1 00:00:04,280 --> 00:00:08,799 Speaker 1: Is there a right time or way to ask for 2 00:00:09,080 --> 00:00:13,000 Speaker 1: a promotion. That's what we're going to be talking about today, 3 00:00:13,600 --> 00:00:17,320 Speaker 1: and this is coming off the back of another great 4 00:00:17,520 --> 00:00:21,240 Speaker 1: DM that we've got in our Big Business Podcast Instagram 5 00:00:21,280 --> 00:00:24,200 Speaker 1: account DMS. I always find that really long to say 6 00:00:24,440 --> 00:00:29,080 Speaker 1: Big Business Podcast Instagram account. Anyway, we've got an Instagram 7 00:00:29,120 --> 00:00:30,800 Speaker 1: for the pod, and if you want to send this 8 00:00:30,880 --> 00:00:33,400 Speaker 1: a message, please do because we love answering your questions 9 00:00:33,440 --> 00:00:36,680 Speaker 1: on the pod. So this is the question. I'll leave 10 00:00:36,720 --> 00:00:39,360 Speaker 1: your name out because I don't know. Usually people specify 11 00:00:39,880 --> 00:00:43,080 Speaker 1: put on oudly this one out. Heybriyt love the pod 12 00:00:43,240 --> 00:00:46,720 Speaker 1: and high scrollers? Why thank you? I'm wondering if you 13 00:00:46,800 --> 00:00:49,480 Speaker 1: had any advice for staff wanting to move up into 14 00:00:49,520 --> 00:00:52,800 Speaker 1: a management position. For some background, I have been in 15 00:00:52,840 --> 00:00:55,840 Speaker 1: my role for three years now and am the most 16 00:00:55,960 --> 00:00:59,880 Speaker 1: experienced in our team. Last week our manager was fired. 17 00:01:00,360 --> 00:01:03,720 Speaker 1: I was part of an investigation into them breaking code 18 00:01:03,760 --> 00:01:07,119 Speaker 1: of conduct and had proof of this. But how soon 19 00:01:07,360 --> 00:01:09,960 Speaker 1: is too soon to put your hand up asking to 20 00:01:10,000 --> 00:01:14,679 Speaker 1: be considered for a higher position and progressing. There is 21 00:01:14,720 --> 00:01:17,800 Speaker 1: no job add for the management position. However, I have 22 00:01:17,920 --> 00:01:21,319 Speaker 1: been asking about progression for a long time and nothing 23 00:01:21,400 --> 00:01:24,120 Speaker 1: has happened. I don't want anyone to think I have 24 00:01:24,240 --> 00:01:28,240 Speaker 1: made any complaints that contributed to her termination. Just to 25 00:01:28,319 --> 00:01:33,040 Speaker 1: take the job. Any advice I would appreciate so so much, 26 00:01:33,480 --> 00:01:37,640 Speaker 1: thank you. Now, that's a difficult situation because you know, 27 00:01:37,959 --> 00:01:42,440 Speaker 1: if someone has been terminated and it's for something like misconduct, 28 00:01:43,080 --> 00:01:46,640 Speaker 1: you you know, you obviously don't want to then like 29 00:01:47,040 --> 00:01:49,840 Speaker 1: come across that you're just so excited that someone's gone, 30 00:01:49,880 --> 00:01:52,000 Speaker 1: because then you're like, yes, this is my chance. But 31 00:01:52,120 --> 00:01:57,840 Speaker 1: also it's understandable that you're now identifying a gap or 32 00:01:57,920 --> 00:02:01,200 Speaker 1: like an opening that may become available if it's needed. 33 00:02:01,560 --> 00:02:04,160 Speaker 1: And then you're adding in on top of that the 34 00:02:04,200 --> 00:02:06,720 Speaker 1: fact that you've worked at your job for three years, 35 00:02:07,120 --> 00:02:10,400 Speaker 1: you've got great experience, and that you've already discussed with 36 00:02:10,480 --> 00:02:13,600 Speaker 1: your manager or your boss that you're wanting progression and 37 00:02:13,639 --> 00:02:16,640 Speaker 1: nothing has happened yet. So it's kind of like now 38 00:02:16,720 --> 00:02:19,920 Speaker 1: is the time, you know, because this opportunity has come up, 39 00:02:19,960 --> 00:02:22,919 Speaker 1: even though it's not really an opportunity, and someone's been terminated. 