What to do when hard work does not translate to a promotion at work

After completing her IT internship, Rahab Ng’ang’a was fortunate to be retained by the company she was working for. The opportunity not only offered financial stability but also seemed like a stepping stone for her career growth.

“When I started, I would gladly take on any opportunity that came my way,” Rahab recalls. “I was good at my work, and even my boss recognized it. I was given assignments to lead project teams, and it felt amazing—especially because some of those projects were life-changing.”

As her experience in the company grew, so did her responsibilities. She began training new employees and mentoring them, a task she took on with dedication. However, despite four years of hard work, Rahab had not received a single promotion since she joined.

She also found it difficult to take time off due to the workload and tight project deadlines. When she raised concerns about a promotion or even getting more off days, she was often brushed off with vague promises.

“I’d be told to wait—that we’d discuss it later. But nothing ever came of those conversations,” she says. “Eventually, I took a forced leave just to get a break. When I came back, I discovered I’d been replaced.”

Rahab says that moment opened her eyes to the reality that, despite years of tireless dedication, she was not going to progress in the company.

A few months later, she made the decision to leave and seek new opportunities elsewhere.

According to Roy Ndombi, a career coach, Rahab's experience reflects a common disconnect in many workplaces between performance and promotion.

“In theory, we’re told that doing great work will lead to career advancement. But in reality, many high-performing employees find themselves stuck in the same roles for years,” Ndombi says.

He explains that while technical skills and dedication are important, they are often not enough. Promotion criteria in many organizations also include soft skills such as communication, adaptability, and teamwork.

“Employees who focus only on doing their current job well without developing broader skills or visibility may unknowingly stall their own growth,” he adds.

Ndombi also notes that office politics, unconscious biases, and internal dynamics often influence promotion decisions more than merit alone. In some cases, those who are better at self-promotion or networking are favored over quiet performers.

His advice? Understand your organization’s promotion criteria and actively align your development goals with them.

“Take on leadership roles, participate in cross-functional projects, and build strong internal networks,” he says. “Showing initiative and a willingness to stretch beyond your job description demonstrates readiness for the next level.”