According to a 2024 Gallup survey, only 28% of employees feel their contributions are recognized regularly at work, yet recognition is one of the strongest drivers of retention and advancement (Gallup). And when it comes to promotions, visibility is often the deciding factor. Even high performers can be overlooked if their achievements aren’t known beyond their immediate manager.

The reality is that promotions are rarely decided by one person alone. Your boss may be in the room, but cross-functional leaders and senior stakeholders also weigh in. To move forward, you need more than great results you need visibility with the right people. Here’s how to build that visibility authentically, without sounding like you’re bragging.

1. Why Career Visibility Is Essential for Promotions

Promotions don’t just reward effort; they reward impact and reputation. In most organizations, promotion discussions happen at leadership tables where multiple voices weigh in. If only your manager knows what you’ve achieved, you’re at a disadvantage.

This is why visibility is a leadership skill, not just a personal branding tactic. By ensuring your contributions are recognized across functions, you build a coalition of advocates who can support your advancement when it matters most.

2. Frame Achievements Around Business Impact, Not Ego

One of the easiest ways to avoid sounding like you’re bragging is to focus on the outcome, not the effort. Visibility should highlight how your work moved the business forward.

For example:

• Instead of: “I improved the onboarding program.”

• Try: “The onboarding program I designed reduced ramp-up time by 30%, enabling the company to scale faster.”

  
  

This subtle shift makes it clear you’re contributing to organizational goals, not just collecting personal wins. Leaders looking at promotion readiness care about impact, and framing your achievements this way positions you as someone already thinking beyond your role.

3. Build Visibility with Your Manager and Cross-Functional Leaders

Getting promoted requires recognition from more than your boss. The bigger the organization, the more likely it is that multiple leaders influence promotion decisions. That means your visibility needs to extend cross-functionally.

Here’s how to achieve it:

• Share results in cross-team forums: Offer to present at interdepartmental meetings or leadership reviews, showcasing outcomes that benefit multiple groups.

• Build peer advocates: Strengthen relationships with colleagues in other functions. When they endorse your contributions, it validates your impact beyond your immediate team.

• Engage senior leaders thoughtfully: Volunteer insights or updates that connect your work to company-wide priorities. Keep it concise and solution-oriented so it lands well.

  
  

When stakeholders across the organization recognize your value, you’re not just a high performer you’re seen as someone ready for bigger responsibilities.

4.  Use Scripts That Strengthen Recognition Without Bragging

Visibility often comes down to how you communicate. Using intentional scripts ensures you highlight contributions without crossing into self-promotion.

Here are three practical examples you can adapt:

1. Priority Alignment:

   “Can we sit down and review my project list? I want to be sure I’m focused on the work that creates the most impact for the team and organization.”

   
   

2. Accountability Request:“

   Would you be open to us using a scorecard or tracker? It would help me stay accountable and give you visibility on progress without adding extra meetings.”

   
   

3. Cross-Functional Visibility:“

   This project impacted several departments. Would it be helpful if I shared a brief update in the next leadership meeting so everyone sees the outcomes?”

   
   

Each script builds transparency and influence while positioning you as collaborative, not self-centered.

5.  Expand Your Presence Across Teams and Departments

Promotions often go to those who are seen as contributors beyond their immediate scope. Expanding your visibility across functions shows you’re ready to operate at a higher level.

Practical strategies include:

• Mentor outside your team: Offer support to colleagues in other departments, sharing expertise in a way that builds goodwill.

  
  

• Take on cross-functional projects: Volunteer for initiatives that span multiple teams. They naturally increase your exposure to decision-makers.

  
  

• Contribute publicly: Share thoughtful insights in team forums, all-hands meetings, or department-wide updates to showcase your expertise and leadership voice.

  
  

These approaches ensure your name comes up positively in conversations even when you’re not in the room.

6. Treat Visibility as a Leadership Skill, Not Just Self-Promotion

The most effective leaders are visible in ways that feel authentic and inclusive. That means:

• Highlighting team achievements alongside your own.

  
  

• Crediting peers and collaborators in updates.

  
  

• Creating visibility opportunities for others.

  
  

When you elevate those around you, you establish yourself as someone who leads with impact, not ego. That’s the kind of leadership profile that decision-makers look for when considering who’s ready for promotion.

7. Leverage LinkedIn to Strengthen Professional Visibility

While internal recognition is critical for promotions, external visibility also matters. Platforms like LinkedIn give you an opportunity to showcase your expertise to a wider audience, including colleagues, industry peers, and even leaders within your own company who may already follow you online.

Here’s how to use LinkedIn effectively:

• Share insights, not just updates: Instead of only posting about achievements, offer lessons learned from projects or trends shaping your industry.

  
  

• Engage with others: Comment thoughtfully on posts from leaders, peers, and your company. This builds recognition and shows you’re engaged in the bigger conversation.

  
  

• Highlight collective wins: When celebrating results, credit your team and collaborators. Leaders notice when you amplify others as well as yourself.

  
  

• Be consistent but selective: Posting once a week or even twice a month, keeps you visible without overwhelming your network.

  
  

Done well, LinkedIn complements your internal visibility by positioning you as a thought leader whose influence extends beyond your immediate role. That external reputation reinforces your readiness for promotion.

Conclusion: Visibility as the Path to Advancement

Doing great work is the foundation of any promotion, but it’s not enough on its own. To move forward, you need to make your impact visible to your manager, your peers, and senior leaders across the organization. By framing achievements around business results, using scripts that build recognition without arrogance, and expanding your presence across functions, including on LinkedIn you create the kind of visibility that leads to career growth.

At Perennial HR, we believe visibility is the bridge between performance and promotion. If you’re ready to advance your career, explore our insights on 6 Daily Job Search Habits That Actually Get Results, dive into Interview Scorecards: The Secret to Smarter Hiring, or learn How to Optimize Your Onboarding Process to Boost Retention. Your promotion journey starts with making your impact impossible to ignore.