I didn’t “speak up” first.

Anonymous

August 10,2022 at 1:07PM UTC

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I didn’t “speak up” first. A coworker put in his two weeks yesterday. My other, much-less experienced, coworker had mentioned he had an interest in said resigning coworker’s line of work for the past few weeks. This is the equivalent of an intern expressing interest in being promoted to CEO. I have prior experience doing the resigning coworkers job. My supervisor knows this. Over speakerphone, my supervisor announced our coworkers resignation and said to my other coworker that since he expressed interest in the job, he could have it. In a private email to my supervisor, I raised concerns about the coworkers inexperience and asked why I wasn’t approached before he made his decision. He said quite simply “he asked first.” Even the resigning coworker agreed with me and sent an email to our supervisor recommending me and urging him to reconsider….he still didn’t change his mind. Now my supervisor says he wants me to train the him for the job I should have had. I am very hesitant to leave as I’ve only been at this position for a month. But I also cannot overlook this disrespect. I’m dusting off my resume and sending it out. Should I mention something to HR or my supervisor’s boss?

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Jackie GhedineAugust 10,2022 at 1:44PM UTC
I'm curious, how long was he working at the organization? You said you've only been there a month, is he new as well? There may be gender bias and tenure playing a role in the promotion.
Amana JohnsonAugust 10,2022 at 1:47PM UTC
Speak up and move along. Do not train him. That's not your job. This happened to my sister and her only choice was to quit or put in her 2 weeks
Maria PilarAugust 10,2022 at 2:54PM UTC
I totally agree
AnonymousAugust 10,2022 at 2:14PM UTC
Go ahead and dust off that resume!!! After you have landed a new position and have resigned you can mention it to HR.
The first priority should be finding a good position for you elsewhere! I’m sorry that this is your experience but, if you are being disrespected like that you should do what you can to leave…. Not all work environments are the same!
AnonymousAugust 11,2022 at 1:18PM UTC
How is she being disrespected? I didn’t read that so I’m curious what caused you to interpret that.
AnonymousAugust 12,2022 at 6:42PM UTC
If the only reason she wasn’t considered is because she didn’t speak up first and she actually has more experience… that comes off as odd. And I noted “if you are being disrespected”. I didn’t say “You are being disrespected.”
there’s a lot of things that are not being said in this post so I was cautious not to jump to a conclusion.
My bottom line is not all work environments are the same and I’m sticking to that.
It may be a situation where she will deal with more off putting scenarios to her so I’m just encouraging her to leave because her intuition is already leaning her that way. Some people stay years in positions where they are mistreated constantly and it affects their overall demeanor/ outlook on life.
AnonymousAugust 10,2022 at 2:40PM UTC
Hate to be the bearer of bad news, but this sounds like jealousy and ego.
It is up to the manager to make a final decision on who is qualified and accept for a higher level position, and judge their qualifications, not you. You are certainly entitled to an opinion, but it ends there. Even if a bid went out and the other person was chosen, there could be qualities beyond the scope of experience such as soft skills and aptititude to lead people and courage to work up the nerve to even ask that impressed your manager. This person could know someone higher up even beyond the hierarchy of your boss that could have influenced the decision, This happens all the time in the workplace. Face it, based on your response, you were not as competitive as the next person, next time stay on your toes. Has your boss made other incompetent decisions or is this the conclusion you drew because you feel like you missed out, all of a sudden it is a poor decision? He may be a quick learner and pick up on things quicker than you realize. Word of advice, don’t be so quick to write someone off bc you didn’t get your way, bc you wouldn’t want it done to you would you? What if you apply for a promotion in another company, get the promotion and someone else has the same negative judgement towards you bc you have not been with the company as long? You would want to be given a chance to demonstrate you can perform right? So give this person the same dignity and respect, or if your ego can’t take it, try your best until you move on to something else. And you have only been there for a month? I would give someone else more slack if they have been there 10+ years but still hold the same sentiment bc like I said these things happen all the time. Are you going to leave the next job that you have been at 2 yrs but another person got promoted over you has been there less than a yr? No, that is not a practical approach for longevity at any job. Focus on yourself, your development and growth and not someone you barely know.