40 00:02:23,520 --> 00:02:28,160 Speaker 1: So I definitely think that you have an opportunity here, 41 00:02:28,360 --> 00:02:30,560 Speaker 1: and I think all that you need to be mindful 42 00:02:30,639 --> 00:02:32,959 Speaker 1: of is just how you're going to word it because, 43 00:02:33,000 --> 00:02:36,120 Speaker 1: like you've said, you don't want to come across that 44 00:02:36,200 --> 00:02:38,600 Speaker 1: it's like, hey, I know she got fired, so I'll 45 00:02:38,600 --> 00:02:40,320 Speaker 1: take her job now, because you don't want it to 46 00:02:40,320 --> 00:02:42,760 Speaker 1: come across that way, even though it very well could. 47 00:02:43,160 --> 00:02:45,680 Speaker 1: So I think how you handle yourself in this situation 48 00:02:46,240 --> 00:02:49,320 Speaker 1: and the way that you word things is going to 49 00:02:49,360 --> 00:02:54,600 Speaker 1: be vital. I think, especially with stepping into a leadership 50 00:02:54,720 --> 00:02:58,720 Speaker 1: or a management position, it's a whole new ballpark, and 51 00:02:58,760 --> 00:03:00,400 Speaker 1: I think I want to talk a lot little bit 52 00:03:00,400 --> 00:03:04,160 Speaker 1: more about leadership and management here on the pod. I 53 00:03:04,200 --> 00:03:07,560 Speaker 1: know I briefly do here and there, but stepping into 54 00:03:07,680 --> 00:03:13,320 Speaker 1: management is it's a whole new world. And you know, management, 55 00:03:13,360 --> 00:03:16,320 Speaker 1: A lot of people will agree like management isn't for everyone. 56 00:03:17,320 --> 00:03:20,680 Speaker 1: It's tough, it's hard, it's challenging, Like it's literally not 57 00:03:20,840 --> 00:03:23,760 Speaker 1: easy in any way. And I think it takes a 58 00:03:23,800 --> 00:03:27,760 Speaker 1: really special person to be a great manager. But if 59 00:03:27,840 --> 00:03:29,840 Speaker 1: you feel like you've got it in you and that's 60 00:03:30,080 --> 00:03:33,200 Speaker 1: the next step for you in your career, I say 61 00:03:33,280 --> 00:03:35,720 Speaker 1: absolutely go for it. But I hope that you can 62 00:03:35,800 --> 00:03:39,640 Speaker 1: go into it knowing like management is really tough and 63 00:03:39,760 --> 00:03:43,600 Speaker 1: with your situation in particular as well, like going into 64 00:03:43,680 --> 00:03:47,760 Speaker 1: leadership for yourself. It's not about grabbing a chair while 65 00:03:47,800 --> 00:03:50,600 Speaker 1: it's still warm, if you know what I mean. It's 66 00:03:50,640 --> 00:03:56,480 Speaker 1: about professionally and calmly putting your hand up to essentially 67 00:03:56,520 --> 00:03:59,760 Speaker 1: say I'm ready when you are, rather than hey, I 68 00:03:59,800 --> 00:04:01,680 Speaker 1: saw the seat is still warm, I'm going to go 69 00:04:01,760 --> 00:04:04,760 Speaker 1: sit in it. It's instead making it known that you're 70 00:04:04,840 --> 00:04:08,440 Speaker 1: ready when the business is ready for your progression. Now 71 00:04:08,440 --> 00:04:11,880 Speaker 1: you've said that, you have already spoken about your growth 72 00:04:11,960 --> 00:04:14,960 Speaker 1: and progression, and nothing has come of it, which I 73 00:04:15,000 --> 00:04:19,440 Speaker 1: would be interested to know more about whether like the 74 00:04:19,480 --> 00:04:22,800 Speaker 1: business is not ready for it. A while ago last year, 75 00:04:23,240 --> 00:04:26,280 Speaker 1: I had one of my team members come on the pod, Grace, 76 00:04:26,480 --> 00:04:30,719 Speaker 1: who at the time was our national retail manager part 77 00:04:30,760 --> 00:04:34,159 Speaker 1: of me, and she since received a promotion which is 78 00:04:34,240 --> 00:04:37,039 Speaker 1: really exciting. But one thing that Grace said to me 79 00:04:37,440 --> 00:04:40,280 Speaker 1: in that episode, and I don't even remember what the 80 00:04:40,360 --> 00:04:42,000 Speaker 1: question was that I asked her. I think we were 81 00:04:42,040 --> 00:04:45,320 Speaker 1: just talking about people wanting to progress, because Grace has 82 00:04:45,360 --> 00:04:48,240 