Tips to navigating promotion roadblocks for new managers

You are ready to be promoted. The only problem is that your boss disagrees.

Last week, I found myself in an uncomfortable situation while visiting a client. They had previously shared their dissatisfaction with a particular employee, only for me to later have lunch with that same team member.

It became evident that there was a breakdown in communication between the team member and their manager, and I attribute this to the manager's oversight.

Though uncomfortable, I believe in addressing concerns directly with the individuals involved rather than venting to others. While I haven't perfected this approach and often seek advice, I value open communication as a way to resolve issues constructively.

It can be tricky; some leaders sidestep the promotion conversation altogether, while others make empty promises, leaving their employees feeling stuck and disheartened. Then the employee wonders why advancement seems out of reach. 

Now, I understand that what I'm about to suggest might be uncomfortable, but I urge you to engage in self-reflection.

Many of us tend to avoid conversations that might cause discomfort or make someone feel inadequate.

It's far easier to sidestep the issue altogether or offer vague feedback that appears to address the situation without digging into the root cause.

However, vague feedback serves no one—it only leaves the recipient confused and unable to improve. Employees cannot grow if they're left in the dark about what's holding them back from that coveted promotion.

This may be controversial, but I believe if a team member doesn't grasp why they're not progressing, it's a failure in communication on the manager's part—feedback is not clear enough.

Here are 5 key tips to facilitate constructive dialogue and address concerns surrounding promotions:

Provide constructive feedback: Offer specific and actionable feedback that helps employees understand areas for improvement and how they align with promotion criteria. Avoid vague or ambiguous comments that leave room for misinterpretation.

Set clear expectations: Clearly outline expectations for performance and advancement within the organisation. Define the criteria and benchmarks for promotion, and ensure employees understand what is required to progress in their careers.

Address concerns promptly: If an employee expresses dissatisfaction or confusion regarding promotion prospects, address their concerns promptly and respectfully. Listen actively, acknowledge their perspective, and work together to identify potential solutions.

Offer growth opportunities: Provide opportunities for skill development, mentorship, and career advancement within the organisation. Encourage employees to take on challenging projects and expand their capabilities.

Celebrate wins: Recognise and celebrate the achievements and contributions of team members, whether or not they lead to immediate promotion. Acknowledge their efforts and reinforce a culture of appreciation and recognition.

Managers must understand their role in facilitating growth in the company by prioritising clear and open communication with their subordinates. These conversations are unavoidable and part of leadership.

As uncomfortable as it may be, embracing the art of effective communication propels individuals and teams towards greater success and fulfilment in their professional journeys.

In the end, it's a win-win situation for all involved.

For inquiries and suggestions, contact: [email protected]