AnonymousAugust 10,2022 at 10:06PM UTC
Well said.
KerryAugust 11,2022 at 12:55PM UTC
Absolutely!! Sometimes managers make bad decisions. I can think of several times a particular employee was “raved” about and then screwed over the boss and another showing how manipulative she was. Be your best advocate. Always have an updated resume. Always network to find other positions and/or mentors. Never lower yourself to be negative. It will backfire on you.
AnonymousAugust 10,2022 at 3:39PM UTC
Well you and the outgoing colleague have already mentioned the deficiencies in the promoted individual's skill set and he has chose to give him a chance to be trained (by you) and ease into the position.
If you're suggesting going to HR with a threat of leaving....I wouldn't be that unprofessional. It weakens your credibility.
If you want to look for a new position, then great. In the meantime, train the person and it might become apparent that he won't be able to handle the position or he may surprise everyone.
Give this person the benefit of the doubt and train him.
Don't predict failure. I was once that person (and maybe you were too) and someone took a huge chance on me. I worked my ass off and knocked it out of the park. The person that was forced to train me ended up a mentor and friend. She had grace and stellar skills and eventually moved on to a new company but not before preparing me for success.
AnonymousAugust 10,2022 at 10:03PM UTC
Beautiful post.
AnonymousAugust 11,2022 at 1:28PM UTC
Great insight and advice.
Think of the overall outcome, everyone wins when your heart is in the right place to help others succeed. You will be rewarded in the outcome. Good luck! Be a leader not a follower! You have passion and determination. Feel empowered to be part of the overall road to success for all involved. Put yourself in their shoes, what then? I pray for the best for you. I like this reply most of all.
AnonymousAugust 10,2022 at 4:07PM UTC
You learned a lesson here. Always advocate for yourself.
Now exhibit great character and dedicate yourself to training him.
Sour grapes is not a good look.
Shelly EdwardsAugust 10,2022 at 4:19PM UTC
You have expressed your opinion to the manager. Your coworker has also expressed reasons to reconsider. The manager has made a decision. You may not like that decision, but the decision has been made. There are two ways you can approach it moving forward. You can continue to complain that your manager made the wrong call and refuse to train the new person, telling the manager that you should not have to train a person who they selected for the role instead of you. I would not recommend this path, but sometimes it works. Or you can be a team player and help the person navigate into this new role for the benefit of the company overall. In this situation, I would also have a conversation with the boss that in the future, you would like to be considered for such a promotion should the opportunity arise again. Then work hard to prove why you deserve the promotion so that your boss does not make such a hasty decision next time. If the newly promoted individual is as unqualified as you believe them to be, then their mistakes and lack of experience will show up.
AnonymousAugust 10,2022 at 9:55PM UTC
This situation happened to me recently, only, I was the person that was hired when the boss left.
I have relevant and critical skills that the boss said were needed to carry the team forward into one next chapter. The boss said my “peer” was “not there yet after careful consideration from various sources of feedback.” As painful as it may be, your boss decided that you were not ready yet and that decision is supported by leadership. While you may think
that continuing to disagree with the decision is a privately held belief, you’d be surprised how transparent that can be.
Work with the new manager to make a plan to get you ready for the next step.
The prior manager didn’t to any coaching or career planning. I am a fierce advocate and have already been doing everything in my power to enable my employees to achieve their goals . Try to keep an open mind and work with them to craft your future. You may be pleasantly surprised by the contribution that they can offer to your career advancement.
Shauna JohnsonAugust 10,2022 at 10:22PM UTC
You need to leave. Be where you are valued.
AnonymousAugust 11,2022 at 1:16PM UTC
Who says she isn’t valued?
Shauna JohnsonAugust 13,2022 at 6:20AM UTC
...the person that told her to train someone else, which clearly suggests they know SHE is qualified for the role.
JJAugust 10,2022 at 10:54PM UTC
I am surprised by the comments here. I would not want to work for a company that makes decisions on promotions in such a flippant manner. What’s next, flipping a coin or a relay race for the next role? Regardless of the background this does not seem like sound management or leadership.
