Feeling Demoted After Restructuring: How Should I Navigate This Career Setback?

Restructuring of the Training Team

Last year, my company restructured the Training Team. They selected three supervisors, and for me, they created a post of Training Coordinator as the requirement was only for three supervisors. I was given a different role compared to the supervisors, and it was mentioned in the email that I would report to the Manager and not to a supervisor at my location. I was verbally told that I am equal to a supervisor but will have nobody reporting to me.

This restructuring was done by our Head, and my reporting manager did not want this position for me, but he was forced to accept it. Unfortunately, our Head resigned in the middle of last year. I had to face lots of hurdles and restrictions from my manager. I was not allowed to attend any product training but to give assessments. I still performed more than my Key Result Areas (KRAs) and also passed all assessments. On many occasions, I was asked to work post office hours, saying it would fetch me a promotion.

Now, he says, "Who asked you to work post office hours?" Last week, I was told by my manager that from this year, I am no longer a Training Coordinator and will now report to a Supervisor.

According to me, it is a demotion even after good performance.

I spoke to HR, and they have said they will talk to the person concerned to change the reporting back to the manager. If it doesn't happen, then I should consider transferring to Sales.

I seek your expert advice on what I must do.

Regards,
MA

Dear Shabnam Merchant,

The post that you have given is your company's internal matter. It would be difficult to give comments as we do not know your industry, the finished product or service, the type of training that supervisors or you had imparted, your KRAs, etc.

On the general side, it can be deduced that this is a failure of organizational communication. When your role was changed, you should have been informed through a proper letter on the company's letterhead. After the issue of this letter, an official circular should have been given to all the parties involved. When verbal orders are given, this type of confusion is bound to happen. This simple truth of management, if the Training Head did not understand, then he is not fit to hold that position.

Without giving proper training, if KRAs are assigned to an individual, then it goes on to speak that HR is unaware of the basics of the Performance Management System (PMS). This shows how HR is disconnected from their employees.

Earlier you were told to work more than office hours, now your manager says that who told you to do that. When managers blow hot and cold, how will he be able to motivate juniors? Secondly, do not expect fair treatment from this manager.

If you have spoken to HR, then again you have committed a mistake. Why did you not put up a proper application to inform them officially on what's happening? Written communication is always better than oral communication. What if HR lets you down, saying you did not tell them anything?

One day someone says you do not report to supervisors. Another day, another person says you report to supervisors. In a company where employees are moved like pawns, can there be a better manifestation of unprofessional work culture? When all this is happening, why is HR a mute spectator? Why are they not stepping in?

Try escalating the matter to the GM or VP level; however, this could infuriate your manager further.

How many years have you completed in the current company? I recommend you change your company. If not, change your department. You will give an invitation to stress by working under the current manager. What to do is your call.

Thanks,

Dinesh Divekar

Many thanks for your reply and suggestion. My HR has taken this matter to our General Manager and asked me to be patient. He has also stated that our General Manager and HR both are with me, and they are working on something better for me.

Regards,
Shabnam