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In any workplace, promotions and leadership opportunities can stir up emotions, especially when an employee who has been with the company for years doesn’t get the management position they’ve worked hard for. When the company hires an external candidate instead, it can feel like a personal blow, and it’s natural to experience disappointment, frustration, or even resentment.
However, it’s crucial for the long-time employee to approach this situation with professionalism, a growth mindset, and a sense of teamwork. One of the unique challenges they may face is the need to teach and support the new manager, someone they might feel overshadowed by or even resent. Here’s how to handle the situation with grace, positivity, and a focus on collective success.
- Understand the Bigger Picture
First, it’s important to reflect on the company’s decision to hire an external candidate. While it may sting, the hiring decision is likely based on a range of factors, including skills that the new candidate brings to the role, new perspectives, or even the company’s broader strategic goals. Understanding that this decision isn’t a reflection of your worth or capabilities can help to alleviate some of the frustration.
- Shift Your Mindset: Embrace a Growth Perspective
Adopting a growth mindset is key in these situations. Instead of viewing the new hire as competition or a reminder of not getting the promotion, focus on how this can be a valuable learning experience. Perhaps there are things you can learn from this person, whether it’s a new approach to leadership or different strategies that could benefit your own career development.
By embracing a growth-oriented perspective, you can also start to view the situation as an opportunity to strengthen your own leadership skills. There’s a lot to gain by learning how to navigate difficult situations with maturity and professionalism.
- Focus on Collaboration, Not Competition
The reality is that both you and the new manager want what’s best for the team. Rather than letting personal feelings get in the way, focus on collaborating and supporting each other. You already have a deep understanding of the company’s culture, the team dynamics, and the inner workings of the business. Your insight can be invaluable to your new manager as they get up to speed.
Remember, you are not just teaching a person you might feel is “replacing” you—you’re contributing to the success of the company. Supporting the new manager, helping them navigate the company’s systems, and offering your insights will not only demonstrate your professionalism but also strengthen the team as a whole.
- Keep the Line of Communication Open
Clear communication is essential when you are tasked with teaching or mentoring a new manager. Approach this process with patience, understanding that it may take time for the new hire to understand the company’s culture and processes. Your role is to guide them, share your experiences, and provide constructive feedback when necessary.
Be open to conversations and feedback as well. While you may have deep knowledge of the company, the new manager might bring fresh ideas and insights. Keeping the lines of communication open will ensure that both of you feel heard and valued.
- Set Personal Goals for Continued Growth
While teaching and supporting the new manager, it’s crucial to keep your own professional growth in mind. Consider this an opportunity to further develop your own skills, whether through learning new management strategies, refining your emotional intelligence, or pursuing leadership development programs. By investing in yourself, you show that you are still committed to growing within the organization, even if the management position didn’t come your way this time.
- Seek Feedback and Use It Constructively
In many cases, a candidate who didn’t get the promotion may not have received clear feedback on why they weren’t selected. Take the initiative to seek constructive feedback from your manager or HR. Understanding the reasons behind the decision can provide clarity and help you prepare for future opportunities.
Use this feedback as a stepping stone to improve, whether it’s expanding your skill set or improving how you communicate your leadership potential. This feedback is an essential tool for long-term growth.
- Stay Professional and Avoid Negative Behavior
No matter how disappointed you might feel, it’s essential to maintain professionalism. Negative behaviors, such as passive-aggressive comments or openly undermining the new manager, will only damage your reputation and harm your relationships at work. Instead, approach the situation with dignity, focusing on what you can contribute rather than what you feel you lost.
- Reframe Your Role Within the Company
Sometimes, stepping into a supporting role is just as impactful as stepping into a leadership role. By helping to integrate the new manager into the team, you can build trust, foster a collaborative atmosphere, and prove yourself as a valuable resource. This may also open up future leadership opportunities, as your ability to support others may eventually be seen as a sign of your own leadership potential.
Conclusion
It’s never easy when you feel like your hard work hasn’t resulted in the promotion you hoped for, especially when a new person comes in to take the role. But by focusing on collaboration, staying professional, and maintaining a growth mindset, you can turn this challenge into an opportunity to shine. Your ability to teach, guide, and support the new manager demonstrates leadership qualities that will be noticed by those around you—and may position you for the next opportunity when it arises.
Navigating this transition with poise will not only benefit your team and the organization, but will also showcase your resilience and commitment to your own growth.
Partnering with Telescope Recruitment means embracing a visionary approach that illuminates your path to success. Together, we will reach new heights and create constellations of success that shine brightly in the cosmic realm of recruitment. Join us today and experience the difference we can make for your organization or career.
