What Are The Next Steps After Getting A Promotion?

Popular What Are The Next Steps After Getting A Promotion? Michelle RiklanJenna ArcandJune 22, 2022Woman gets a promotion at work and shakes hands with her new boss Bigstock {"adCodes": [{"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 0, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 1, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}, {"desktop": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "display": true, "mobile": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e", "new_amp": "\u003camp-ad width=336 height=280\n type=\"doubleclick\"\n data-slot=\"/22278042776,22664312254/wit/wit_content\"\n data-multi-size=\"300x250\"\u003e\n\u003c/amp-ad\u003e", "order": 2, "tablet": "\u003cdiv class=\u0027rblad-wit_content\u0027\u003e\u003c/div\u003e"}], "adsOrder": [2]}

It’s exciting, no doubt about it. Your expertise, hard work, and perseverance paid off. You got the big promotion you were working toward. Then, along with exuberance, reality sets in with a bit of nerves for this new challenge. Now you have to deliver.

Even though promotions are exhilarating, they can also leave recipients uneasy about the change. Going from a position where you had proven yourself into a position with some inherent uncertainty will put a knot in the most confident stomachs.

Oftentimes, the easiest kind of promotion is where you’re promoted into a new environment with a new team to work with. That is like a clean slate. Much harder can be the transition within a business unit. Not to mention, the move from peer to boss can definitely be a minefield. Like it or not, we create an identity at work and many of our co-workers identify us with our role. Change our role or give us more responsibility, and people around us sometimes have difficulty adapting. There are also occasions when the person promoted has difficulty adjusting.

Let’s take a look at some of the steps the newly promoted can take to ensure a smooth, effective transition.

Listen

Embrace the newness and recognize your stakeholders—those affected by your work and your team’s work. Even if you are working with some of the same people, there is a good chance you have new stakeholders or new relationships with stakeholders. Meet with them and listen to their feedback. From employees to suppliers to customers to your boss, they will let you know what’s going well and what needs improvement from their perspectives.

Note the emphasis on listening. You don’t need to promise the world just because you’re in a new role. You are there to gather their feedback so you can ensure expectations are met. You will learn a lot when you actively listen and these people will notice your engagement.

Plan Man writes down his plan after getting a promotion

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Your promotion was a competitive process. Your boss saw something in you that persuaded them to give you this opportunity. There is almost always a learning curve to your new position, but during the transition, put together a plan for yourself and your role going forward. You bring a skill set, expertise, and a new perspective. These are all ways you can add value.

Determine 30-, 90-, and 180-day milestones about what you are going to learn and how you will proceed in making positive contributions. Utilize the SMART principle for goal-setting (Specific, Measurable, Attainable, Realistic, Time-Bound). The promotion is not the high water mark. You have greater things in store.

Communicate Woman talks to her coworkers during a work meeting

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Be as transparent as possible about your goals and expectations. This communication should be the case up and down the chain of command, and you have to actively invite feedback and demonstrate a willingness to listen to it.

Once you have developed your plan and milestones, meet with your supervisor to discuss them. If you have not worked closely with this person before, it may be helpful to meet regularly, at least while you get your feet wet. Get to know his or her expectations and communication preferences. See to it that you’re both on the same page strategically and tactically.

The same holds true if you have any employees reporting to you. They should be aware of the direction you want them going in, and they should know how you prefer to communicate. Share your goals and plans. Research has shown that we are more successful at working toward goals and implementing new habits when we communicate them to others. We allow people to hold us accountable. In a team environment, there is no other way to move the needle.

Finally, you may be asking, “Why so much emphasis on communication preferences?” Relationships at work function much better when the individuals involved have clear understandings. This becomes even more important in workplaces with flexible schedules and working arrangements, different communication media available, and where teams are distributed and function in a virtual environment. Sending an urgent email to your boss when she only checks email once a day can be useless.

Taking the time to understand these important details can ultimately pave the way for cohesiveness and long-term success after your promotion. Good luck!

We know how tricky it can be to navigate a promotion at work. If you're struggling to adjust to your new role, we can help.

We'd love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.

Join our FREE community today to finally become an empowered business-of-one!

This article was originally published at an earlier date.

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Reading LinkedIn, you might think that the average office is a caring, sharing environment. Everyone adopts a nurturing attitude towards their colleagues. Managers give their staff kind words of encouragement even when they make expensive mistakes.

Perhaps your experience was different? Mine was.

