My manager encouraged me to apply for a promotion... then didn't interview me and gave the job to someone outside the company. What next?

So an opportunity to move up in the company opened up. I was on the fence about applying. Then, my manager, without any prior conversation about the spot, approached me and encouraged me to apply. He said that he believed I'd be a good fit - he knew because he used to be in the position.

I felt encouraged and decided to apply. I understood that I may not get the promotion because I knew there were other solid internal candidates. Although my company doesn't value seniority to the extent most do, I had seniority over all the internal applicants. I thought I had a decent chance.

A work week passes. I didn't hear anything from my manager regarding an interview. I assumed that he was taking his time. Fine.

Today, I see a new face next to my manager. He introduced me to the new hire for the spot I applied.

I understand that I may have not gotten the job but to do that... I don't know how to move forward. Should I ask him about it? If so, what should I say? Or should I just create an exit plan because he's a bad manager? Any other considerations?

Thanks in advance.

Jobadvisor:

This situation is incredibly frustrating and demoralizing. You have every right to feel upset and confused. Here's a breakdown of how to approach this, balancing your need for answers with protecting your professional standing:

1. Process Your Emotions First:

• Acknowledge your feelings: It's okay to feel betrayed, angry, and disappointed. Don't rush into action while you're still emotionally charged.
• Take some time: Allow yourself a day or two to process what happened before taking any concrete steps.

2. Seek Clarity with Your Manager (Strategically):

• Schedule a private meeting: Don't confront your manager in front of others. Request a meeting to discuss your career development.
• Focus on understanding, not accusation: Frame your questions to understand the process, not to accuse him of wrongdoing.
• Use neutral language: Avoid phrases that sound accusatory. Instead, use phrases like:
  • "I'd like to understand the selection process for the [position name] role."
  • "I was under the impression that I would be interviewed, and I'm looking for feedback on my application."
  • "I'm looking for ways to improve my skills for future opportunities. Can you provide any feedback on my application for the [position name] position?"
  • "I was surprised that the position was filled by an external candidate. I was encouraged to apply and I wanted to understand the decision."
• Listen actively: Pay close attention to your manager's response. His answer will give you insight into his management style and the company culture.
• Avoid burning bridges: Even if you're angry, maintain a professional demeanor. You may need his reference in the future.

3. Evaluate the Situation:

• Analyze his response:
  • If he provides a reasonable explanation and constructive feedback, it might be worth considering staying and working on areas for improvement.
  • If he's evasive, dismissive, or offers weak excuses, it's a red flag.
• Consider company culture: Is this a pattern? Does the company value internal promotions?
• Assess your manager's integrity: Can you trust him in the future?
• Reflect on your career goals: Does this situation align with your long-term aspirations?

4. Plan Your Next Steps:

• If you decide to stay:
  • Focus on your current role and excel.
  • Seek mentorship from other leaders in the company.
  • Document your accomplishments.
  • Continue to look for opportunities to develop your skills.
• If you decide to leave:
  • Start updating your resume and networking.
  • Look for opportunities outside the company.
  • Maintain professionalism during your job search.
  • Do not tell your manager you are looking for another job until you have accepted an offer.
• Talk to HR: If you feel you were discriminated against, or if the process was extremely unfair, you can discuss the situation with HR. They can provide guidance on company policies and procedures.

Key Considerations:

• Don't make assumptions: While it's easy to jump to conclusions, try to gather all the facts before making a decision.
• Protect your reputation: Avoid gossiping or complaining to coworkers.
• Focus on your well-being: This situation can be stressful. Prioritize self-care.
• Learn from the experience: Even negative experiences can provide valuable lessons.

Example of what to say in the meeting:

"Hi [Manager's Name], I wanted to schedule a brief meeting to discuss my application for the [position name] role. I was surprised to learn that an external candidate was selected, and I'd appreciate some feedback on my application. I'm always looking for ways to improve and grow within the company, and I'd value your insights on the selection process. I'm also interested to know what I can do to better prepare for future opportunities within the department."

By approaching this situation with a calm and professional demeanor, you can gather the information you need and make informed decisions about your future.

I Got the “Dream Job”…...and I Hate It. What Now?

A year ago, I would have done anything for this job. The title, the pay, the prestige—it was everything I thought I wanted. But now that I’m here, I feel empty. The work doesn’t excite me, the culture feels suffocating, and I catch myself dreading Mondays like never before.

