Everyone could find himself in this predicament at some point. How would you find a way out of this challenging situation? I would like to make a few suggestions for you.
Smith has been patiently awaiting the news of his promotion for the past two years. The year before, he was crushed when he was passed over for his promotion. He recalls how difficult it was for him to accept the circumstances of the scenario. On the other hand, he mustered the bravery to talk things over with his management and establish concrete goals for the upcoming year. After putting in a lot of effort to achieve success across all of the criteria, he was feeling quite optimistic. When he found out that a new manager would be taking over only a few days before the promotion recommendations were to be submitted, he was devastated. It seems as though all of his laborious effort over the last year had been useless now. Because the new manager was a complete stranger to him, it was highly unlikely that they would suggest him for a promotion.
Everyone could find himself in this predicament at some point. How would you find a way out of this challenging situation? I would like to make a few suggestions for you.
Be prepared with documentation
The first thing you need before engaging in any discussions with the various stakeholders is a collection of facts and figures that support your claim about exceeding all of the expectations that were set by your current manager for your promotion. You can find these facts and figures in the documentation that you have prepared. It would be wonderful if the expectations were written down as part of the process of establishing annual targets. If the system has been tracking your development and is able to accurately display your success, then it will be really cool. In such case, you need to document everything and make sure your present boss sends you an email acknowledging everything.
Conversation held together with the two Managers
It is possible that you will not obtain it unless you ask for it. You have the option of requesting a group discussion. The existing manager has the ability to make a compelling suggestion to the incoming management. If you are able to discuss your issues with both of the managers at the same time, that will be fantastic. You need to make sure that the agreements governing your promotion are shared with the new manager, and that your existing manager agrees that you have satisfied all of the prerequisites for the promotion. It is possible that you will need to work closely with your existing boss first in order to increase the likelihood that he or she will acknowledge that you are deserving of the promotion. In the event that you are unable to get the two of them together, it will be very vital for you to make sure that your present manager sends an email or word of recommendation to the manager who will be replacing them.
Discussion with the manager of the skipping level
At this time of change, your boss’s manager plays an important role. Before offering any suggestions, the new manager would almost certainly consult with his or her immediate supervisor in order to obtain feedback and direction. It would be fantastic, in my opinion, if you could get your present manager to communicate with the manager you skipped over and make a definite suggestion regarding your promotion. It would be wonderful if you could also find some time to go to the skip level manager and ask for his guarantees about your promotion. If you can do this, it would be a huge help.
Talk to the many different parties involved and secure their support
Even though your boss has the most at stake in the process, the promotion will not be decided by just one individual in the normal course of events. It is quite likely that the HR business partner will participate in the process. They are responsible for ensuring that the ball is not dropped due to a change in management, and it is their obligation to do so. But there are other parties that have a stake in the outcome and have benefited from the excellent job that you have done this year. They do not want you to lose your drive because of it. You need to make contact with them in order to ask for their help. As part of the orientation, your new manager will be meeting with all of the stakeholders. It would be wonderful if they could mention a few positive things about your work to those stakeholders. It would be wonderful if they could say nice things about you to other people.
In conclusion, establish a genuine connection with your new Manager
You and your new manager will be working together for a good many years to come. You cannot achieve success alone without the other’s contribution. You need to connect with him or her on a deeper level, and it can’t just be for the purpose of the promotion that’s coming up soon. Learn to look at things from the manager’s point of view and figure out how you might help him or her succeed. Make sure that he or she is aware that you will provide your whole support to anything they decide to do. Talk to him or her about the projects that you are working on and the activities that you are carrying out. Discuss with them the initiatives that you are doing. Ask for his or her comments and suggestions, and alter your behaviour to align with his or her vision. Make an effort to get his or her support for your advancement, and inquire whether or not they require further information to properly evaluate your situation.
If you are able to develop a stronger network for continuing success, not only will you be able to receive the promotion that you so richly deserve, but you will also be able to get the promotion that you so richly deserve.