I’ve worked with organizations where positivity and empathy were not among the corporate values.

Encounters with managers in the military, law enforcement, accounting firms, sales teams, and outsourced call centres can be bruising experiences.

So why would anyone tell a Navy chief petty officer, a tax inspector, or a Russian call centre manager that using positive and encouraging language might be a good idea? Why would they believe it?

Positive Language — The Business CasePeople talking during a work meeting

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Positive language makes working a more pleasant experience.

Staff are more likely to be productive, stay with the company instead of move on, and perhaps even persuade their friends to work there.

The financial benefits of increased productivity are obvious.

Reducing staff turnover means less time and effort spent recruiting and training replacements, and fewer periods of sub-par productivity from partially trained employees.

Most companies have “recommend a friend” schemes. The savings can be substantial. A UK company offers a GBP 1,000 bonus for staff who successfully recruit their friends. Most recruitment firms charge three months’ salary for the same thing. This could easily amount to two or three times the bonus, even for quite junior positions.

The frequent use of negative language has the opposite effect.

Resentful staff have less reason to be productive and so earn less for the company.

Resentful staff are more likely to leave at the first opportunity. HR will need to recruit and train more new hires to replace them. This costs more and has a negative impact on productivity.

Resentful staff are more likely to tell their friends and relatives how bad the company is to work for, so dissuading people from working there.

What Is Positive Language?Coworkers talk in the office

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Positive language need not be sickly sweet. It has four distinct characteristics:

  • It tells listeners what CAN be done. Negative language focuses on what CANNOT be done.
  • It offers alternatives, choices, and options. Negative language offers no alternatives, no choices, and no options.
  • Positive language focuses on the problem to be solved. It looks forward to finding a solution. Negative language focuses on finding someone, usually the listener, to blame.
  • Positive language helps and encourages people. Negative language does not encourage anyone.
  • What Does It Take To Speak More Positively?Managers talk about a project at work

    Bigstock

    Surprisingly little. Here are some examples of negative phrases people use, and their more positive substitutes.

    “You didn’t...”

    This looks back to the past. It says what the person didn’t do without offering alternatives. It makes it clear that the fault lies with the listener. Suppose we replace this with “Next time, try...”? This looks forward. It doesn’t point the finger and it gives the listener an alternative course of action.

    “You should/must...”

    This is very forceful and puts the blame firmly on the listener. How would the listener react to “It would be better if you...” or maybe “We should/must...”? The first option presents an alternative course of action. If the issue is related to legal obligations or safety requirements, then saying “We should/must...” takes away the sting by emphasizing that everyone has to do it.

    “You didn’t understand...”

    As a trainer, I try to avoid saying this. If my trainee doesn’t understand, then that’s not her fault, it’s my fault. I didn’t present it properly. I prefer to say: “I didn’t tell you properly/clearly enough...”

    Linguistic Land Mines!Employees talk during a work meeting

    Bigstock

    These phrases are guaranteed to lead to fights and divorce proceedings.

    “Yes, but...”

    This says: “I have listened to you. It doesn’t matter.” Try replacing the word “but” with “and.” You’ll find that the conversation moves along faster and with less antagonism.

    “You should have...”

    This focuses on the past and the person’s “mistake.” It shows no respect for the listener and blames him for not having your superior knowledge. A more positive substitute might be: “Next time, try...” That conveys the same message, but looks forward to getting it right in the future.

    “Why...?”

    “Why” questions often sound like accusations. We all remember teachers asking us why we didn’t do our homework. “Why” questions often put people into “excuse giving” mode. They answer the question with excuses rather than properly thought-out root causes. Coaches recommend replacing “Why” with “What...?” transforming the question “Why didn’t you do your homework” into “What prevented you from doing your homework?"

    “Calm down!”

    Saying this usually has the opposite effect! It tells your listener that you do not care about their emotions. You just want them to stop expressing them. If you really want to help a person become less emotional, try telling him, “I want to help you, I need you to tell me what the problem is.” If the person shouts, it’s more effective if you take them aside and let them vent. Often, once the person has expressed their anger, they can speak more rationally and will apologize for their outbursts.

    Next Steps

    Think of the conversations you have had recently.

    How many negative phrases have you heard? What effect did they have on you?

    How many negative phrases have you used yourself? Now that you know more about positive and negative language, how would you conduct these conversations differently?

    Once you’ve thought about these questions, get in touch and tell me your thoughts!

