A lot of tax professionals are about to miss promotion — and they don’t realise it.
Not because they’re underperforming.
But because they’re reading the signals wrong.
Good feedback.
Strong reviews.
Positive noise from partners.
None of that guarantees progression.
Promotion decisions are made behind closed doors, based on factors most people never properly test.
And unless you ask the right questions, you won’t know whether you’re genuinely on track — or simply being managed.
1. Start with how promotion decisions are really made
This tells you whether it’s structured or political.
“How are promotion decisions made at my level in practice?”
“What tends to differentiate people who get promoted here vs those who don’t?”
“Is it primarily performance, business need, or timing?”
👉 If they say “timing / business need” → you’re in a queue
👉 If they say “clear criteria / performance” → you can influence it
2. Force clarity on what “good enough” actually looks like
Most people get held back because expectations are vague.
“What would someone need to demonstrate consistently to be promoted to [next level]?”
“Where do you see me against that today?”
“What’s missing, specifically?”
👉 If they can’t answer clearly → that’s a red flag
👉 If they list 2–3 concrete gaps → that’s usable
3. Test whether they already see you at the next level
This is one of the most important signals.
“Do you see me operating at the next level yet?”
“If not, what would need to change for that to be a yes?”
👉 Hesitation = you’re not there in their mind
👉 Immediate “yes, almost” = you’re close
4. Ask about timeline — but indirectly
Don’t ask “when will I be promoted?” — ask this:
“Assuming I close those gaps, what kind of timeframe would typically be realistic?”
“Is this something that could happen in the next review cycle, or is it longer-term?”
👉 If they avoid giving any timeframe → likely not soon
👉 If they anchor to a cycle → more credible
5. Check if there is actually space above you
This is where a lot of people get caught out.
“How does the team structure impact promotions at my level?”
“Are promotions driven by growth, or do roles need to open up?”
👉 Translation:
If someone has to move before you can → you’re waiting
If the team is growing → you have a shot
6. Ask about advocacy behind closed doors
Promotions are rarely just about performance.
“How are promotion cases supported internally?”
“Who would need to sponsor or advocate for me?”
👉 If no one is clearly responsible → dangerous
👉 If your manager says they will → good sign
7. Get something concrete to work towards
End the conversation by pinning it down.
“Can we agree on 2–3 specific things I should focus on over the next few months?”
“Would it make sense to review progress against this before the next promotion cycle?”
After asking these questions, you should know where you stand.
Not based on optimism.
Based on evidence.
You’ll know whether you’re already seen at the next level.
Whether there’s a real path forward.
And whether anyone is actually backing you internally.
If those answers aren’t clear, promotion isn’t either.
And that’s usually the point where people realise the issue isn’t performance.
It’s the environment they’re in.
If you’re not sure how your situation compares to the wider market, it can be useful to sense-check it.
I spend most of my time speaking with tax professionals across the market, so I have a clear view on how different firms approach progression, where movement is happening, and where it isn’t.
If that perspective would be useful, I’m always open to a conversation.
