Objective-based promotions: the surest way to climb the ladder

Why these FAQs matter

Most employees want to grow-but the path to promotion often feels like a mystery. Many organizations rely on vague performance reviews or politics. The result? Frustrated talent and stalled careers.

At Eyes of Wonder, we take a different approach: objective-based promotions. It’s clear, measurable, and fair. Here’s what you need to know.

Q1: What exactly is an objective-based promotion?

A: It’s a promotion earned by completing a clearly defined task or project of higher complexity than your current level. It’s not about time served or gut feelings—it’s about proving readiness through real outcomes.

Q2: Why is this model better than traditional performance reviews?

A: Because it focuses on behavior, not bias. You’re promoted based on your ability to solve harder problems—not how well you “get along” or how long you’ve been in the role.

Traditional reviews = subjective scoring, unclear impact
Objective-based = measurable goals, trackable progress

Q3: How do I get started with a promotion track?

A: Begin by performing well in your current role. Then talk with your team or function lead to define a challenging, measurable objective that stretches your current skills.

Goals are tailored to your level
Timeframe: usually 4–12 weeks
Faster completion is okay if the results are clear

Q4: What qualifies as a “challenging” objective?

A: It’s not about how you feel-it's about scope and impact. For example:

A junior taking on mid-level tasks
A mid-level handling senior-level initiatives
Doing something the organization has never done before
Showing increased efficiency and autonomy

Q5: What if I fail to meet the objective?

A: That’s part of the process. Some challenges will be missed—otherwise, they wouldn't be challenges. The key is learning from them and trying again. Growth is rarely linear.