Getting Passed Over For A Promotion in HR
by Alan Collins
There are 2 ways to deal with this:
You could set up a follow up meeting with the decision-maker that rejected you and explain that they had made a mistake.
While you’re at it, tear down the person they actually selected, indicating that this person has some major “flaws” that nobody else is aware of. Share your concerns that these flaws will make it a “challenge” for the new person to be accepted and to succeed on the job.
Go even farther and let your peers and colleagues know about the horrible decision that was made, how the organization sucks and how totally unfair the whole succession planning process is.
And, if you’re black, latino, asian, female, or gay, subtly hint that bias played a role in you not getting the job.
Or you could do this….
You could be more gracious than if you’d actually gotten the promotion. You could send a note or leave a voice mail thanking the decision making for the time they invested. You could even outline what you learned from the process and what you’ll be changing in the future. If you know the candidate that was selected and respect them, you could sing their praises to the decision maker indicating that a wise decision has been made and that you’d appreciate being considered for the next opportunity. You might even go further and send a congratulatory note to the person who got the job sincerely offering your help and support.
Now, a couple of questions:
1. Which one will make you more likely to be considered for next HR promotion, or to be the backup if the first choice leaves or fails?
and
2. Which one is most likely to enhance your reputation?
I think this is a no brainer. So how come the first is so common?
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