AnonymousAugust 11,2022 at 12:40AM UTC
I wouldn’t take everything for face value. The poster has only been there for a month. What we don’t know is that it is possible that the new person performed so well on their initial interview, they exhibited traits that the mgr saw potential to consider him for a notch above the new person. Also, nepotism can always come in to play if this new person has higher up connections that she is not privy to. Fair or unfair, this can happen at any time or any place at any work environment. The poster can certainly leave, but does it make sense for her to react the same way if she was at another place for 2 yrs and someone else there for 1 yr got promoted b4 her? Workplaces are competitive, she admitted that she didn’t ask. If she took the time to build a rapport with the mgr and expressed her interest, maybe she would have had the upper hand. She should just focus on herself and not be bitter about other people who played the game better than she did. It’s called life. There will always be someone out there that can perform better than you at your work even if you feel otherwise, it’s a leadership call not hers. I still think her response is purely ego driven. And she has not gotten to a place to understand the dynamics of a typical work environment.
AnonymousAugust 11,2022 at 1:04PM UTC
I agree with most of this but question the actions of the manager because the OP is now being asked to train the new person?
That seems weird. Also, it's a poor excuse that her colleague asked first!
AnonymousAugust 11,2022 at 8:41PM UTC
You raise an excellent point that there are too many variables to draw conclusions to here.
Although, I will say this, I work in a technical field where if a person was promoted externally, not internally, it is common to have a non-manager, who might be a SME in a particular area train that person and that person rotates between other SMEs who are also non-managers to be brought up to speed. Thats why I am not taking what she is saying for face value. And maybe she has not been there long enough to realize that. She could be a technical SME in a specific area and maybe her boss trusted her to provide training and guidance to build his familiarization and may have a similar method in mind to rotate him to other people to help him get a little bit of everything.
JJAugust 12,2022 at 4:40AM UTC
The problem I have is that if all of what you suggest is true, the boss should be able to string together a few sentences to communicate some valuable feedback. A flip response is not a good sign.
AnonymousAugust 12,2022 at 6:47AM UTC
True JJ but what if the poster was flippant herself in her approach?
If I was a mgr and a person who works for me was interrogating me about someone I chose to hire or promote with and entitled attitude, I might say something flippant to end the conversation, she could have went there and he could have responded as such. I think the bottom line it is still none of her business how a mgr decides to choose a person he promotes. Sure sometimes there is unfairness due to nepotism, gender, racism, pay disparity. The person can do the best they can in their situation and decide whether it is worth staying. With her only being there a month, is too new to expect any kind of promotion just bc she started a few weeks before someone.in the working world in that context 3 weeks difference between 2 people are literally considered the same. Boss probably asked her to train bc it would be easier to have another new person train another with the basics b4 rotating the person to a more advanced peer. We do t even know the mgr strategy for this. She did not say she would be the only, trainer, you are absolutely right, just too many variables here, I still think she has sn entitled approach
AnonymousAugust 15,2022 at 12:49PM UTC
JJ are you a tenured manager or an individual contributor? Curious if your feedback is from the perspective of someone who routinely makes hiring decisions.
AnonymousAugust 11,2022 at 1:08PM UTC
I Respectfully disagree.
if the candidate (the poster) was not in consideration for the role, the decision and the factors that influence the decision are “above their pay grade”. Leadership does not owe this person a detailed description of the evaluation criteria and the process they took. The decision may appear flippant to the author of this post but for those responsible for the decision it was likEly well considered.
JJAugust 12,2022 at 4:38AM UTC
“Speaking up first” is not a sound hiring decision so her boss either lied to here and there is a deeper background that is unknown and secret, as you suggest, or it was a flip, on-the-spot decision. Both would be a deal breaker to me.
Joan Williams, Senior Talent Acquisition SpecialistAugust 10,2022 at 10:57PM UTC
Is this a very small company? That is not how positions are typically filled with internal candidates.
When a new position is opened up, it's typically posted so any and all employees who are interested may apply. Then they go through an interview process.
You say you have an HR department so it can't be that small a company. What is company policy for filling of internal positions?
You say you've only been in your current position for a month - how long have you been with the company? If you've only been with the company one month, that might have something to do with this - some companies require employees be in their position for 6 months or a year before they can apply for another internal position.
