Rising Star
Related Posts
Conversation Starter
DM or reply if interested
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Whether it was politics, budget, or never actually intended, they don't value you enough to follow through. Sorry to say. Start looking for a new job. Get your resume up to date. Reach out to any contacts in your field outside of your company, no matter how tenuous the connection.
When asking for feedback/reasoning for why you didn't get it, answers should be clear (you failed to deliver x), measurable (you didn't meet your Q4 revenue targets), or something that you knew was part of the consideration BEFORE the cycle began (you knew you needed experience managing direct reports, you had extensive project management experience, but it didnt fit the direct report need).
BS= anything vague (we don't think you're ready), organization-based (if you move to x role then your current team's gap will be too critical to leave empty), personality-based (we don't think you're the right cultural fit), or someone being evasive (canceling your follow up or moving it around or out a few weeks).
"We had a better candidate" is tough. If it's true, you shoild be able to find out what specific experience or knowledge they had that you didn't. If its trash, all you'll really hear is they were "more qualified."
I'm sure others here could provide more examples. Sorry you're having to navigate this. Good luck!
Pro
My advice would be to sit down with your leader and have them go over all the areas of skills and improvement you need to get to the next level. Sometimes it’s a matter of when and not if as it depends on the organizations promotion cycles. It definitely isn’t always a fair game when it comes to promotions but you can get yourself prepared and then ultimately decide if you want to stay or find a new opportunity.
Rising Star
That makes sense. I’m planning to have a direct conversation with my manager to understand what specifically held things back this cycle. Sometimes feedback during the year sounds positive but promotion criteria are different.
Conversation Starter
That's awful. Been given that hope wilhi h has been driving you for the fast year and then for it to pass by. I would definitely sit down with management but ask them what could you have done more, what happened. Make it constructive and try to grow.
Rising Star
Thanks , I agree a constructive conversation with leadership is probably the next step. At the very least it should help clarify whether this was about gaps on my side or timing.