So, you have been passed up for a promotion, now what?

With internal promotions, one might find a few hit and misses with managing this process effectively.

If you have been passed up for a promotion, your first inclination could be anger, disappointment, how unfair the company's selection process was, how you might think the other was not the most suitable candidate, how you believe you were better qualified for the role, how you have worked hard for the promotion, the list is endless.

First recommendation will be - don’t get bitter, get better. Consider these options instead.

Introspection: Take some time to allow the loss of the promotion to sink in and own it for a fact that it is an event and does not devalue you as a professional. You can ask for a few days off to process your feelings. Use the time to think about the process, how you got here and what you have learnt through it. It is ok not to be ok. Finally, with introspection, ask yourself, how has this transformed you and what will your lessons be?

  Reconnect with your values: This is a good time to revisit your purpose. To align your motives and your why of work. A promotion; while important, is not the only avenue to express your whole self. Most people, while chasing a promotion, might invest more time to the detriment of other parts of life. This might be a good time to check if you have been out of balance with other parts of your life and find new joys.

Receive feedback on derailers: Request for feedback from the hiring manager. Ask for time and seek to understand why you were not chosen.  What was ‘missing’? How can you improve? Also ask your HR, most companies will have HR as a part of the recruiting process and they will understand the rationale for selecting one candidate over another.

Express some gratitude: Remember to thank all the interviewers genuinely for the feedback and be seen as positively seeking opportunity to improve. Be prepared to discuss your progress with them after you have accomplished/ improved in an area. This is to ensure the feedback loop is complete.

Mindset: Work on your mindset. Reinforce your positive pillars. Be prepared to learn new ways as long as it suits you. Consider, ‘How can I improve my mindset to show that I can transcend this?  Decide to lead with a new resolve. Some people might expect you to be unprofessional, do let this happen. Who knows? A much better role might be on its way to you.

New Game plan: While this role might have been your dream, remember that there are many ways to accomplish a goal. You can change the tactics but not the goal. Open yourself up to new challenges that will lead to your goal. You need to understand your company policies and politics. (Do not mix up the two)  You might have to decline some work to focus on the right ones. (Will write about career advancement projects in the future). In the meantime, read about the RAPID decision making model) You don’t grow in comfort you learn and unlearn in new uncharted territories.

Own your career path: Never, ever forget that your career is your business. So, own it completely. Design how you want it and work your plan – continuously. Do not wait for a company to design one for you, make one yourself and work your plan – constantly. Be willing to have a discussion on your career path with your line manager and seek her commitment. Do not be afraid to ask if you can speak to his/her boss as well. It is important your short term aspirations (2-3years) are made known to the business.

Continuous Development: Focus on improving yourself and your performance. Understand your business value chain and the industry value chain. Be prepared to spend more time becoming a much better professional either by growing depth or breath in your chosen field. This exercise is for yourself, the benefits are not just for your company but for the entire industry. Be known as an expert in your field and be prepared to build the competency unashamedly to continue to grow.

Get a sponsor: For most roles, the decision to promote does not lie solely with the line manager. Have you mapped your stakeholders within the business? What does your circle of influence look like? Who else is on the decision making table knows about your work, the value you bring to the business and is willing to speak for you.  

Get a mentor or more: Some people have walked the path before you, this is the time to be humble and learn what they have learnt to become better version of themselves. Be genuinely kind to people and be willing to add value to others. Be prepared to do the work as requested of the mentor and be willing to build your network one person at a time – through value.

Create value don’t compete: Think of ways you can create a niche for yourself. Be known as the go-to person in a particular area within the value chain. Don’t seek ways to compete rather spend the time creating value add to yourself and the business.

Leave only as last resort: If you have done all these and you believe you will be better someplace else, leave honorably for another business who might appreciate your value even more. Do not burn bridges, your exit will be regrettable and you might even be asked to return in future.

Do not forget to congratulate the candidate. In the end we are all professionals and should remain so.  

For HR Leaders: The HR and Talent teams play an important role in the succession planning process. HR is often mis-understood in the career management process and employees might feel it is the HR’s fault they did not get a role.

What should HR do ?

Use the entirety of the integrated Talent management framework and support line managers and the business to implement the succession plans.

Drive Line Manager Accountability: Line manager must take the responsibility to managing both successful and non-successful candidates as she will expect productivity from both of them, either promoted or no. In the hiring of a country Managing Director and country sales director a few years ago, I insisted that feedback be given to no2 and 3 successor candidates on why they were not considered with clear development plans. Good to know they have moved to other roles and are doing very well too.

• Development & Coaching: Ensure the line manager takes accountability and documents the gaps seen in the unsuccessful candidates. HR should support in helping to find ways to bridge the gaps – either on the job, developmental relationships or structured learning.
• Effective feedback: Also ensure feedback is given to the candidates: within 5 work days and before the announcement of who has been nominated for the role. (If feedback is given to external candidates, we owe it to even more to our internal candidates).
• Consider the team dynamics if the newly promoted and the unsuccessful candidate will work together or if one will report to another, understanding how they will work together might remove unnecessary conflict.

HR can support employee providing a coach to guide through ‘unseen derailers’ that might be hindering the employee.

Have you been passed up for a promotion before? What did you learn after the event, which actions did you take for future? What advice will you give others?