• Michael Doolin has worked as a HR director for British Airways, PwC Ireland, and DHL.
• Doolin said managers often give subtle signs that they are considering employees for promotion.
• Being asked to represent the company, lead trainings or given new responsibilities are good signs.

This as-told-to essay is based on a transcribed conversation with Michael Doolin, CEO of Clover HR and former human resources director at PwC, British Airways, and DPD in Ireland. The following has been edited for length and clarity.

A promotion might mean a new job title or an increase in status, it could also represent a pay rise or bring an improvement in your benefits package. A promotion is a sign of progress, of improvement, and sometimes of vindication. It's recognition that hard work pays off.

People are promoted for different reasons. They might have achieved a new professional qualification, like, for those in accountancy, law or medicine. It could come because you've met milestones, brought in new customers, or received positive feedback from clients.

Either way, here are six signs that you might be heading toward a promotion at work.

Changes within your organization

Look out for shifts in your company. Is it expanding or restructuring, or is your boss being promoted? Changes in an organization throw up opportunities all the time, and you may be unexpectedly earmarked for a new role.

However, in some mature organizations, the chain of succession could be more concrete. My second job, for example, was at Ford Motor Company, which was a highly structured organization where your career was mapped out for the next five to 10 years.

This approach works in some companies, but it has a habit of coming asunder when life gets in the way. I think there's a balance to be struck between mapping everything out and being flexible.

However, for many companies workplace reorganization creates space for promotions.

Positive feedback

You should be having regular performance management discussions. If you're receiving positive feedback there, it will give you an indication of whether your employer is happy with your work. You might be asked about your career goals, too, which can be a promising sign.

Being asked to represent your company

Senior managers might encourage you to attend exhibitions or get involved in extra-curricular activities on behalf of the company. They might request that you act as an ambassador for the organization, or you might find yourself being asked to speak at events. While it's no guarantee of a promotion, it's further evidence that you're valued at work and may be considered for one when it comes.

Being introduced to new people

Being sought out to meet new people, whether that's invitations to meetings or introductions to customers, is another important indication that your opinions and contribution to the company are valued.

Being asked for your input

If your boss often asks for your opinion, it's a positive sign. It shows that they respect your judgment and appreciate your feedback. Use these as opportunities to take initiative and prove your worth to your manager. Do so in a subtle way: volunteering, writing proposals, or taking on additional responsibilities. Never forget that making your boss look good is a great way to set yourself apart.

Taking on extra responsibility

Being asked to take on extra responsibility is another signal that you're eligible for a promotion. Common examples of this are being asked to take on more work or new clients. Alternatively, you might be asked to mentor less experienced members of the team or lead training.

If you want a promotion, you should be looking to take on more responsibility all the time, as it shows a willingness to learn and add value. Being given a new responsibility is an opportunity for managers to assess your suitability for a new role. And for you, it's a chance to prove yourself.

Asking for a promotion

If you're unsure whether you're up for a promotion, ask your boss directly. Too often, employees assume their manager knows they want to be promoted. People who are consistently striving for promotions should have a clear conversation about promotions at least once a year.

My advice is to ask your boss, "Can we have a conversation about me and where I'm at?" This conversation might be during an appraisal discussion, it might come up in a car journey, or even subtly over coffee.

You can be direct: make it clear that you think you're ready for advancement and put a business case forward as to why you should be considered. After the discussion, get it documented in writing where you want to be and how quickly you want to get there.

Should you accept a promotion if it's offered?

Many times, we have a classic conundrum where someone is asked to do a different role overnight with little preparation. A promotion may not always be right for you, and you may not choose to accept one if it's offered.

Depending on the degree of ambition, I generally advise accepting the promotion and paddling very, very hard underwater while asking for training, support, and guidance to help you thrive in your new role.