    Further Reading

    When you’re training your staff, your choice of language can have a massive effect on their learning. To find out more about how to train staff, please read my posts “Training for Non-Trainers” and “Explaining How Things Work: How To Do It And Why It Matters.”

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    Are you concerned about age discrimination? While most job seekers fear discrimination by hiring managers, the truth is that you’re more likely to be discriminated against by a computer.

    Most 50-something or older job seekers don’t realize that the technology they leverage to apply for jobs may be screening them out of consideration. Sadly, this is one of the most common reasons that job seekers don’t get the interviews they want and deserve.

    Here’s the key thing you need to know. The databases, or applicant tracking systems (ATS), that employers, recruiters, and job boards use to parse, store, and analyze incoming resumes are capable of estimating how much experience you possess. When recruiters or hiring executives search these databases for candidates with a certain amount of experience—let’s say 12-15 years—the ATS will screen out candidates who possess anything other than 12, 13, 14, or 15 years. As a result, your resume or LinkedIn profile will not be listed in the resulting candidate search. This eliminates your candidacy before a human even sees your resume or LinkedIn profile.

    Please note that while job boards, companies, and recruiters are not intending to discriminate, the technology they are using to organize the flood of resumes they receive is doing so inadvertently. This means that every time your resume is entered into a job board system, company website, or recruiter website, the experience filtering described above may occur. It also means that your LinkedIn profile could be subjected to this same filtering process any time a company or recruiter searches for candidates like you with a specific amount of experience in mind.

    If you’re currently in or plan to launch a part-time or full-time search for a new role, take time to age-proof your resume and LinkedIn profile. Three simple changes will boost your candidacy, help you attract more opportunities, and win you more job interviews:

    1. Revamp Your LinkedIn Profile Picture

    While we strongly recommend a professional headshot for your LinkedIn profile picture (you can get one in most markets for $100-$200), an amateur photographer might work if you know one who takes good portrait shots. The key is an attractive pose that makes the most of your facial characteristics and personality while minimizing any age-related deficits.

    If you have silver hair, for example, consider using a dark background or black & white photo to reduce the risk of a washed-out appearance. Select a pose that conveys energy and vitality and hints at the wisdom youth simply can’t replicate. Use a full-face smile to project energy with the photo and make sure you dress in interview-ready attire. You want to seem professional yet approachable.

    2. Eliminate Dates From Your Education Listings On Your Resume And LinkedIn ProfileWoman logs in to LinkedInBigstock

    It’s standard these days for most folks over 30 to omit education dates from resumes and their LinkedIn profile. This is easy enough to do on your resume where you can also omit dates of training, certifications, licensure, or affiliations.

    In short, omit any date prior to 2000, since most recruiters only want to see the last 10-15 years of your experience on your resume or LinkedIn profile. To achieve this on LinkedIn, go to your profile and then edit your "Education" section. Select the “—“option in the drop-down box for your start and finish dates. Eliminate dates from other sections as well.

    3. Remove Pre-2000 Dates From Your Work History Sections On Your Resume And LinkedIn ProfileMan holds his resume while working on laptopBigstock

    This is a little more complex but well worth doing. On your resume, list your post-2000 work experience in your "Work History" section and separate your pre-2000 experience into an "Additional Experience" section. For your pre-2000 jobs, omit your dates of employment and list the amounts instead. For example, if you worked at GE from 1992-2000, report that as “8 years.”

    LinkedIn doesn’t allow members to omit dates from employment so your only choice is to eliminate pre-2000 jobs altogether. Try embedding a short version of older jobs in your first post-2000 listing or briefly noting relevant older roles in your LinkedIn summary. Either tactic will help you win more LinkedIn profile views.

    While we don’t recommend using online job boards as a key component in an effective job search at almost any age (there are other more powerful and faster ways to create and pursue career opportunities for yourself), the truth is that these systems inadvertently “discriminate” against candidates with more than 15 years of work experience. Unfortunately, this same potential exists on LinkedIn and company/recruiter websites anytime a hiring manager or recruiter conducts a candidate search based on the amount of experience job seekers possess.

    The good news is that a few simple tricks can protect your resume and LinkedIn profile from age discrimination and give you greater access to the career opportunities you want and deserve.

    Need more help age-proofing your resume and LinkedIn profile?

    We'd love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades. More importantly, we have tons of resources inside our community that can help you update your resume and LinkedIn profile—the right way.

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