Internal Promotion Procedure

catflapuk

Hello,

my boss has resigned and has suggested to the higher ups that I fill his position. The regional manager had a 1-1 with me and asked whether I would be the new 'my boss' job title'.

I think he expected me to become exstatic but I did not and suggested a few things would need to be improved in order for me to consider the role. While I do not believe I made unreasonable requests, I think he was very surprised I came up with these ideas. The fact that I am very young and have made requests to such senior people may also play a role. The thing is I am sure I would not enjoy the job the way it is now as there is little potential for growing the business. If they were to implement my suggestions we'd have a realistic chance of making more money in the business unit.

The regional leader received a phone call from the global leader and we had to end the meeting after maybe 10 minutes. I took time to think about my options, spoke to my boss to understand his responsibilities better and expressed interest to the global leader and then the regional leader about a week later, still sticking to my initial ideas and saying I'd need a bit of support from the company.

The regional leader then acted very aloof. He said he'd submitted the job description to the SVP for approval and has given a specialised recruiter heads up so they know the company will be looking for someone. I got no feedback as to whether or not they consider me or what the procedure is and my skills match the position. Basically, I do not know where I stand.

What do you suggest I do next? I could not possibly make a decision two days after my boss had resigned and needed time to think about everything. I am planning to given them another week or two and then ask the regional leader for feedback to my suggestions to get the ball rolling.

The job has not yet been advertised.

Suggestions welcome? What should I consider?

Thanks

amiehall

Honestly, I feel that you have gone about this all wrong. You seem to have told them twice now that the role will need to be significantly adapted before you could consider taking it. Presumably there is a reason for the role to be structured as it is currently, and in light of that, they are going to seek an external candidate as you have said you won't take the job in its current form.

If you decide you would rather have what is being currently offered than keep your existing position, then be VERY clear to your regional manager that you are excited and enthusiastic about taking on the position.

I find your comments about why you wouldn't enjoy the job confusing. I think that making sweeping changes without taking some time to understand why current procedures exist is very poor practice. As a final point, if you want to make changes to the way your department is run, I would say that becoming the department manager is probably the easiest way to have these enacted.

Laurajo_2

Personally, I wonder if it could have been handled more positively - by showing enthusiasm for the role and the opportunity and then asking if there would be scope for changes.

It's all about perception. Whilst you may be totally au fait with what you do and what the department needs to take it forward, in their eyes you don't have a proven track record in a managerial role and I am sure they would rather take someone on in the currents managers role as it is, see how that works, rather than altering the role for someone who has little managerial experience (I'm making assumptions here).

I suspect most companies would not feel comfortable with making sweeping changes to procedures on the basis of someone who hasn't actually done the job.

That said, I'd hope they would recognise that you are being proactive in considering ways to improve profitability for the company, which should stand you in good stead.

If he's given the specialist recruiter the heads up, it sounds to me like they will certainly be interviewing outside of the workplace.

Takeaway_Addict

catflapuk wrote: »

Hello,

my boss has resigned and has suggested to the higher ups that I fill his position. The regional manager had a 1-1 with me and asked whether I would be the new 'my boss' job title'.

I think he expected me to become exstatic but I did not and suggested a few things would need to be improved in order for me to consider the role. While I do not believe I made unreasonable requests, I think he was very surprised I came up with these ideas. The fact that I am very young and have made requests to such senior people may also play a role. The thing is I am sure I would not enjoy the job the way it is now as there is little potential for growing the business. If they were to implement my suggestions we'd have a realistic chance of making more money in the business unit.

The regional leader received a phone call from the global leader and we had to end the meeting after maybe 10 minutes. I took time to think about my options, spoke to my boss to understand his responsibilities better and expressed interest to the global leader and then the regional leader about a week later, still sticking to my initial ideas and saying I'd need a bit of support from the company.

The regional leader then acted very aloof. He said he'd submitted the job description to the SVP for approval and has given a specialised recruiter heads up so they know the company will be looking for someone. I got no feedback as to whether or not they consider me or what the procedure is and my skills match the position. Basically, I do not know where I stand.

What do you suggest I do next? I could not possibly make a decision two days after my boss had resigned and needed time to think about everything. I am planning to given them another week or two and then ask the regional leader for feedback to my suggestions to get the ball rolling.

The job has not yet been advertised.

Suggestions welcome? What should I consider?

Thanks

Oh dear, sounds like real bad timing and as mentioned you've gone about it poorly.

I would have thought it would have been better to have got the job first then offered changes to be made and if they were not forthcoming, work the job for 6 months- a year and then apply for other jobs elsewhere.

catflapuk

Hello,

thank you for your comments. I know I should have been less demanding, but I believe my suggestions are critical. I would be in charge of all regions, the Americas, Europe and Asia and suggested existing resources in Asia and especially China and Latin America to be shared with 'our department'. It is expected from us that these regions grow (while directed from Europe with absolutely no presence in these markets) and it is just not possible to factilitate growth in these regions from Europe. My manager has not been able to do so and I won't be either. Other business units do have a presence in these regions and I thought it is 'now or never'. I worry that once I accept the role no changes will be implemented. As a department manager I could still not decide about resources in Asia and Latin America, and if this company has a genuine interest in the business unit and growth in these regions it may as well look for resources there sooner rather than later. It is not even about hiring people but about making some time at existing teams in these regions. I certainly will not be in the position to decide that one or two people in these teams get assigned to my department. These are high level decisions and I will still be a relatively small fish in a big company.

