When You Asked, but Were Not Promoted

In corporate America, getting a promotion is similar to the childhood game of Musical Chairs: Someone is not going to be able to grab a seat when the music stops. If you are the one left standing, this is a good time to rewind, review, and get back on your road to success. Review the following questions, and analyze any gaps:

1. If the position was posted, did you comply with the application process required by your company?

2. If the position was not posted, did the right people know about your interest? Who did, who did not, and who should have?

3. Did you have a realistic perception of the requirements of the job? During any part of the promotional interview process, were there questions asked that left you feeling uncomfortable? What were they?

4. Did you and the hiring manager have a difference of opinion about your readiness for the job? If so, was the manager’s perception accurate? If it was inaccurate, what was the reason for that perception?

5. Did your current boss have a need to keep you where you are?

6. Did your reputation support your promotion plan?

Take the time to review your answers to these questions, and to deal with any anger or frustration with the situation, your company, or yourself that you may have. You will not move forward in your career if the weight of resentment is dragging you down; but do not cover it up, do not try to hide it, and do not blame it on someone else. Use your self-awareness and self-management skills (Chapter 1) to accept what has happened, even if you do not like it.

Once you have come to terms with your emotions, schedule a meeting with your boss and with your Human Resources representative. While restating your commitment to continued success in your current position, the team and company goals, and your own career advancement, ask questions requiring a specific answer:

• “What do you think I can learn or demonstrate that will prepare me for the next promotional opportunity?” Look for both technical and behavioral answers, and be careful not to challenge at this point. If your boss mentions that you came up short on a skill that you believe you’ve mastered, then your boss has not see you demonstrate this skill (a visibility issue). Review these answers against your Results Profile for the target position, and prepare to redesign your self-promotion plan (Chapter 8) or your rebound plan (Chapter 1).

• “Do you believe that I am suited—or ready—for this type of promotion? If not, why not?” This is not a debate in defense of your position; this is a forum for collecting information. Take notes, ask for clarification or examples if appropriate—and leave it there. If your boss or the Human Resources representative has the perception that you are not suited or ready for a promotion, arguing the point now will not help. Take the information, and decide whether a rebound plan is in order or whether it is time to move on (and out).

Before you leave the meeting, request more challenging (and visible) assignments in your current job in preparation for your future. In closing, commit to preparing a personal development plan, and ask your boss or the Human Resources representative to review it with you to make sure that your path and the direction of the company are synchronized.

After your meeting, send an email thank-you to your boss or the HR rep, and set a date for the follow-up development plan review meeting. Have another look at self-promotion (Chapter 8), and create a plan that will work toward the goals you and your boss have set, maintaining a high level of accurate, positive visibility.