Speaker 1: had like a great career within Fate and she's been 83 00:04:48,279 --> 00:04:52,200 Speaker 1: with us for five years now. But she said something 84 00:04:52,200 --> 00:04:55,599 Speaker 1: along the lines of it's one thing to want growth 85 00:04:55,680 --> 00:04:58,200 Speaker 1: in a company, and to want to grow and yeah, 86 00:04:58,200 --> 00:05:01,400 Speaker 1: I'm ready, I'm ready, I'm ready, But she said, you 87 00:05:01,520 --> 00:05:03,960 Speaker 1: also have to stop and wait for the business to 88 00:05:04,040 --> 00:05:07,520 Speaker 1: be ready for you, because it can be very hard 89 00:05:08,480 --> 00:05:10,640 Speaker 1: to not see the other side. You know. We always 90 00:05:10,640 --> 00:05:13,240 Speaker 1: want to advocate for ourselves and always get the next 91 00:05:13,240 --> 00:05:16,160 Speaker 1: thing and the best thing and keep growing. But especially 92 00:05:16,200 --> 00:05:18,919 Speaker 1: if you're in like a smaller business, sometimes the business 93 00:05:18,960 --> 00:05:20,880 Speaker 1: is not going to be ready for that yet, whether 94 00:05:20,920 --> 00:05:23,600 Speaker 1: it be financially or within the team structure. So I'd 95 00:05:23,640 --> 00:05:28,280 Speaker 1: be interested to know more about you expressing that you're 96 00:05:28,279 --> 00:05:30,680 Speaker 1: wanting growth and the feedback that you've gotten from that, 97 00:05:31,080 --> 00:05:33,640 Speaker 1: and why there hasn't been any progression yet. Is it 98 00:05:33,640 --> 00:05:36,640 Speaker 1: because the business is not ready? Like I don't know, 99 00:05:37,600 --> 00:05:41,160 Speaker 1: But given the fact that the manager is no longer 100 00:05:41,279 --> 00:05:44,480 Speaker 1: in the company, I would definitely request to have a 101 00:05:44,480 --> 00:05:47,080 Speaker 1: meeting with your manager or whoever it is that you 102 00:05:47,160 --> 00:05:50,799 Speaker 1: report to. Definitely don't put it all in an email 103 00:05:50,920 --> 00:05:53,520 Speaker 1: or a message or anything like that. I would send 104 00:05:53,600 --> 00:05:56,240 Speaker 1: an email or ask in person, depending on the type 105 00:05:56,279 --> 00:05:58,400 Speaker 1: of relationship that you have, And I would request a 106 00:05:58,440 --> 00:06:02,240 Speaker 1: meeting and give them, I guess not a full agenda, 107 00:06:02,400 --> 00:06:04,960 Speaker 1: but like give them what you're wanting to talk about. 108 00:06:05,000 --> 00:06:08,200 Speaker 1: I'd love to arrange a meeting to talk about the 109 00:06:08,200 --> 00:06:11,600 Speaker 1: future structure of the team and how I can support, 110 00:06:11,680 --> 00:06:15,719 Speaker 1: for example, and going into that meeting, I would just 111 00:06:15,920 --> 00:06:19,400 Speaker 1: one hundred and ten percent make sure that you're going 112 00:06:19,440 --> 00:06:23,159 Speaker 1: into it with an agenda and a structure, and that 113 00:06:23,200 --> 00:06:26,760 Speaker 1: you're going in leading the meeting with your value in 114 00:06:26,800 --> 00:06:30,440 Speaker 1: the company, not just wanting that new title, which I'm 115 00:06:30,480 --> 00:06:32,640 Speaker 1: guessing from your message that you'd be more than fine 116 00:06:32,680 --> 00:06:34,680 Speaker 1: to do. But I think, yeah, given the fact that 117 00:06:34,720 --> 00:06:36,680 Speaker 1: someone has left, you don't want it to come across 118 00:06:36,720 --> 00:06:38,880 Speaker 1: like you're just wanting, you know, I'm ready to go 119 00:06:38,960 --> 00:06:41,560 Speaker 1: into the manager role, but instead, you know, go to 120 00:06:41,600 --> 00:06:42,960 Speaker 1: them with a bit of a pitch like I've been 121 00:06:42,960 --> 00:06:46,120 Speaker 1: here for three years, i know the systems, I care 122 00:06:46,160 --> 00:06:49,120 Speaker 1: a lot about stability in this business, and I'd love 123 00:06:49,160 --> 00:06:53,679 Speaker 1: to help lead, you know, during this next transitional period. 