It is out of question that I accept the job the way it is now. I have some good insight into it and am already expected to thrive coverage in China and Latin America but on a smaller scale. It has bothered me for a long time and I am not enjoying that part of my job because I do not get anywhere. Needless to say I do not want do more of it than I am at the moment.

Anyways, things have happened and I am looking for advice on how to proceed and perhaps facilitate the next conversation. I also have no experience on the internal promotion process. Can anyone advise? What do you think the higher ups are discussing at the moment?

Takeaway_Addict

catflapuk wrote: »

Hello,

thank you for your comments. I know I should have been less demanding, but I believe my suggestions are critical. I would be in charge of all regions, the Americas, Europe and Asia and suggested existing resources in Asia and especially China and Latin America to be shared with 'our department'. It is expected from us that these regions grow (while directed from Europe with absolutely no presence in these markets) and it is just not possible to factilitate growth in these regions from Europe. My manager has not been able to do so and I won't be either. Other business units do have a presence in these regions and I thought it is 'now or never'. I worry that once I accept the role no changes will be implemented. As a department manager I could still not decide about resources in Asia and Latin America, and if this company has a genuine interest in the business unit and growth in these regions it may as well look for resources there sooner rather than later. It is not even about hiring people but about making some time at existing teams in these regions. I certainly will not be in the position to decide that one or two people in these teams get assigned to my department. These are high level decisions and I will still be a relatively small fish in a big company.

It is out of question that I accept the job the way it is now. I have some good insight into it and am already expected to thrive coverage in China and Latin America but on a smaller scale. It has bothered me for a long time and I am not enjoying that part of my job because I do not get anywhere. Needless to say I do not want do more of it than I am at the moment.

Anyways, things have happened and I am looking for advice on how to proceed and perhaps facilitate the next conversation. I also have no experience on the internal promotion process. Can anyone advise? What do you think the higher ups are discussing at the moment?

Most likely whether or not your points have an foundation, if so they might come back to you. If not then no chance would be my guess.

Missme

So you've basically told your regional manager that the business model is poop and they can't have your fabulousness until the fix it...

Did you put forward your suggestions in anyway before the job offer? If you did, at least it would look like a genuine intreest in building the business, without necessarily being aware of any constraints.

The lower rungs of management can be a tough place. Those you manage and those you report to expect you to deliver the moon on a stick.

amiehall

I don't understand what conversations you want to facilitate. I genuinely think that your chances of having your multinational company change its structure to entice you to take a job are very slim. It would be easier for them to recruit an external candidate which it seems like they're now doing.

Why do you assume that it is "now or never" in terms of having staff in these regions? Also considering the size of the regions you're talking about, I'm confused as to how having one person in your department in Asia for example is going to make a great difference. You sitting in your office would be closer to some parts of Asia than they would be...

I would say that if the position directly above your own is a job that you have been offered and don't want to do, your chances of obtaining internal promotion are nil. If you want to progress in these circumstances, surely you must move firm.

catflapuk

They spoke with me 3 days after my boss had resigned. It wasn't a job offer (nor do I know any details such as pay), just a conversation. In that conversation I made these suggestions and wonder what I should do next. I understand that as someone without managing experience and getting an opportunity I should be grateful which I am. But I also value life and would like to stay a happy person. I will not accept a job just for the sake of the money when I know beforehand I would not enjoy it.

It could be I am not the right candidate, but I would like to try and find out their thought process and what is going on at the moment.

Laurajo_2

There's no harm in asking where they stand on the matter. It sounds like the logical step in terms of career progression, however you are concerned that it will make you unhappy and affect your life/work balance, if I have understood correctly.

Could you maybe offer to do the job on a trial basis, with a review after three months of so? If they are, of course, inclined to offer you the job. It would also out you in a better position to make or suggest changes to how things are done.

Would you regret not taking the opportunity?

I would certainly get in touch with whoever you spoke to and express your interest - even if it is just a reiteration. I wouldn't go into what would need to change, you're putting the cart before the horse there. It doesn't mean you ultimately have to take the job, but does give you a platform.

catflapuk

That's right, I am concerned about my work-life balance plus the fact that I'd have to do a lot more of the unfavourable work that does not lead to anything (Asia is big) and I just think I would not be enjoying that. I sometimes catch myself regretting that I made these suggestions to the Regional Leader, but then I remind myself why I did this and feel reassured that I did the right thing for me.

I decided that tomorrow I will speak to my manager again and ask whether he has heard anything between last Tuesday and tomorrow. Depending on what he tells me and his advice I will reiterate with his boss and express my interest again.

I will not go into what I would need to change then;-)