AnonymousAugust 13,2022 at 12:18AM UTC
Excellent points, Joan Williams!
AnonymousAugust 11,2022 at 1:08PM UTC
That's not right.
Sounds like your manager hasn't developed as much as a manager/leader. This could be an indication of more trouble to come and indicate why your predecessor left. If he can't keep up basic pretense of meritocracy, where will your career go under this guy?
Ask yourself this. Say you go to HR and get given this position. Would you be comfortable working with these people after that? He's also told people publicly that this rookie will take the position? How will he look if he puts you in this position now. Soon he'll start undermining you in his communication, assume you are much less capable than you are. My recommendation would be to move on if you are capable of that.
Don't worry about changing roles a month into a role. That's one of the most common times people change role - when they realize they aren't a good fit for something. Other common time people change role is after a few years.
AnonymousAugust 11,2022 at 1:11PM UTC
Let’s be realistic on the definition of “ training.” The author of this post is only a month into the job.
They will only be training the new person by repeating the information that was told to them, such as: team and project history, business processes and ways of working. They will not be training the person on how to do the role of a manager. That is unrealistic and above their level.
The author of this post should clarify the topics that are part of this training with the old boss and the new boss. It would save some heart ache for sure.
AnonymousAugust 13,2022 at 12:17AM UTC
That’s not in agreement with the facts described by OP.
OP has prior experience in the requirements of the role. Less-experienced colleague lacks these skills.
There is nothing to suggest that the training that OP has been asked to give does not involve technical skills.
AnonymousAugust 11,2022 at 1:22PM UTC
The key word here is "he."
AnonymousAugust 11,2022 at 4:10PM UTC
I’m all for feminism but completely disagree that ‘he’ is a keyword here. OP says she’s only been in her role for a month; that’s not a lot of time for a company to get a sense of what she’s capable of and she was hired for a particular role. She sounds entitled by saying she feels “disrespected”. Why should a manager come to a new hire and ask if that person is interested in the vacant role? OP also didn’t voice her interest in this role until after the position was given to someone else. How well does OP know her coworker’s ability to do the work? I understand he is inexperienced and this will be a stretch role. I also question the intern to CEO comparison based on OP’s language and complaining.
AnonymousAugust 11,2022 at 1:27PM UTC
You chose to use the word “disrespect” which suggests that you feel you were entitled to the role.
If you were qualified—your boss would have made it a point to ask you and recommend you.
Being a manager comes from exhibiting the behaviors of managers. It is a fundamentally different role than an individual contributor.
You haven’t commented on the attributes that would
make you a good manager and improving any of the gaps. I’d suggest focusing your energy on reviewing a manager job post and honestly assessing
your strengths and opportunities for growth. There appears to be a gap between your expectations and your self awareness.
I have all the empathy in the world for you. I was once in exactly the position where the role I wanted was given to someone else. I can say with confidence that I was not ready. I wanted the job because I wanted more money, not because I understood the role.
KristinAugust 11,2022 at 4:27PM UTC
While I agree with the overall conclusion of your note, I have to disagree with this point:
"If you were qualified—your boss would have made it a point to ask you and recommend you."
Definitely not if it's a boys club type of culture. Almost definitely the opposite - that she'll be routinely overlooked despite being qualified and despite speaking up about an interest in moving up.
AnonymousAugust 15,2022 at 12:45PM UTC
While that may be true, it’s also true that she has only been in the role for 20 business days and she was wasn’t considered because she wasn’t ready.
AnonymousAugust 13,2022 at 12:13AM UTC
I disagree with this response. It is inherently disrespectful to ask OP to train colleague for the role if OP isn’t being given a chance to hold it.
Was OP entitled to the role? Absolutely not.
Should OP have asked for the job? Yes.
But OP should not be asked to train the less-experienced colleague under these circumstances.
AnonymousAugust 15,2022 at 12:42PM UTC
The OP hasn’t specified what kind of “training.” For all we know it is only project updates from the month that she has been there. A heavy dose of critical thinking is needed here.
Leader135412August 11,2022 at 1:32PM UTC
Let them crash and burn. Get out asap.
