wow Factor Staff, I can confidently say that skill is important – but it is not the only factor behind workplace promotions. Skill can help you get the job but it is not enough to help you get a promotion.
In over a decade of hiring and managing staff, I’ve seen highly skilled people stay stuck in one role for years, while others with average skills climb quickly. Why? Because promotions are based not just on skill, but on value visibility.
Let me explain.
Skill is your technical ability to do the job well. But in many cases, the people who get promoted are those who also understand what matters to their boss and the organization’s goals.
For example, I had two staff members. Let’s assume their names are Bolanle and Femi. Both were skilled. But Femi always went the extra mile – he volunteered for new projects, sought feedback, and helped improve team performance. Bolanle, on the other hand, only focused on her direct tasks. When a leadership role opened, it was Femi who got the promotion. Not just because of skill, but because he showed initiative, emotional intelligence, and impact.
According to a Gallup report,
82% of managers are chosen based on performance in a non-leadership role, but many of them fail because performance alone isn’t enough. Leadership potential, communication, and the ability to align with company vision matter too.
In my book, I outline how any staff can position themselves for promotion within 90 days – by identifying what matters to decision-makers, serving internal and external customers with excellence, and being visible in the right way.
So, are promotions based on skill? Yes – but not skill alone. It’s skill plus visibility, initiative, and alignment with business goals that truly unlock promotion doors. Don’t forget the formula.
