I've observed that promotions seem to go to individuals who are more socially connected or have a closer relationship with senior management, rather than solely based on merit. This makes me feel disc

Engage in conversations with senior leaders or mentors to gain insights into what they value for advancement within the organization.

Identify individuals who have recently been promoted and try to understand their career paths, skill sets, and the types of contributions they made.

Keep a detailed record of your accomplishments, projects, and contributions, aligning them with any known or suspected promotion criteria.

During performance reviews or one-on-one meetings, ask for concrete examples of where you are meeting or exceeding expectations and where you can improve in relation to advancement.

Reach out to your Human Resources department or the Talent Development team for official documentation or guidance on promotion processes.

Schedule a dedicated meeting with your direct manager to explicitly ask about the promotion criteria and performance metrics.

Clearly communicate how taking on innovative assignments can contribute to career advancement and promotion opportunities.

Establish a system to acknowledge and reward employees for innovative contributions.

Allocate specific time or resources for employees to explore and develop new ideas outside of their regular duties.

Review and simplify the procedures for proposing and approving new initiatives.