AnonymousAugust 11,2022 at 1:33PM UTC
find out if you’re in a state that requires that open roles be posted regardless of having a candidate in mind to backfill. that’s just straight illegal where i am.
AnonymousAugust 11,2022 at 1:53PM UTC
After a month in, no one knows your capabilities or skill level. You weren't top of mind or a contender. You just walked in the door.
You need to earn your place. You're an unknown entity.
AnonymousAugust 11,2022 at 2:05PM UTC
it sounds like it's a workload and not a position change? Am I right? It's quite possible managamenent is more concerned with longevity than with experience and asked you to train to keep you included. 30 days in- there is risk assessment in certain situations that you are most likely not privy to as the newcomer.
QAugust 11,2022 at 2:52PM UTC
While I agree with what many others have said about how short your tenure has been so far - which can greatly factor in to whether or not new roles open up to you, there IS one thing I consider a red flag.
The manager asked you to train this person. If they do not believe you have the knowledge for the role, why are you training them? It is generally a bad practice for a business to have an inexperienced person train others for a key role. It leads to poor outcomes. If you are fully trusted to train them successfully then they do see you as qualified. They just don't want you in the role.
Perhaps past experience is coloring my opinion, which is fair, but I have personally been in a position where I repeatedly trained people who were all on the way up the ladder (all male) and while I was showered with praise and was doing the work for more than one person - and people joked about how well I was training all these people - I never was given an opportunity to progress. There was a good old boy culture in our department where only those "like" in age, gender, and interests of the senior leader were offered key roles. It was only by leaving that role that I was able to grow my career. It took off like a rocket when I got away from that leader!
AnonymousAugust 11,2022 at 7:47PM UTC
That is exactly why I am hesitant to train him. I work in technology - with many prior military folks. Many tech companies are still “good old boy”, no matter how many women they include in their ad campaigns — including mine. I am the only woman on my team and one of a handful on the whole building floor. I know the uphill battles waiting for me, especially when kids come into the picture - I am trying to be very careful not to be a doormat. In this realm it is competitive and people will use and abuse as they see fit. First I train him then what? My boss names him his successor? I may be overblowing a bit but this situation is extremely anxiety inducing. I think I may train him in the basics and only what is job required, but keep being wary.
Diane Frances Lesley-NeumanAugust 11,2022 at 7:54PM UTC
Contact the EEOC. FILE SUIT.
AnonymousAugust 11,2022 at 9:17PM UTC
File suit on what?
Carolyn HipkinsAugust 11,2022 at 4:00PM UTC
Several people have suggested that you train him. I would do that and document for yourself how you did so. I would also put your training on your resume. I think the experience of training someone would be good for your career and maybe put you in line for another opportunity at the company.
AnonymousAugust 11,2022 at 9:19PM UTC
I enjoy this platform but assuming legal issues and telling OPs to sue employers is a bad narrative. I'm curious how often these threads are being check on by host.
Joan Williams, Senior Talent Acquisition SpecialistAugust 12,2022 at 1:01AM UTC
As with all public forums - buyer beware. Take advice with a grain of salt.
Many people offer advice they are in no way qualified to give.
AnonymousAugust 13,2022 at 12:08AM UTC
There *might* be legal issues. OP can consult a qualified attorney, who can opine on whether legal action makes sense.
Audrey KirschAugust 11,2022 at 9:50PM UTC
I'm sorry, but you were late to the party. The co-worker who left never recommended you and you sat back waiting for the boss to offer you the position. You may deserve the position base on your experience, but your co-worker showed the initiative in going after it. I do think it's odd that your boss asked you to train this person, especially after you let them know that you think you should have been offered the position. It seems like a way to pass the responsibility. If this person fails miserably, you will be the one blamed as having trained them poorly. But, if they succeed you will not get any of the credit. Dusting off your resume is a good call on your part.
Crystal HowellAugust 11,2022 at 10:23PM UTC
Definitely go to your HR manager and check the EEOC guidelines as well, you have to post the position to give all a fair chance. Training someone else is not in your job description or is it? Let your manager's boss know as well, sounds like a unilateral decision, asking first doesn;t get you the job.
The one month on the resume, exxplain it to the recruiter.
