4 Things to Do When You Don’t Promote Someone
Rejected internal candidates are nearly twice as likely to leave. Other problems include low morale, strained relationships, job dissatisfaction, and envy. *HBR
You can’t promote every qualified employee.
4 things to do when you don’t promote someone:
#1. Give interviews:
I read that one reason people appeal court decisions is because they don’t feel heard. Those who don’t get interviewed by a hiring manager feel worse than those who did because they don’t feel heard.*
The hiring manager can’t interview everyone, but when it’s close give interviews.
#2. Give bad news personally:
I work with a leader who didn’t promote internal candidates. He met with each one to share the news and provided rich feedback to help them develop.
Seize the opportunity to connect and strategize about the future when you don’t promote.
#3. Practice vulnerability:
Tell your own story of disappointment and grit. But don’t belittle their feelings by focusing on yourself. Invite them to talk.
Be direct and kind.
#4. Challenge and support:
Explain that you are deeply committed to support their growth.
- Encourage them to press forward.
- Don’t make promises about the future.
- Provide internal mentors.
Ask, “How can I help?” and mean it.
Conclusion:
“You can’t always get what you want.” Keith Richards / Mick Jagger
Hire externally when you want to shake things up. Hire internally when continuity serves teams and organizations.
Consider consequences beyond individual decisions. What does hiring internally say to employees? And what does hiring externally say?
Always treat people with respect.
Tip: Not everyone expects the promotion. They want to get on the radar.
What should leaders avoid in the hiring process?
What suggestions do you have when you don’t promote internal candidates?
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Having an environment we’re getting a promotion is just not the next notch in your career. Have an environment where a promotion demonstrates the work the individual has done over the years the team growth that they will bring to themselves into the team, not just another notch on the HR post of the career. Something growth does mean losing employee. But if the employee was looking for growth, personally, they will become better employees in the future if they come back or you will collaborate with them if you congratulate them on the success, they’ve had with another organization. Work is a big collaboration between organization people in situations. The next notch, as I mentioned is not just a notch it’s a steppingstone better employees and works satisfaction
There are other ways to honor longevity with an organization.
The good ole boys club causes mediocrity.
When it’s really close between internal and external candidates decisions go beyond resumes and qualifications.
The “best” candidate isn’t always about skills and experience. It can be deeply challenging.
This exact scenario just happened to me. I was invited to interview for a promotion. I went through the interview process. Ultimately, another internal candidate got the role. The hiring manager went through all of the 4 steps well, but it doesn’t lessen the sting or the demoralizing rut.
Thanks, Boog. Yup, It stings. And minimizing the sting is insulting. Steady on…
Do things that best serve your future self. I wish you success.
Every hiring manager should read this. Thank you!
Thanks, BMO.
Dan, what are you thoughts on leading in a divisive culture?
Thanks, D L. First thought that comes to mind is clarify purpose, mission, vision, and values.
Persistent turmoil reflects gossip, backstabbing, and destructive talk that goes on behind the scenes. Get things out in the open as much as possible.
Just some thoughts. I wish you well.
Do you provide onsite group leadership training?
Thanks for asking, mdix. I’ve done lots of onsite training. However, I’m focusing on my coaching practice at this time. (Which I do virtually.)
Great post Dan
In my opinion, the hiring process is overall flawed and dated
A person can liken it to a recital, where you get your one chance to perform, generally from a songbook you are unfamiliar with, to test your ability to recall life examples (real or not) and align them to the interviewers questions, which would be anything
A good hiring manager recognizes, especially, the internal applicants performance etc by doing some research. If they rely solely on the recital, I feel this is a miss. We have all hired those great interviewers, and they don’t necessarily lead to great employees
A good hiring manager should form an opinion, where possible on a weighted matrix
– Performance and results
– Interview results
– Recommendations and feedback from leaders/peers
Thanks ST… Your comment reminds me of the biases we all have but don’t always acknowledge. I read a paper about a symphony that had musicians sit behind a screen when they auditioned. They hired more women. That’s just one example.
Hiring is hard. Thanks for adding your insights.
While someone can be great at their job, there is no guarantee they will excel when promoted. Past performance is not the future performance. To cross that bridge, ask the supervisor for opportunities to grow and find mentor(s). I have interviewed candidates who have told me of their success in current job without addressing what they can contribute to the position they are applying for.
Thanks for sharing your insights, Alice. Seems the idea is do the job before you get it. Or at least part of it.
A big mistake is that often, a promotion is a step into a new position. This often leaves out those who have great skills, wonderful instincts, and reliability – and are a valuabe asset IN PLACE. Sometimes, a person is shut out because of the paper ceiling. Workplaces should regularly promote in place – change a title to “Senior XXX” or “Lead XXX” to recognize worth, appreciation, and dedication. And a bump in salary would also be included,
Thanks Noreen. I see your suggestion working in some places. Large organizations are pretty slow to change descriptions and titles.
What I love about your insight is thinking about ways beyond the typical promotion to honor good people.