• Nolan Church is a former Google recruiter who says you could be holding yourself back from a promotion.
• Performance gaps, lack of roles, and budget constraints can also hinder career advancement.
• Advocating for oneself and seeking feedback are crucial for securing promotions.

This as-told-to essay is based on a conversation with Nolan Church, a 35-year-old former recruiter for Google and Doordash and now the cofounder and CEO of FairComp from Salt Lake City. It has been edited for length and clarity.

Before becoming the CEO of FairComp, a company that helps employees understand if they're paid fairly, I was a recruiter for Google for three years and led recruiting at Doordash for another three years.

I often saw colleagues and friends get overlooked for promotions. There are several reasons for this — here are four of them.

1. Performance gap

The first one is a gap in performance. There could be a misalignment in how an employee thinks they're doing and how management thinks they're doing, most likely due to a lack of feedback.

Many people are bad at giving feedback. An employee could have poor communication skills, a negative attitude, or be a pessimist, but they may not know it. Or, when they do receive feedback, they argue about it instead of trying to remediate and improve. These things surface when it comes time for a promotion, but they're hard to fix when you're unaware it's a problem.

When looking for a promotion, make sure to ask for feedback on your current performance and actually listen. Then, document the feedback, improve, and ask your manager, "Can you help me understand the gap between where I'm at and the next level?" That way, you may get promoted in the next round of promotions.

In your one-on-one meetings after the initial conversation, you could say, "This is what we talked about in the past, and this is what I've been doing to improve. What's your feedback on how my performance has been progressing?"

This is also helpful if you aren't getting promoted due to a skill gap, like if you're trying to get promoted into a management role and you've never managed people before. Ask your manager what you need to work on to move on to the next level.

2. No job 'big enough'

You might be killing it at your job, but if the business doesn't have an open role or a scope big enough to justify your promotion, you typically won't get promoted.

For example, when Google employees reach level five, or terminal level, many will never get promoted again. Typically, there's no job big enough for them to go into next.

Once you reach the top, you might not see any additional compensation increases either. Some companies may make exceptions and offer more, but that's not the rule.

If this happens, you have a few options. You can stay put and try to keep learning within your role, search for other roles inside the company where there are opportunities to grow and ascend, or you might choose to leave the company.

3. Budget constraints or business challenges

If a business isn't doing well, promotions are most likely not happening or are occurring at a significantly decreased rate. If a business is experiencing some sort of struggle, it has no incentive to promote people, and your likelihood of getting promoted is significantly less than at a business that's doing well.

Typically, promotions come with a salary increase, but not all companies can always provide that. When this is the case, the solution for an employee seeking a promotion is situational.

If the economy is up but your company is not doing well, it might be time to look for another opportunity elsewhere. If the economy is down, you may consider staying put in your current role, as leaving in a bad economy can be risky.

Otherwise, if you leave and, six weeks later, your new company decides to run a layoff, you're more likely to be impacted because you lack tenure — "last in, first out," can still be true today.

4. You aren't advocating for a promotion

You must advocate for yourself to get a promotion, but people are often terrible at doing that — especially when working remotely. Instead of thinking, "I'm just going to do great work, and people are going to notice," you need to think, "I'm going to do great work, and I need to tell people about the work I'm doing."

I remember having a big mental shift in my career when I realized I needed to take responsibility and own it. I thought, "I can't expect my manager, who has a ton on their plate and a lot going on, to always be the one checking in on me. Instead, I need to advocate for myself."

Start by scheduling regular touchpoints with your manager so they understand the value you're providing to the organization — something harder to see when you work remotely.

If you work from home, you need to overcompensate to combat this. When in person, people can see that you're working and can ask you questions without friction. To ensure your manager doesn't think you're slacking off, send snippets on Fridays that include everything you did that week and your priorities for next week. Also, send no-update updates, which update stakeholders on where things stand without them asking you.

That way, they're always aware of what you've done and what's coming next. If they want to provide feedback, you've given them an opportunity.