At first, I thought it was just “adjustment stress.” Maybe I needed to settle in, prove myself, find my rhythm. But months have passed, and the feeling hasn’t changed. I worked so hard for this, so why does it feel like a mistake?

I know some will say, "Be grateful, people would kill for that job." And I get it—I should be grateful. But is it wrong to admit I’m unhappy? Have any of you landed what you thought was your dream job only to realize it wasn’t for you? How did you handle it? Stick it out? Pivot? I'd love to hear your stories

Jobadvisor:

It's incredibly common to experience this, and you're definitely not alone. The "dream job" illusion is a powerful one, and it's tough to reconcile that with the reality of daily work. Here's a breakdown of how to approach this, along with considerations for your situation:

Understanding the Disconnect:

• The "Dream" vs. Reality: Often, the "dream" is built on idealized notions of prestige, pay, and title, rather than the actual day-to-day work.
• Shifting Priorities: People evolve. What you wanted a year ago might not align with your current values and aspirations.
• Culture Mismatch: A toxic or incompatible work culture can quickly erode any initial enthusiasm.
• Lack of Fulfillment: Even a high-paying, prestigious job can feel empty if it lacks purpose or doesn't align with your passions.
• Burnout: the stress of achieving a dream job, and the pressure to perform within it, can lead to burnout.

Steps to Take:

1. Self-Reflection:
   • Identify the specifics: What exactly is causing your unhappiness? Is it the work itself, the culture, the lack of growth, or something else?
   • Revisit your values: What truly matters to you in a career? What are your non-negotiables?
   • What has changed? think about the differences between your expectations, and the reality of the job.
2. Evaluate Your Options:
   • Can you make changes within the current role? Could you speak to your manager about adjusting your responsibilities, seeking new challenges, or addressing the culture issues?
   • Is there potential for internal transfer? Explore other departments or roles within the company that might be a better fit.
   • Consider external opportunities: Start networking and exploring job openings that align with your revised career goals.
3. Develop a Plan:
   • If you decide to stay: Set clear boundaries, prioritize self-care, and focus on finding fulfillment outside of work.
   • If you decide to leave: Create a financial buffer, update your resume and LinkedIn profile, and start networking.
   • Seek professional guidance: A career coach or therapist can help you navigate this transition and develop a plan for the future.
4. Manage the Emotional Aspect:
   • Acknowledge your feelings: It's okay to be unhappy, even if others think you "should" be grateful.
   • Avoid self-blame: You didn't make a mistake; you gained valuable experience and learned more about yourself.
   • Focus on the future: Use this experience as a learning opportunity to define what you truly want in a career.
5. Stories and Considerations:
   • Many people have experienced this. Some have stayed and tried to change their situation, while others have pivoted to entirely new careers.
   • The decision to stay or leave is personal. Consider your financial situation, your risk tolerance, and your long-term goals.
   • It is very important to consider your mental health during this process.

Key Takeaways:

• Your happiness and well-being are paramount.
• It's okay to change your mind.
• This experience can be a valuable catalyst for growth and self-discovery.
• Don't be afraid to seek help.

It's a process, not a quick fix. Be patient with yourself, and remember that you have the power to create a career that aligns with your true values and aspirations.

Do we have oversaturation of smart intelligent people compared to what jobs are in the market ?

It seems that every job that is based on intelligence is oversaturated. Law, software engineering, accounting, mechanical engineering etc. Have we reached the moment that we have too much smart people and we dont have enough job for them. This seems like some waste of resources that we have that smart people have to take low skill jobs instead of doing jobs that require intelligence and smarts.

Jobadvisor:

The question of whether there's an "oversaturation" of intelligent people in the job market is complex, and there's no simple yes or no answer. Here's a breakdown of some key considerations:

Factors Contributing to Perceived Oversaturation:

• Increased Access to Education:
  • More people than ever are pursuing higher education, leading to a larger pool of qualified candidates in fields like law, engineering, and software development.
  • This can create intense competition for desirable positions.
• Technological Advancements:
  • Automation and AI are changing the nature of work, potentially displacing some jobs that traditionally required high levels of skill and intelligence.
  • This can lead to a sense of job scarcity in certain sectors.
• Globalization:
  • The globalized job market increases competition, as companies can hire talent from around the world.
• Economic Fluctuations:
  • Economic downturns can exacerbate the issue, as there are fewer job openings available overall.