124 00:06:53,760 --> 00:06:56,400 Speaker 1: I feel like you can touch on what has happened 125 00:06:56,640 --> 00:06:59,919 Speaker 1: without directly talking about it. Instead of saying I'm ready 126 00:06:59,920 --> 00:07:02,920 Speaker 1: to step into the manager's position, it could be like 127 00:07:02,960 --> 00:07:06,760 Speaker 1: I'd love to help build stability in the business, you know, 128 00:07:06,920 --> 00:07:08,800 Speaker 1: and whoever you're talking to will pick up what you're 129 00:07:08,800 --> 00:07:12,760 Speaker 1: putting down. And I'm hoping with that meeting and given 130 00:07:12,800 --> 00:07:15,560 Speaker 1: the fact that the manager has been terminated, they'll be 131 00:07:15,640 --> 00:07:18,800 Speaker 1: able to give you a clearer answer, because I'd just 132 00:07:18,840 --> 00:07:21,120 Speaker 1: be so interested to know what they've said every other 133 00:07:21,160 --> 00:07:22,680 Speaker 1: time that you've said to them, Hey, I want to 134 00:07:22,720 --> 00:07:26,679 Speaker 1: grow here, And if they say no for any reason, 135 00:07:27,280 --> 00:07:30,440 Speaker 1: I would say something along the lines of them like 136 00:07:30,880 --> 00:07:34,120 Speaker 1: what would I need to demonstrate in this business to 137 00:07:34,240 --> 00:07:37,400 Speaker 1: be considered for this in the future, Like put it 138 00:07:37,400 --> 00:07:39,840 Speaker 1: almost put it back on them to be like what 139 00:07:39,960 --> 00:07:43,080 Speaker 1: can I do to show you that I'm ready for 140 00:07:43,160 --> 00:07:46,320 Speaker 1: this or that the business needs this, rather than them 141 00:07:46,480 --> 00:07:49,080 Speaker 1: just you know, going no, not right now and you 142 00:07:49,200 --> 00:07:52,120 Speaker 1: walking away. I'd be like, Okay, well, what can I demonstrate, 143 00:07:52,360 --> 00:07:55,800 Speaker 1: you know, in the coming months to show that I 144 00:07:55,840 --> 00:07:58,880 Speaker 1: am ready for this. I do think it's a bit 145 00:07:58,880 --> 00:08:01,680 Speaker 1: of a gray area that you have mentioned that you've 146 00:08:01,680 --> 00:08:06,280 Speaker 1: been asking for progression and haven't gotten anything, But again 147 00:08:06,360 --> 00:08:10,640 Speaker 1: I don't understand the full context. Is that because they 148 00:08:10,920 --> 00:08:12,840 Speaker 1: haven't wanted you to grow in the business or is 149 00:08:12,880 --> 00:08:16,400 Speaker 1: it because the business isn't ready for you and that growth. 150 00:08:16,480 --> 00:08:19,040 Speaker 1: Yet it may be a completely different story now that 151 00:08:19,120 --> 00:08:27,000 Speaker 1: someone has stepped out of that management position. But yeah, 152 00:08:27,120 --> 00:08:30,600 Speaker 1: my only real advice would be to lock in that meeting, 153 00:08:30,800 --> 00:08:33,480 Speaker 1: have all of your notes prepared, have all of your 154 00:08:33,840 --> 00:08:36,640 Speaker 1: I don't want to say proof prepared, but like a 155 00:08:36,679 --> 00:08:38,800 Speaker 1: big list to go through of like all the value 156 00:08:38,840 --> 00:08:41,199 Speaker 1: that you have already added to the business and what 157 00:08:41,240 --> 00:08:44,959 Speaker 1: you think you can do moving forward and see what 158 00:08:45,040 --> 00:08:48,400 Speaker 1: they say. And another thing like for you wanting to 159 00:08:48,440 --> 00:08:51,800 Speaker 1: step into a manager's role. You know, I would never 160 00:08:51,840 --> 00:08:55,800 Speaker 1: be the kind of person to say, you know, go 161 00:08:55,880 --> 00:08:59,000 Speaker 1: and work the extra one hundred hours a week to 162 00:08:59,080 --> 00:09:01,720 Speaker 1: show that you've got it in you, but I think 163 00:09:01,800 --> 00:09:04,199 Speaker 1: a piece of advice would be and even thinking about 164 00:09:04,480 --> 00:09:08,280 Speaker 1: me and my own team, I think it goes really 165 00:09:08,320 --> 00:09:12,520 Speaker 1: far if you almost start acting like a manager before 166 00:09:12,720 --> 00:09:14,600 Speaker 1: you are one. I'm not saying like go in and 167 00:09:14,920 --> 00:09:18,640 Speaker 1: boss everyone around and act like you own the place, 168 00:09:19,840 --> 00:09:23,720 Speaker 1: but just showing that extra initiative and that passion and 169 00:09:23,920 --> 00:09:27,240 Speaker 1: drive like your boss will notice that, because I'll always 170 00:09:27,320 --> 00:09:29,400 Speaker 1: notice that in someone if they've got that fire in 171 00:09:29,440 --> 00:09:32,320 Speaker 1: their belly and their drive, and they they're eager, and 172 00:09:32,320 --> 00:09:35,760 Speaker 1: they're wanting to learn and grow and develop themselves, and 173 00:09:35,800 --> 00:09:39,680 Speaker 1: they're emotionally mature and they know how to help solve 174 00:09:39,760 --> 00:09:43,040 Speaker 1: problems and not by just fixing them for others, but 175 00:09:43,080 --> 00:09:46,160 Speaker 1: by teaching others. I think there's so many things that 176 00:09:46,200 --> 00:09:48,400 Speaker 1: you can do in the way that you just carry 177 00:09:48,400 --> 00:09:52,319 Speaker 1: yourself in your role, which will then show your manager 178 00:09:52,440 --> 00:09:55,760 Speaker 1: or your boss, hey, this person has got that. You know, 179 00:09:55,840 --> 00:09:57,560 Speaker 1: they've got it in them. Of course we're going to 180 00:09:57,559 --> 00:10:00,920 Speaker 1: put them forward for that promotion. To answer your question, 181 00:10:01,400 --> 00:10:04,160 Speaker 1: it's not definitely not too soon to ask for a promotion. 182 00:10:04,480 --> 00:10:07,200 Speaker 1: I think with your situation, you just obviously have to 183 00:10:07,240 --> 00:10:09,920 Speaker 1: make sure that you do it professionally. You lead that 184 00:10:10,000 --> 00:10:13,400 Speaker 1: meeting with value, not just wanting that promotion and title, 185 00:10:13,720 --> 00:10:15,320 Speaker 1: you know, for the sake of saying I want the 186 00:10:15,360 --> 00:10:18,720 Speaker 1: manager's role, like show them your value and ask for 187 00:10:18,760 --> 00:10:21,200 Speaker 1: clarity in that meeting. If they don't give it to you, 188 00:10:21,400 --> 00:10:24,240 Speaker 1: especially given the fact that you have already asked for 189 00:10:24,280 --> 00:10:28,280 Speaker 1: progression and haven't gotten it at this stage, and if 190 00:10:28,320 --> 00:10:33,000 Speaker 1: they stall again or don't move you forward, that's a 191 00:10:33,040 --> 00:10:35,840 Speaker 1: little bit of data I think at this stage for 192 00:10:35,920 --> 00:10:38,440 Speaker 1: you putting your hand up, it's not too aggressive, it's 193 00:10:38,480 --> 00:10:41,400 Speaker 1: not too soon. It's leadership at the end of the day, 194 00:10:42,080 --> 00:10:45,880 Speaker 1: and the only mistake would be probably staying silent and 195 00:10:46,000 --> 00:10:50,360 Speaker 1: hoping that someone notices because you know, it's one thing 196 00:10:50,400 --> 00:10:53,800 Speaker 1: for us as bosses and leaders to notice our team 197 00:10:54,080 --> 00:10:56,199 Speaker 1: and help them grow in their careers, but it also 198 00:10:56,280 --> 00:11:00,160 Speaker 1: falls majorly on the employee of showing that initiative. So 199 00:11:00,200 --> 00:11:03,120 Speaker 1: I think by you putting your hand up and saying, hey, 200 00:11:03,360 --> 00:11:05,720 Speaker 1: I'm ready for growth, I want to help the team, 201 00:11:06,280 --> 00:11:08,559 Speaker 1: I think that's you showing great signs of leadership. So 202 00:11:08,640 --> 00:11:11,240 Speaker 1: good luck, and if you do go forward with this, 203 00:11:11,320 --> 00:11:14,200 Speaker 1: please send us another follow up DM and let us 204 00:11:14,240 --> 00:11:16,560 Speaker 1: know how you go. And that's all for this week's 205 00:11:16,640 --> 00:11:20,040 Speaker 1: Bonus episode.