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Promoted But Still Unhappy? 7 Questions To Ask Yourself

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The early part of the year is when many companies announce promotions. In a previous post, I covered what to do if you didn’t get a promotion you expected. But if you DID get that promotion, is it all smooth sailing from here? In the last week alone, I have heard from three coaching clients who did get the promotion but are still dissatisfied. One feels underpaid. Another is overworked. The third didn’t get staff or budget to meet the new responsibilities. If you got a promotion but are still unhappy, here are seven questions to explore:

Did you ask for what you need?

It is an assumption that a promotion is the answer to a problem. Perhaps you wanted a raise, so you went for the promotion, thinking additional money accompanied it. It’s a reasonable assumption but not always the case. I have seen many professionals take on a bigger title, more responsibility, even a bigger team without a commensurate increase in compensation. Perhaps there is an increase but not as much as you anticipated. Or you expected a higher bonus target or equity participation and all that changed was base salary. If you didn’t get the compensation amount or structure you expected, this is a separate issue than your promotion. Review the seven steps to take before you ask for a raise, and plan your strategy to fix this distinct issue. If you expected, not salary, but more responsibility, different responsibility (e.g., different clients or projects), or more resources, then you need to ask for these specific things.

Are your expectations aligned with the company?

As you prepare to ask for what you really need, understand what is customary for your company. Have other promotions resulted in the compensation bump or change in role or increased resources you’re targeting? Perhaps the company gives promotions as a sign of appreciation but has always kept the hierarchy or compensation bands flat. Another possibility is that the company is in a constrained market situation. Perhaps the company is in a budget squeeze or in the middle of a restructuring that makes additional money or resources difficult to grant, and it is using promotions as a retention tool. Still another possibility is that additional money, responsibility or resources come later after you have some time in the role. Perhaps what you see as lack of change is just a timing issue. Talk to people who have been promoted at the company to understand how their situations changed. Research market conditions to identify any other extenuating circumstances. Understand timelines and career trajectory at your specific company. You want to understand your current environment to navigate it effectively and to know when the company can’t give you what you need and you might just have to leave.

Are your expectations aligned with the industry?

Before dismissing your current situation, confirm that it’s better elsewhere. Is your company’s handling of promotions so unique, or is this customary to the industry? I once recruited for an experienced data analytics role, and the candidate pool had a wide range of salaries, team sizes and upside participation (bonus and equity) all within the same title (in this case, Manager). Let’s say you were in this role and industry and had lobbied for a Manager title thinking it would automatically give you equity grants. You didn’t get the grant and assumed your company was stiffing you, so you went elsewhere. You might still be disappointed because equity participation was only the case in one of the major competitors. It could also have been a one-time exception for that particular Manager. Check multiple competitors. Check other related industries. Get as much data as you can to support your case.

Are you making a business case outside of the promotion?

Having company-wide and industry-wide data can support your case for more money, responsibility and/or resources. Your own assessment of the benefits to the company and the risks of inaction is another avenue to pursue. Remember that a promotion could have been a symbolic gesture for the company and not meant to signal any other change. But if your senior management were to better understand the business rationale for the changes you are seeking, they might say yes to these specifically.

Are you overweighting your professional needs?

Up to now, we’ve looked at navigating your role, company and industry. But your career malaise might not be career-related. Have you set aside a strong personal interest in your push for promotion? Have you neglected sleep, exercise or other means of taking care of yourself? When was the last time you had meaningful contact with friends and family? If you get your promotion and still feel empty, it might be that you’re asking your professional side to carry too much of the burden for your satisfaction.

Are you confusing short-term adjustment with long-term dissatisfaction?

Getting a promotion is like getting a new job. You are not going to be as efficient or effective in the short-term. You will need to figure out what you can delegate, to whom you should delegate, and how to best manage your boss’ expectations and your team. This is not business as usual so it will take time to adjust. Set a calendar reminder for 30, 60, and 90 days out to check in with yourself and with a mentor to determine if you’re moving in the right direction. You might not be adjusting as quickly as you expected but if you’re moving in a positive direction you may just need to adjust your expectations. Get additional resources in the short-term (e.g., coaching, additional check-ins with your boss) to account for your newness in the role. Don’t assume that the discomfort you feel now will be how you feel later on.

What is the most productive next step?

Once you start exploring all these possible reasons behind your dissatisfaction, determine a productive next step. Perhaps you test if it’s just the short-term adjustment factor. So you table your worry for 30 days, set a calendar reminder to revisit how you feel then, but otherwise jump into your new day-to-day. Perhaps you absolutely expected that raise, already confirmed that others got the raise, and can’t focus on your work until this wrong is righted. Then focus on preparing for the salary negotiation. Whatever that most productive next step may be, it doesn’t take away the fact that you should celebrate your promotion. It is still a mark of achievement and an acknowledgment by your employer.

A longer-term question to ask yourself, after you have had time to explore the above, is whether your dissatisfaction suggests a different career altogether. Perhaps you assumed accomplishment in this career would yield career satisfaction overall. But what you really want is a different career altogether, whether it’s a senior position or you have to start at entry level. I don’t include this broader question in the seven questions above because the seven questions assume you’re on the track you want and need to make refinements. Whether you want to change careers is a whole other exploration. Are you climbing up the wrong career ladder? If so, take heart that others have successfully made big changes – from one industry to another and from one job to a completely new one.

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