House Always Wins... But Does It Have To?

Great work, but… No promotion and no pay raise?

Here's what it really means, and what you can do about it.

If you’re consistently getting great feedback year on year but no raise, no promotion, and no real career progression in sight, here’s what’s actually happening:

They value you... just not enough to pay you. Praise is free. Raises aren’t. Companies often use “we appreciate you” as a substitute for actual compensation.

They’re betting on your loyalty. If you’re still producing great work despite being underpaid or overlooked, why would they change anything? They know you’ll stay...

Some social categories are more at risk

Employers might go as far as taking advantage of an employee’s personal situation to delay or avoid raises and promotions. Here are some of the groups who might be most vulnerable: 

• Professionals in single-income households (“bread-winners” tend to prioritize stability)

• Employees with children (again, stability)

• Black people (historically underrepresented and facing systemic barriers to employment)

• Seniors:

Talent management practices at fault?

If your company does structured talent reviews, they’re likely assessing employees based on performance vs. potential. So where do you actually sit?

Let’s be real: If you’re consistently getting great performance reviews but not offered any advancement or raises, it likely means they see you as: “High Performance, Low Potential” (a.k.a. “Steady Contributor”)

• You’re delivering excellent work, but they don’t see you as someone to invest in or promote.

• They assume you’re "great where you are", so there’s no urgency to move you up.

• They’ll keep you comfortable (just enough) because replacing you would be a hassle.

Alternatively: you sit in the medium potential section, and they are not quite sure about you yet. They may be waiting to see growth signals before committing to investing in you. Without advocacy or proof of upward mobility, you’ll stay in career purgatory indefinitely.

On the other hand, employees seen as high potential are getting fast-tracked promotions, executive mentorship, and stretch opportunities (a.k.a. real investment). If this was you, you would definitely know, as you would be seeing clear and steady progression already.

Systemic Racism

Employees of African descent and other marginalized identities face additional systemic barriers in these evaluations, as racial and cultural biases often skew potential assessments negatively—even when performance is high.

So What Can You Do?

Reposition Yourself: If they see you as “high-performing but not promotable,” change the narrative.

• Take on visible, strategic projects that show leadership.

• Align with senior leaders who can advocate for you.

• Speak in business impact, not just tasks.

Get Clarity: Ask your manager directly:

• "Where do I currently fall in the company’s talent assessment?" (ask for specific contextual feedback, don’t settle for vagueness)

• "What do I need to demonstrate to be considered for advancement?" (If they dodge, that’s your answer.)

• "What’s the actual timeline for that growth?"

Know your worth: Research salaries (e.g. Glassdoor). If you’re underpaid, negotiate.

Keep receipts. Track your wins, revenue impact, and responsibilities that go beyond your role. These are your leverage points.

Explore Outside Options: If you’re stuck in “low potential” mode (even unfairly), your best move might be to take your talent somewhere else.

• Many employers will pay more and promote faster for the talent your current job takes for granted.

• It’s also usually easier/faster to increase your salary by switching companies than through internal promotions.

• In any case, always be open to new opportunities. Updating your CV isn’t quitting—it’s preparing. Companies move on when it benefits them. You should, too.

Final Thoughts:

If they keep moving the carrot, maybe it’s time to stop wasting precious time and energy chasing it.

Being stuck isn’t always about your abilities—it’s about how they perceive you. For professionals of African descent, this is a reality that is painfully apparent.

Your options? If they don’t see your potential, you either change the perception or find a company that does. 

What’s your own worst corporate "chase-the-carrot" story? Drop it in the comments!