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Promotion and Internal Mobility: Get Promoted at Work
2,851 students
Promotion and Internal Mobility: Get Promoted at Work
how to get promoted | internal mobility | career progression | performance review | job grading | succession planning
Last updated 9/2026
English
English [Auto],
What you'll learn
- See how job levels are actually set, and what separates your grade from the one above
- Find the pay band for your role and know where you sit inside it
- Read a performance review form the way the person filling it in reads it
- Get onto the talent list, and understand what that list actually does
- Work out whether you are on a succession shortlist, and how the 9-box grid places you
- Audit your competencies against the role you want and build a development plan
- Ask for a level change with evidence instead of a feeling
- Work through impostor syndrome, which stops more promotions than skill gaps do
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
14 sections • 38 lectures • 15h 55m total length
Requirements
- A job inside an organisation with more than one level above you
- No compensation or people-systems background required. Grading starts from zero
- Basic comfort with numbers for the pay band and salary matrix parts
- English at intermediate level or above, since all lessons are in English
- Willingness to find out that your promotion case has never been written down
Description
This course contains the use of artificial intelligence.
The decision about your promotion is made in a room you have never been in, using a form you have never seen, against criteria nobody showed you.
Why working harder stops helping
I have sat in those rooms. What decides the outcome is rarely the thing people expect. Someone's name is already on a succession list from eight months ago. Someone else sits at the top of their pay band, so a raise requires a level change, so the level change requires a case, and nobody wrote one. Meanwhile the person who deserved it most is having their fourth conversation that ends in "next cycle" — because the conversation is happening in the wrong language, in the wrong quarter, with the wrong evidence.
What this course actually covers
Five blocks, following the decision backwards. First, grading: how job levels are set, what factors separate one grade from the next, how pay ranges are built, and why there is a ceiling above you that no amount of good work moves. Second, performance review: the machinery that generates the decision — what you are evaluated on, how competencies are assessed, what happens inside the meeting, and what the results are actually used for, including promotion. Third, talent management: how a company decides who counts as talent, what happens in a talent review meeting, and what being on that list changes. Fourth, succession planning: the 9-box grid, how a shortlist for the role above you is built, and how candidates are told or not told. Fifth, ten lessons of personal work — talents, impostor syndrome, a competency audit against the target level, development planning and the financial ground underneath a move.
A note on where this material comes from
Twenty-six of the thirty-six lessons were recorded for the people who build these systems, not for the people inside them. That is deliberate. If you want a promotion, the most useful thing you can look at is the salary review matrix, the review form and the criteria for the talent pool. If you are the person building those systems, the course works for you directly and without translation.
Who is teaching this
I am Mike. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries. I have run grading projects and sat on the calibration side of promotion decisions.
What is included
Lifetime access to all 36 lessons
Active instructor support in the Q&A section
A Udemy Certificate of Completion
Working material: job evaluation factors, pay range construction, the salary review matrix, the 9-box grid, the competency audit
Practical tools for your development plan and your promotion case
Where to start
Find out two things this week: which grade your role sits in, and where inside its range your salary falls. If you cannot find out, that itself is the first thing this course fixes. Enrol now and start the first lesson today.
Who this course is for:
- Specialists who have been told "next cycle" more than twice
- Strong performers who cannot work out why the promotion goes to someone else
- People who want to move sideways into a different function inside the same company
- Managers preparing a promotion case for someone on their team
- Employees about to negotiate a level change or a salary review
- HR and compensation specialists building grading, review or succession systems
- Anyone who has never been shown the criteria they are being measured against