In the competitive corporate environment, employees often face disappointment when external candidates are chosen for internal promotions. While many companies prefer to promote from within to incentivize employee loyalty and motivation, some opt to bring in outside talent. This decision can leave dedicated internal candidates feeling unappreciated and overlooked.
When employees who have invested time and effort in their roles are passed over, they may question the value of their hard work and loyalty to the organization. This situation can lead to skepticism about the company’s genuine commitment to nurturing talent and providing opportunities for career growth within its ranks.
The repercussions of such decisions can be far-reaching, potentially affecting team morale, overall productivity and employee retention. Workers may begin to perceive internal career advancement as less achievable, leading them to consider opportunities elsewhere.
Why You May Have Been Overlooked
External hires typically command higher salaries, earning about 18% to 20% more than internal promotions for similar positions, according to research from the Wharton School. Despite the apparent cost-effectiveness of promoting internal candidates, an employer may still end up choosing the external hire.
If the company is facing significant challenges or seeking to shift strategic direction, there will be the desire for diverse, fresh perspectives and new skill sets that external candidates can bring to an organization. The employer may believe that an outsider can inject innovative ideas and approaches, especially in an already homogeneous environment.
When a company needs specialized skills or qualifications that are not present in its current workforce, external hiring allows them to find candidates with the exact expertise required. This is especially useful when expanding into new markets or developing new products or services.
In some cases, hiring externally can help sidestep issues related to internal politics, such as perceived favoritism or biases that might arise from promoting internally.
Moreover, external candidates may sometimes apply for and accept positions for which they are overqualified, potentially bringing a higher level of skill or experience to the role than might be found internally.
Understanding that these decisions are sometimes based on organizational needs rather than personal shortcomings can help internal candidates maintain their confidence and motivation, even in the face of disappointment.
Request A Meeting And Seek Feedback
If you are denied an internal promotion, it’s essential that you carefully consider your next move and don’t react hastily to the rejection. It’s advisable to request a candid conversation with your manager and human resources to understand the reasons behind the decision.
This discussion can provide valuable insights into areas for improvement and clarify any misconceptions about your abilities or fit for the role. However, it’s important to approach this conversation professionally and without any defensiveness.
During the meeting, ask specific questions about the qualifications and skills the chosen candidate possesses. Additionally, inquire about areas where you may need improvement or further development. Ask about the company’s current strategic priorities and how they influenced the decision. Find out if there are potential future opportunities for advancement and what you can do to prepare when another opening arises.
Listen carefully to the feedback provided. Pay attention to whether the reasons given are more focused on your individual performance and skills—personal reasons—or broader company needs and direction—strategic reasons.
Other Things To Consider
Reflect on your recent performance reviews and any feedback you have received. This can help you gauge if there were any warning signs or areas for improvement that you may have overlooked.
Consider the company’s recent actions and announcements. Has there been a shift in business strategy or reorganization that might explain the decision? Observe how other promotions and hiring choices are being made within the company. Is there a pattern that aligns with the decision in your case?
If possible, seek advice from trusted colleagues or mentors who might have insights into the decision-making process.
If the feedback from your discussions suggests a lack of belief in your capabilities or a misalignment with your career goals, that is a red flag signaling it may be time to consider exploring opportunities elsewhere.
Sometimes, being overlooked for a promotion can indicate limited growth potential within the current organization. On the other hand, if the feedback is constructive and suggests specific areas for development, you can choose to work on these aspects and reassess your position within the company after some time.