How to address the team member who didn't get the promotion
“A lot is at stake for your team after a promotion. Keep them satisfied with transparent conversations and offerings that acknowledge their value.”
Have you ever had to make a difficult promotion decision, and struggled with how to handle sharing the news, along with the team's response?
Here’s the scenario: you're a team leader and you decide to promote one of your team members. A different team member; however, has been with the company longer and you anticipate they are not going to react well to this news.
If you want to tap into your leadership capabilities to minimize hurt feelings and cascading consequences, read further.
How to Handle Ruffled Feathers after Another Team Member’s Promotion
1. Set up time to talk to the team member who didn’t get the promotion.
Try to find a spacious time block when no one is rushed or distracted, preferably timed for the day after they receive the news about their team member’s promotion. This will be enough time for them to receive and react to the news, but not enough time for them to stew about it or do something they'll regret, like writing an angry email.
2. Prepare your talking points by hand.
Preparing talking points is an underrated and simple step that will allow you to remain calm and present during the conversation. Writing them by hand will help you remember what you want to say better than if you type it.
A 2024 study from Frontiers in Psychology found those who wrote by hand demonstrated more connectivity across the brain regions responsible for memory and processing, than those who typed.
3. Use the following structure to set the conversation up for success:
Name the reaction you expect
Get real with them. Open up transparently with something like, "I know you're probably pretty ticked off and confused. That's why I wanted to have this call, to offer clarity and support." They may also need reassurance about their place on the team, but don't assume that.
Be as specific as you can about why the choice was made
Rather than just reiterating that the promotion choice you made is the best move for the business, help them understand why. What skills were demonstrated more proficiently in the person being promoted? Can you offer any examples that this team member witnessed firsthand?
Don't just say: "This is the best choice for the business."
Instead try this: "This decision fits with our department's goals this year in increasing our company-wide reputation. Sarah showed that she could present clearly and concisely to the executive team. She also stayed calm under pressure when the executives grilled her about the project status."
Offer support
Make sure this team member understands that they are still very much valued for their experience, expertise, and contributions. Demonstrate that you’re willing to invest in them by offering further development opportunities.
Your support offer could include:
Providing them with training in a certain area
Sending them to a conference
Working with a coach
Shifting their role to incorporate more of their favorite type of work
ThE Bottom Line
Let's be frank, when a team member learns their coworker received a promotion before them, they might feel compelled to start looking for work elsewhere.
Be transparent with this team member about how you still value them, and then show it by offering the support and development they need to feel fulfilled.
Need help navigating difficult team decisions and conversations, including team promotions? Book a consultation to get the team leader support you need.
