If you feel dispirited by your latest advancement but can’t quite figure out why, you may need to take a closer look at what you have actually signed up for.
Getting a promotion in your job is often an incredibly exciting time, as you find yourself advancing both personally and professionally in a number of ways.
But if you begin to feel as though this new phase of your career is not propelling you forward in the way that you thought it would and that you have in fact stalled, it’s possible that you are the unfortunate recipient of a ghost promotion.
That is, a promotion that is in all but name the exact same job you were doing before, perhaps with a new title but none of the benefits that accompany a change in status. Often it is bestowed as a tactic to keep a valuable employee around and to deter quitting, though it is a short-term strategy to buy time.
So, how can you recognise if your career advancement is just the same old role with shiny new branding and a potential organisational agenda?
Low reward
The most obvious sign that your new promotion is in fact a device to keep you rooted to the job and prevent you from seeking work elsewhere, is if there is no change in how you are compensated for the role.
Promotions frequently come with professional benefits, for example a new title, greater responsibility and stronger remuneration, such as a pay increase, health insurance, a contributory pension scheme, additional time-off or volunteer hours and company cars, to name a few.
But, if you aren’t offered a new title or additional perks, it is possible that the company is using the promotion as a strategy to make you feel that you are valued, without taking any actual action that would reward loyalty.
A title change is of significant value to an employee, as it opens other doors professionally. However, if there is a sharp increase in workplace expectations then that should be reflected in how you personally benefit from the role.
Low output
Another great way to spot that you have actually accepted a ghost promotion is if there is little to no change in your day-to-day activities. A promotion means that you are exceeding expectations and that there is a higher role for you that requires a new level of expertise. You have fully cemented yourself in an organisation and have more to offer.
But, if you are doing the exact same job you were already doing, with no additional work or opportunities to grow, then it is likely that the promotion was offered as a means of encouraging you to continue on where you are.
If all you wanted was a new title then this is ideal as it allows you to maintain an already established sense of work-life balance and the lifestyle you are used to. However, down the line it could work against you, especially if you move on with a senior title and none of the experience or know-how to back it up.
If you are in this situation, why not speak with your employer about adding to your responsibilities and taking on more tasks that align with your title?
Low talk
Promotions, whether they are in a large company or an SME, are always accompanied by great change as teams are restructured and everyone gets used to their new role.
To make the transition as seamless as possible, it is important that leaders make the changes in working status public to the wider organisation and if necessary to external stakeholders, so everyone understands how things are going to run, from here on out.
If your employer asks you to keep your promotion quiet, if they ask you not to update your status on your professional social media accounts, or if they refrain from making your promotion public knowledge within and outside the company, than more than likely this new advancement is not a real one, as it is not being recognised in a way that advances your career.
It is important that you’re recognised as having moved up so you can gain experience from the new role and engage with others in a mentorship capacity as part of your growth plans.
Basically, you don’t want to find yourself in a position where you are doing the work of someone with a better job title, under the assumption that you are of an equal standing, only to find out that your promotion was more spectral and imaginary in nature.
Ghost promotions tend to only benefit organisations, rather than the individual, so, if you believe that your promotion lacks substance, don’t be afraid to right the wrongs or move on. Let ghost promotions haunt unsuitable, inflexible companies, not your career.
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