What to Do If You’re Overlooked for an Internal Promotion?

In the competitive corporate environment, employees often face disappointment when external candidates are selected for internal promotions. While many companies choose to promote from within to encourage employee commitment and motivation, some prefer to bring in talent from outside. This decision can leave dedicated internal candidates feeling unappreciated and overlooked.

When employees who have invested time and effort into their roles are delegated, they may question the value of their hard work and their commitment to the organization. This may lead to skepticism about the company’s true commitment to nurturing talent and providing opportunities for career development internally.

The repercussions of such decisions can be far-reaching, potentially affecting team morale, overall productivity and employee retention. Employees may begin to perceive internal career development as less attainable, leading them to consider opportunities elsewhere.

Why You Might Have Missed It?

External hires generally demand higher salaries and cost 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 prefer an external hire.

If the company is facing significant challenges or is trying to change its strategic direction, there will be a desire for the diverse, new perspectives and new skills that external candidates can bring to an organization. The employer may believe that an outsider can bring innovative ideas and approaches, especially in an already homogeneous environment.

When a company needs specific skills or qualifications that are not available in their current workforce, external recruitment allows them to find candidates with exactly the required expertise. This is especially useful when expanding into new markets or developing new products or services.

In some cases, external hiring can help avoid problems with internal politics, such as perceived favoritism or biases that may arise from promoting internally.

Moreover, external candidates can sometimes apply for and accept positions for which they are overqualified; this could potentially bring a higher level of skill or experience to the role than might be available in-house.

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 Get Feedback

If you are rejected for an internal promotion, it is important that you consider your next move carefully and do not react hastily to the rejection. It is recommended that you request a frank conversation with your manager and human resources to understand the reasons behind the decision.

This discussion can provide valuable insight into areas for improvement and clarify misconceptions about your abilities or suitability for the role. However, it is important to approach this conversation professionally and without being defensive.

During the meeting, ask specific questions about the qualifications and skills the selected candidate has. Additionally, inquire about areas where you may need improvement or further development. Ask about the company’s current strategic priorities and how they influence the decision. Find out if there are potential opportunities for advancement in the future and what you can do to prepare when another opportunity arises.

Listen carefully to the feedback provided. Pay attention to whether the reasons given focus more on your individual performance and skills (personal reasons) or broader company needs and direction (strategic reasons).

Other Things to Consider

Consider your recent performance evaluations and the feedback you received. This can help you gauge whether there are any warning signs or areas for improvement that you may have missed.

Consider the company’s recent actions and announcements. Has there been a change in business strategy or restructuring that could explain the decision? Observe how other promotions and hiring choices are made within the company. Is there a model that fits the decision in your situation?

If possible, seek advice from trusted colleagues or mentors who can provide insight into the decision-making process.

If the feedback you get from your discussions indicates a lack of belief in your abilities or incompatibility with your career goals, this is a red flag that it may be time to explore 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 improvement, you can choose to work on those aspects and re-evaluate your position within the company after some time.