When Promises Aren’t Kept: Managing Employee Frustration and Retention.

Manager: “You should have checked with me first. You have no idea how this hurts my position.”

Donna is looking directly at Julie.

Julie: “But ma’am, I only asked Ravi very informally if there were any projects I could work on. Something I could shadow in my free time. Once something comes up, it will go through you first.”

Julie leans slightly toward Donna.

Donna: “That still does not explain why you went to him in the first place. Are you not getting enough projects in this department?”

Donna pauses, waiting for a response from her subordinate.

Julie: “Ma’am, I was hired to work across departments. That’s what I was told when I joined. Maybe I should have asked you first, but I saw Ravi on the stairs and casually inquired. It’s not that I have been actively looking around.”

Donna: “The fact that you spoke to him the first time you saw him on the stairs makes me think this was on your mind.”

Julie: “But that’s not the case. I love working in this department and have received many good projects in the last six months. I am just asking for what I was promised.”

She pulls back in her chair.

Donna: “Your career at this company is in my hands. I decide which projects you will work on.”

Julie leans forward again.

Julie: “Ma’am, I think...”

Donna: “I think I am done with this conversation.”

Witnessing such a tough conversation is challenging. Imagine experiencing it firsthand—how hard it can be to maintain composure and continue working afterward.

Employees often join organizations or managers who promise certain opportunities but fail to deliver. When employees ask for what was promised and are denied, it leads to frustration and impacts their performance.

Frustrated employees, knowing they deserve better, often leave for other opportunities. Surprisingly—or not—they are sometimes let go because they express their frustrations and do not blindly obey.

What can be done about this?

Highlight Accountability: It is essential for managers to be accountable for the promises they make to their employees. Managers should regularly communicate with their team members and ensure they deliver on their commitments. This builds trust and fosters a positive work environment.

Actionable Steps for Employees:

1. Seek Mentorship: Find a mentor within the organization who can provide guidance and support. A mentor can help navigate challenging situations and offer valuable advice.
2. Discuss with HR: If promises are not being kept, employees should feel empowered to discuss their concerns with HR. HR can mediate and help address these issues.

Company Policies: Organizations should have clear policies and channels for employees to address grievances regarding unmet promises. Companies should:

1. Establish Clear Communication: Ensure that communication between managers and employees is clear and transparent.
2. Create Feedback Mechanisms: Implement regular feedback mechanisms where employees can voice their concerns and expectations.
3. Document Promises: Encourage documentation of all promises made during hiring and performance reviews. This helps in holding both parties accountable.

It is difficult to know in advance whether an organization's culture or a manager will be problematic. You may find red flags about the organization through online reviews and by asking around, but it is much harder to gauge a manager’s behavior beforehand.

Ensure you have at least one conversation with the manager you will work with. While one conversation might not reveal everything, it can provide some insights.?

And as said earlier, keep it documented as much as possible.

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