9 Signs of a Bad Promotion

When is a promotion a bad thing?

When it doesn’t carry any weight with it.

Unfortunately, I hear this exact situation all the time. Someone strives throughout their career to gain a meaningful management position, only to discover that when they finally land the role, it is in name only.

Worse, this is often the case for women, people of color, LGBTQIA+ persons, or others who check a “diversity box.” The company wants to show that it values diversity because it is a popular marketing message, however, the corporate culture doesn’t adopt the change.

Signs of the “in name only” promotions

On the surface, the new job sounds good. The title is right, the job description is exciting, and the money is there. However, resistance begins to appear almost immediately:

1. You are given all the responsibility when things go wrong, but none of the authority to fix it.
2. You are talked over or cut off when you try to contribute at team meetings.
3. Your future initiatives and visions fall on deaf ears or are even thwarted.
4. The leadership team is holding off-site meetings that don’t include you, often under the guise of social hang-outs- Golf, anyone?
5. You aren’t invited to business lunches with your boss.
6. Your budget is limited or even slashed.
7. They never fill the team positions under you, even though it was discussed when you took the role.
8. You are expected to perform the work of the team, not lead them.
9. There is a sub-culture in the office that feels “off” – or worse, it is openly hostile. Leadership does nothing about correcting?issues like harassment, derogatory jokes, or “locker room talk.”

Now that “great opportunity” turns into "the great frustration.” ??

Has this ever happened to you?

What did you do about it? ??

If you are like many of my clients, they start looking for their next opportunity.

Before you go…

Sure, quitting sounds very empowering. But before you update your resume, try to help the company improve. After all, these issues directly relate to the company culture. It just may be that the leadership team doesn’t see the problems, especially as they implement new initiatives to increase DE&I in their workforce.

Discuss your challenges with your manager or higher-ups. Be sure to address the issues in a very specific way without falling into blaming or finger-pointing. It is better to start with a candid conversation backed up with specific actions vs. running to HR to force people to behave.

One strategy is to clearly state your goals for the department. Then, identify the challenges that your team faces in meeting those goals. Are these communication problems? Is it the workload? Or do you need more support yourself? Finally, offer specific suggestions for improvement, from increasing facetime with your boss to accessing resources or training for your direct reports.

Suppose the company still doesn’t respond or continues to break your professional boundaries. In that case, it may be time to start looking for another opportunity – one with a real seat at the table.

However, don’t make the same mistake twice!

In our next edition of the Down & Dirty Job Search newsletter, we will dive into the 12 Red Flags to watch for during the interview process.

Can't wait that long? Schedule a consultation with us at The Personal Touch Career Services to see if this job can be salvaged or if renewing your search is the best course of action:

https://www.personaltouchcareerservices.com/contact