A manager’s guide to handling progression with your team (when you don’t have control of the outcome.)

As a manager, you're usually the one having conversations with your team about their career development. But this can feel frustrating when you ultimately can't control the opportunities, salaries and promotions decided for your team. A team member might ask you for a raise which you know will get rejected, or want to know the next step they should take when you don’t have visibility of hiring, leaving you feeling…well pretty helpless?

It’s a situation which often leaves managers feeling like a go-between for the company and their employees. We see many managers fall into these 3 traps when it comes to progression:

1. Avoids discussing progression or promotion altogether unless an individual specifically brings it up ?? Creates risk of employee churn because of a lack of progression and reduces trust between you and your team
2. Passes the blame onto the company to say they have no control over decisions ?? Undermines your credibility and ultimately tells the team you don’t believe in the company, which creates low-morale
3. Makes unrealistic promises to make individuals happy in the moment ?? Destroys trust and frankly is just a rubbish thing to do

So how should you approach progression when you don’t have all of the information or control over final decisions??

1. Foster Trust with Transparency

There will be plenty of times when you can't say “yes” to your team’s promotion requests, and that's okay! What's not okay is sidestepping the conversation or flat-out lying. Instead of avoiding the "no," embrace it with honesty. Explain why certain paths might not be feasible right now, but also highlight the open doors and possibilities that lie ahead.?

If you don't know this - find out before you step into these conversations. Remember, transparency fosters trust. You can read more about the ways for managers to build trust here .?

2. Uncover the "Why" Behind the Ask

When a team member requests something that's beyond your control, dig deeper. Is it really about the money/job title or is there something else at play? Maybe it's a matter of fairness, a hunger for recognition, or a yearning for impact. Understanding their underlying motivations gives you a chance to address the root cause, even if the specific request can't be fulfilled. They might not walk away from the conversation happy, but you’ll understand their pain points and can do your best to reduce them.

3. Cultivate Growth Beyond Promotion

Promotions and salary increases will always be tied to business needs and possibilities, which are rarely in a manager's control. But ongoing development is.? Imagine a team member who wants a promotion which doesn’t exist (whether that’s because someone is already in the role or the team is too small). Instead of focusing only on the promotion, work together to find ways they can learn new skills or get exposure to the things that align with their long-term career goals. This creates growth beyond titles. Remember, every new experience adds to their professional journey and opens up new possibilities for the future.

4. Shout About Successes

It can be hard when a team member asks for something that you agree with, but still can’t deliver (e.g. a pay rise). You might not be able to make the final decision, but you hold a key role in advocating for your team's achievements. Make sure the right people know the great work, impact and contributions of your team by shouting about their accomplishments. By shining a spotlight on their abilities, you're not just boosting their morale – you're demonstrating the value they bring. Meaning it’s more likely their requests? get the consideration they deserve.

5. The Farewell is Part of the Journey

Here's the truth: people move on. Even when you can't provide what they want, you can support them as they move towards opportunities that align with their aspirations. Be the mentor who cares about their growth and cheers from the sidelines.

Remember, being a manager isn't about having all the answers; it's about guiding your team towards their own answers. When you navigate progression conversations with honesty, curiosity and a dedication to growth, you're not just managing outcomes – you're shaping a culture of continuous development. So go forth managers, and have those conversations. Embrace the "no," uncover the "why," cultivate growth and shout about their accomplishments so your team can reach their full potential.?

For more manager insights, take a look at our Manager Accelerator Programme or get in touch to find out how we support companies with all things progression.