Good Luck
Lisa BlackwellAugust 12,2022 at 12:12PM UTC
Wow, that's a tough one. I wouldn't go to HR just yet. I truly believe that things like this work themselves out. More than likely if the person who was awarded the job is in-fact unqualified for the position it will come to light very quickly. It is important for you to maintain your professionalism during this time. Remember keeping the contract is in the best interest of the entire company and you refusing to help this person could contribute to the loss of business if it happens. Stay strong, don't burn any bridges and be professional. If your management team fails to see the underperformance of the person who was promoted then maybe it's time to look for something new. But please don't burn the bridges and good luck.
LizfromcvAugust 12,2022 at 11:31PM UTC
good advice.
AnonymousAugust 12,2022 at 12:24PM UTC
I would definitely suggest speaking with HR and provided the situation, it shows clear lack of managerial skills from your manager. Maybe you should reconsider if that's the place where you would like to work and if that's the manager you want to report to. Courage!
AnonymousAugust 12,2022 at 12:42PM UTC
The OP has been in the position for FOUR weeks! She has almost no track record with this employer. Get real!
AnonymousAugust 15,2022 at 6:37AM UTC
I hear you.
Nevertheless, it seems like she has enough track record to be requested to train someone else. Therefore that means she is acknowledged as more skilled than the other employee.
And once again, her boss didn't say it was a matter of how long she was in the company for, but about who requested it first. Which means she could have got it if she spoke up first?
I still believe she is right.
AnonymousAugust 15,2022 at 12:53PM UTC
It depends on exactly the topic of the “training.” A dose of critical thinking is needed with this comment. I highly doubt that the OP will be training the new boss on how to perform the duties of a manager. That would be absurd.
AnonymousAugust 12,2022 at 10:36PM UTC
Wouldn't promoting someone after four weeks show more lack in managerial skills?
AnonymousAugust 15,2022 at 6:39AM UTC
Why would it be? Spotting talent should also be trained. Life is short. Chances are high that if you don't spot talent and someone else does, they will get it.
And once again, her manager never said it had to do with how long she had been with them but about who spoke up first.
AnonymousAugust 12,2022 at 12:51PM UTC
The only way that this can be said is bluntly: I understand that you're frustrated and upset, but this isn't disrespect on your employer's part, it's entitlement on your part. You knew the coworker was leaving and you expected your employer to offer you their job. That is not how the hiring process works for any job anywhere. You also have one month at this organization and you already expect them to hand you opportunities. On top of that, you are actively working to take away a promotion/job from another person. You claim that they're too inexperienced for the job and that you're doing this because it "could" have negative repercussions for the contract, but it sounds like sour grapes. If I were your supervisor, I wouldn't allow you within a mile of this person for their training because I wouldn't feel that I could trust you not to purposely sabotage them.
Stephanie LekowskiAugust 12,2022 at 12:51PM UTC
Absolutely not- you said your piece and the supervisor doesn't want to hear it. Updating your resume and starting a discreet job search is a very good idea!
Carolyn FieldsAugust 12,2022 at 1:36PM UTC
That's just awful. Unless there is more to the story, I would speak with HR.
AnonymousAugust 12,2022 at 2:01PM UTC
I was on the other side of a situation like this. I proposed a project, it was approved, and a colleague went to my manager and asked to take my project from me because he felt I was incompetent and that he deserved the opportunity. I saw the opportunity for change, I created the proposal, and I knocked it out of the park despite his open attempts to sabotage me. He was resentful and treated me terribly afterwards too. When I left the company, someone else took over the project, not this colleague.
You don't know enough about the other person to know what they're capable of. At the end of the day, the only person you can depends on to advocate for you is you. Your colleague spoke up, you didn't. Maybe there's a reason you weren't top of mind for this opportunity.
AnonymousAugust 12,2022 at 4:35PM UTC
Your situation does seem a little different as you were likely very experienced in the domain and had already proven your skills at the company.
Being selected for a project is very different from being selected to move to a fundamentally job profile (IC to a manager role).
AnonymousAugust 12,2022 at 9:55PM UTC
No, actually.
I had only been there a few months and was less than a year into a completely new industry after a huge career change. It was way outside of my comfort zone.