Counterarguments and Nuances:

• Evolving Job Market:
  • While some traditional jobs may be shrinking, new opportunities are emerging in fields like AI, data science, and renewable energy.
  • These fields often require high levels of intelligence and adaptability.
• Intelligence is Multifaceted:
  • "Intelligence" is not a monolithic concept. There are many different types of intelligence, and the job market needs a diverse range of skills and abilities.
• The Value of Critical Thinking:
  • Even in jobs that don't traditionally require high levels of education, critical thinking, problem-solving, and adaptability are increasingly valuable.
  • Intelligent individuals can often excel in a wide range of roles.
• Misalignment, Not Oversaturation:
  • It could be argued that the problem is less of an oversaturation of smart people, and more of a misallignment of the current job markets, and the skills that are being taught. Meaning that the education systems may not be fully keeping up with the speed that the job markets are changing.

In summary:

• There's evidence of increased competition in many traditionally "high-intelligence" fields.
• However, the job market is constantly evolving, and new opportunities are emerging.
• The value of intelligence and adaptability remains high across a wide range of occupations.
• The issue may be more about the job market adjusting to a more educated work force, and the education systems adjusting to the job market.

It's important for individuals to focus on developing adaptable skills, staying up-to-date with industry trends, and exploring emerging career paths.

I received a written reprimand for not wanting to speak a foreign language.

I have spoken Spanish in the past at work. Due to a contract dispute and them refusing to give us language pay, I have told them that I no longer feel comfortable translating. A foreign language comes with extra liability and I am not 100% fluent. I have now been issued a written reprimand.

They want me to do more work than my co-workers, get held to the same standards, without any extra benefit. And then they punish me when I don't enthusiastically welcome extra work.

I work a union job in Florida.

Jobadvisor:

This is a complex situation involving labor rights, language skills, and workplace expectations. Here's a breakdown of the key issues and potential steps you can take:

Key Issues:

• Language Pay and Liability:
  • You're correct that using a foreign language for work purposes, especially translation, carries added responsibility and potential liability. Accuracy is crucial, and lack of fluency can lead to errors with serious consequences.
  • The fact that your employer previously offered language pay and then withdrew it is a significant factor. This suggests they acknowledged the added value and responsibility of your language skills.
• Equal Treatment and Workload:
  • Your concern about being held to the same standards as your colleagues while being expected to do more work is valid. Labor laws and union contracts often emphasize fair and equitable treatment.
  • The written reprimand for refusing to do extra uncompensated work is problematic.
• Union Representation:
  • Your union membership is your strongest asset in this situation. Unions are designed to protect workers' rights and negotiate fair working conditions.
  • Florida is a "right to work" state, which weakens unions, but they still have power.

Potential Steps:

1. Consult Your Union Representative:
   • This is the most crucial step. Provide your union representative with all the documentation related to the reprimand, the contract dispute, and any prior communication about language pay.
   • Your union representative can advise you on your rights under the union contract and applicable labor laws. They can also help you file a grievance or negotiate with your employer.
2. Review Your Union Contract:
   • Carefully examine your union contract for any provisions related to language skills, job duties, workload, and disciplinary procedures.
   • Look for clauses related to equal treatment, compensation for additional duties, and the right to refuse work outside your job description.
3. Document Everything:
   • Keep detailed records of all communication with your employer, including emails, memos, and notes from conversations.
   • Document instances where you are asked to perform language-related tasks and any instances of unequal treatment.
   • Keep any evidence of the previous language pay.
4. Know Your Rights (Florida Labor Laws):
   • While Florida is a "right-to-work" state, it still has labor laws that protect workers from discrimination and unfair treatment.
   • Familiarize yourself with these laws, especially those related to workplace discrimination and retaliation.
5. Consider Legal Counsel:
   • If your union is unable to resolve the issue, you may want to consult with an employment attorney.
   • An attorney can advise you on your legal options and represent you in any legal proceedings.
6. Respond to the Reprimand (with Union Help):
   • Do not just ignore the reprimand. Work with your union to create a written response that outlines your position, including the lack of language pay, the added liability, and the unequal treatment.
   • Ensure that the response is professional and factual.

Important Considerations:

• Retaliation: Be aware that your employer may retaliate against you for asserting your rights. Document any instances of retaliation and report them to your union and, if necessary, to the appropriate authorities.
• Professionalism: Maintain a professional demeanor throughout this process, even when dealing with difficult situations.
• Your Worth: You are absolutely correct to know your worth. Language skills are valuable, and you should not be expected to provide them without fair compensation and recognition.

By working closely with your union and documenting everything, you can protect your rights and seek a fair resolution to this situation.