Starting a new job is challenging enough. But walking into a role coveted by an internal candidate who was passed over? That’s like stepping into a minefield wearing a blindfold.
Understanding the Dynamics
Research from the Journal of Management indicates that workplace rejection can trigger negative behaviors. These behaviors affect the employees involved. When someone is passed over for promotion in favor of an external hire (you), they experience resentment. They could also suffer from a loss of self-esteem and a diminished sense of organizational loyalty.
Studies have shown that promotion rejectees often engage in social comparison. They compare themselves with the person who got the position and scrutinize their qualifications and performance. This heightened scrutiny can create an uncomfortable work environment where one’s every move is watched and judged.
Signs of Potential Sabotage
Watch for these subtle indicators that you’re being undermined:
- Information withholding or delayed sharing of crucial details
- Exclusion from informal networks and communication channels
- Subtle undermining in meetings or with other colleagues
- Resistance to your initiatives or decisions
- Creating parallel power structures with their existing relationships
Strategic Approaches to Navigate This Situation
1. Acknowledge the Elephant in the Room
Don’t pretend the situation doesn’t exist. Research on workplace relationships suggests that addressing difficult situations head-on while maintaining professionalism often yields better outcomes than avoiding them. Consider having a direct but diplomatic conversation with the person who wanted your role. Acknowledge their experience and skills and express your interest in working together productively.
2. Build Your Support Network
While your predecessor’s allies might initially be distant, focus on building your network within the organization. Research indicates that successful external hires tend to develop strong relationships across different departments and hierarchical levels. Don’t limit yourself to your immediate team.
3. Document Everything
In cases where sabotage might occur, maintaining clear records is crucial. Keep emails, document decisions, and keep a paper trail of your work and contributions. This isn’t about being paranoid; it’s about protecting yourself professionally.
4. Focus on Value Addition
Studies on organizational justice show that people are more likely to accept decisions they initially disagreed with. This happens when they see positive outcomes. Focus on bringing visible value to your role and the organization. This might include:
- Introducing new perspectives or approaches
- Solving long-standing problems
- Creating opportunities for others to shine
- Sharing credit generously
5. Seek Senior Support
Your hiring manager likely anticipated some of these challenges. Have regular check-ins with them about your integration and any challenges you face. They can offer crucial support and intervention if needed.
Long-term Success Strategies
Remember that time is often the best healer in these situations. While the first months might be challenging, consistent professional behavior and demonstrated competence usually win over most skeptics. Focus on:
- Being exceptionally prepared for all meetings and interactions
- Showing respect for existing processes while carefully introducing improvements
- Finding ways to leverage the institutional knowledge of others, including the person who wanted your role
- Maintaining a positive, solution-focused approach even in the face of resistance
When to Escalate
While most situations can be managed through the strategies above, some cases of sabotage cross professional lines. If you experience:
- Deliberate misinformation that impacts your work
- Character assassination or spreading of false rumors
- Direct interference with your ability to do your job
- Creation of a hostile work environment
These situations warrant immediate documentation and discussion with HR or senior management.
Remember, you were hired for a reason. The organization values your skills, experience, and fresh perspective, so it chose an external candidate over an internal one. Stay confident in your abilities. Be humble enough to learn from those around you. Even those who might initially resist your presence can offer valuable lessons.