Also the OP said it was a new "line of work"and responsibilities but didn't actually say if it's a promotion to a manager role.
AnonymousAugust 13,2022 at 7:18PM UTC
Those are good points. As a manager myself, 3 months is a longer time than 1 month. You may have been scouted with that new oppty in mind.
AnonymousAugust 12,2022 at 8:44PM UTC
I doubt very much if it was "speaking up" that was the issue.
You haven't been at the company long enough to be moved into the senior spot. You're still learning your job and getting to know your coworkers.
I would start looking to make a move like this after a year or 2.
AnonymousAugust 13,2022 at 12:04AM UTC
Your supervisor is an idiot and worse.
I would definitely take this to HR, mentioning that your supervisor has acknowledged with the training request that you are more qualified for the job than your less-experienced co-worker.
By the way: is your supervisor not promoting you due to your gender or race? If so, you might have a viable legal complaint. Consider consulting an employment lawyer: first consult should be free.
You’re right, of course: if you’re not good enough to have the new job, you shouldn’t be training your co-worker to do it.
AnonymousAugust 13,2022 at 1:19AM UTC
Maybe she didn’t get promoted because she’s been on the job just 20 days! We’re so quick on this board to jump to racism, ageism, sexism. As someone else said, to expect this position is entitlement. Four weeks into a new position? You’re still being onboarded, meeting people, learning organizational culture and processes. Come on!
AnonymousAugust 13,2022 at 8:15AM UTC
Nope: I understand that she’s been on board for only 20 days/1 month, and that the company still might be evaluating her.
That’s a fair comment.
But I jump off at the point at which she’s requested to train her colleague in the necessary substantive or technical skills. If you qualify to train your colleague in her/his/their job responsibilities, you have strong or superior credentials for that role.
Robert AleperAugust 13,2022 at 5:58AM UTC
Your supervisor is an enemy of progress.
and definitely he/she doesn't value your work
Forward your case to HR and see if things can workout
I was once a victim of circumstances even when I was the best candidate for promotion but I played things cool until finally God's grace shone over me
I advise you to be calm and take it gently. What is yours will always be yours
AnonymousAugust 13,2022 at 7:13PM UTC
Im curious, could you say why you feel the boss doesn’t value her work?
AnonymousAugust 13,2022 at 7:22PM UTC
Poster, can you please clarify what was asked of you regarding training? A few days have passed and surely you have more information now. As someone pointed out below, there may be a gap between what you anticipate and what is expected.
AnonymousAugust 15,2022 at 12:52PM UTC
Agreed. Please comment OP
AnonymousAugust 14,2022 at 7:57PM UTC
One thing that has not been noted in most of the comments:
The colleague’s resignation was *24 hours* before the post. Clearly, manager has not given much thought as to how the position should be filled.
In addition, lack of a thoughtful and open recruitment process is evident,
Gives more weight to OP’s concerns.
AnonymousAugust 15,2022 at 1:03PM UTC
Tenured manager here. An open and honest hiring process is above her pay grade. No manager is required to provide the selection criteria. No manager needs to defend their decision to a
direct report, least of all- a DR who has been with the company for 20 days. Managers are empowered to make hiring/firing decisions based on performance and have the support of their leadership
to do so.
The forum needs a healthy dose of the responsibilities of a manager.
AnonymousAugust 23,2022 at 1:03AM UTC
OP may not be able to bring up managerial shortcomings with only 20 days of tenure, but the manager’s hiring process is deficient.
Yes, manager gets to determine hiring process (within company-set constraints) but this doesn’t mean that manager’s decisions are justifiable.
AnonymousAugust 25,2022 at 1:05PM UTC
I take the OPs comments and said actions of others with a grain of salt. Team
members could be placating the OP not wishing to get into a conflict with the OP.
AnonymousAugust 15,2022 at 12:59PM UTC
OP - Several of the posts mention the training aspect. Some day that if you are asked to train the new boss that you should have had the role. The advice arising from that perception is “go to HR” and “quit.”
Others say that you are not training the new boss on how to be a manager, rather, project history and repeating what you have heard in your training. The advice coming from this group of folks is… be patient and humble as your expectations outweigh the reality.
OP- Which is it?