Feeling a bit betrayed.

16 Comments

1. Miranda Bennett-KingFebruary 12,2022 at 10:35AM UTC

   Hi there. Hate to hear that you are in this situation. Do you have anything in writing or was this “his word” or as you indicated “promise”?

2. Jackie GhedineFebruary 12,2022 at 12:53PM UTC

   Is there a skip-level manager you can discuss your career growth with? Maybe schedule a meeting, share the conversations you have had with your manager plus create a more dynamic relationship beyond your direct report?

3. Kris Mertins-ElliottFebruary 12,2022 at 1:06PM UTC

   Isn't it unfortunate that there really are no guarantees in life? I can feel your pain! I would consider sitting down with him before he leaves and let him know your concern. Ask if the "promise" is still on the table, even though he's leaving. He may have some recommendations for you or possibly even documented that with HR or his manager. Maybe, once you know who your new manager is, you can sit down with that person and frame a discussion around your "career path" or something to that effect. It might take a little longer than you previously expected but maybe it won't? However, if you don't speak up at all, it's going to be out of your hands completely. They say "The squeaky wheel gets the grease". Good luck!

4. Heather CutlerFebruary 12,2022 at 1:35PM UTC

   I’m really sorry this is happening to you.

   Unfortunately I don’t this this outgoing manager is going to carry a lot of weight when it comes to delivering on this promotion. I agree with others that you should schedule a skip level meeting to highlight your great performance and workplace wins. If the promotion is not within immediate reach, I’d recommend you assert yourself in this skip level meeting to understand what the path forward looks like, what performance goals and metrics need to be achieved, to get the promotion and raise. Best of luck to you!

5. Kim CallinanFebruary 13,2022 at 5:12AM UTC

   Perhaps I'm in the minority, but I always listen to the input of my outgoing managers.
   I wouldn't assume the person doesn't carry any weight.

6. Deb HornerFebruary 12,2022 at 1:43PM UTC

   Why aren't you applying for his job?

7. Kim CallinanFebruary 13,2022 at 5:05AM UTC

   Did he tell you that he was not going to help secure your promotion and increase before he leaves or are you making that assumption?

   I would start by asking him if he will make good on his promise of your raise and promotion and try to secure that before he leaves.

   If he is not successful, then request a meeting with his supervisor and make the case for the raise and the promotion that was promised. The reality is that if he's leaving they are not going to want to lose you, so you have leverage right now.

   I think your likelihood of a raise and promotion INCREASES With him leaving.

8. Cheryl NeasFebruary 13,2022 at 1:20PM UTC

   Ask your outgoing manager to document the reasons you should receive the raise and promotion to your file.. That way you have record of your performance warranting the move to bring up either with your new manager or the skip level. It doesn’t guarantee that you will receive the raise and/or promotion, but there is more backup than you saying that the outgoing manager promised.

9. AnonymousFebruary 13,2022 at 1:57PM UTC

   You need a written outline from your old boss that describes his agreement with you.

   I'm wondering what he might have already put in place. When a manager promises something like a promotion and raise, they've usually had conversations with others like department heads and HR to align their plans with company planning cycles and strategies.

   I would ask him for both something in writing and find out who he's already discussed your title and raise with.

10. Maria Gloria JovenFebruary 13,2022 at 2:05PM UTC

    You may inform your new manager about it but do not count much on it.It is better that you show your capabilities to your new boss. Show how competent you are.

11. GirlBossanova934974February 13,2022 at 2:13PM UTC

    Hmm. Why not get a written statement from your departing manager that he has you in mind for a promotion and a raise? Then pass that along to your HR group. That written statement will not be binding on your new manager but it sure might help out. With nothing in print, you are just another new employee to the new manager.

12. Liz MilneFebruary 13,2022 at 11:38PM UTC

    Yeah, get it in writing from your old boss. If he won't do it, then he was planning to leave that far back... :/

13. AnonymousFebruary 14,2022 at 12:57AM UTC

    I understand how you feel. I would get something from your old boss to present to your new boss and maybe Human Resources just incase.

14. Maria MolinariFebruary 14,2022 at 2:05AM UTC

    I agree, I think getting something in writing or some kind of recommendation that your current manager can see would be most useful

15. Annetta MosesFebruary 14,2022 at 5:40AM UTC

    Ideally, the manager that is leaving will write a letter to HR and his manager telling that he promised you the promotion and raise. While they didn't make the promise, they are aware that it was made to you.

    If your manager writes the letter, follow up with HR within two weeks and see what they say. If he doesn't write the letter, ask to speak with his manager and present your case of your performance, why your performance merits the raise and promotion, and that the outgoing manager promised you the raise and promotion. Potentially your old manager may not have had the authority to promise you a raise or a promotion.

    This advice is for what you want to do for the future. If you are promised a promotion or raise after your have demonstrated specific performance, you want it documented in writing and you want this communicated in a meeting with your manager, your manager's manager, and you. It is important that more than one person is aware of what you have been promised.

    When I have an employee close to promotion, I create a promotion plan document. It lists the requirements for promotion. I document the requirements that have been satisfied, The ones that still need to be completed and projects planned for the next 12 to 18 months that provide the employee an opportunity to complete the promotion requirements. I share the document with my employee to obtain her agreement. I then share the document with my manager to obtain her alignment. This provides my manager an opportunity to add or subtract from the document. I then schedule a meeting for my employee, my manager, and me to meet. We review the final promotion plan and agree to it. There is language in the document that completion of the projects indicates promotion readiness and is not a guarantee of a promotion. Sometimes the position needs to be available and the employee will interview and compete against other promotion-ready employees to receive the promotion.

    Good luck.

16. AnonymousFebruary 14,2022 at 1:43PM UTC

    Is there another higher-up person (e.g. your manager's boss) who could vouch for you? You could speak to your manager before he leaves and be transparent about your concern with your raise/promotion when he leaves. Ask him to let his boss (if there is one) know about this raise/promotion. If your manager doesn't have a boss, then like others have said, ask your manager if he could make some notes for the new manager on why you should receive a raise and promotion. And you should also make notes of your accomplishments in the previous year (or whatever your review period may be) -- save any reports/documents that can demonstrate your growth.