Demoted as part of restructure - what do I do?

[HildaAlida]

To try and cut a long story very short, I've been in an Associate Director role with a small firm for 3 years. I was told 2 years ago that I was to be promoted to Director, as my performance was excellent and I was more than fulfilling the role of my predecessor (who was a director). One way or another this never came to fruition, and now my small firm is being re-absorbed into the much larger Group that owns it - one director has resigned, the other has had a change of title but at the same level. I'm going to work at the same senior level as part of a much larger team - but although my package will be unchanged, my role title is likely to go down to manager.

I've argued that I should be able to take a role as director, as was promised two years ago, even if only in title - but they are worried that it will rock the boat with the wider team, and make me look more senior even though I will have no direct reports.

I'm incredibly frustrated that I've been doing a much higher level of work than any of the larger team for 3 years, and now I am to work alongside two other dept heads. If my title changes to senior manager or something, it's going to look like a demotion.

I have raised this with my new line manager but he hasn't responded. I have to draft my own job description, and the versions I have been sent to base them on are manager and consultant profiles.

I'm not one for having a stroppy tantrum about these things and I'm very happy with the new role, however - I'm entitled to try to retain the director title and avoid ruining my CV aren't I?

Is there anything I can do? We have an HR dept but I have no idea about a union.

I think you need to look at the structure across the new group. Is everyone your level known as managers? If they are, then you will be of equivalent & seniority to them, so that would be fine. The 'director' job title can mean many things in different settings (I am guessing this isn't a board director?)

Yes that's right, it's not board director.

The trouble is this is a new role, so although I could generally be viewed as being at the same level as the managers in the owner firm, the work I have done in the small firm - and will continue to do in the new role - is different and at a higher technical level.

I'm prepared to be told I'm being unreasonable, even though this isn't in AIBU!

Bump

What are your prospects elsewhere? What are the job titles for those doing a similar role in a competing business / wider industry? If your experience would translate to a more senior role elsewhere I’d stick to your guns. Sounds like your work is quite specialised and they value you and would be hard to replace?

Your mistake IMO was not chasing up the promotion with your former senior managers, for 3 years.

Draft your role description to reflect the responsibility, specialist skills, accountability etc of your role and decide what level of role in the new structure you think it should be, and seek that.

Although it seems doubtful you’ll get a director title in a larger org when you have no direct reports

I could get a "Head of" or a director role elsewhere for similar money - but although not exactly niche, the positions in my specialism are uncommon and don't come up very often. I can dust off my CV.

I've just asked for a structure chart, but as these are very recent developments which haven't been announced to all depts, I'm convinced I'll be told they haven't designed one yet.

It's weird writing my own job description for a job nobody has done - I've been doing a version of it so I suppose I'll base it on that.

Interesting how my new manager comes back instantly on easy questions but I get no response on anything more tricky.

Not for lack of trying Loopy!

Yes, perhaps you're right...although there are other directors without direct reports in other depts. I originally discussed all this with the CEO, and I have an email from him (copying in my manager) specifying Director in tlmy new job title.

But now they've gone all weird about it.

*in my

But you're not a Director, are you? You're an Associate Director. So you're trying to retain a title that you don't have. Yes, they said 2 years ago you'd be promoted to Director but it didn't happen. You can't expect them to honour something that was 2 years ago and in totally different circumstances. You really should have chased this up 2 years ago!

Does Associate Director exist in the newer organisation or is it Senior Manager and Director only?

You tried, but they didn’t give you the promotion, and you stayed on those terms.

What titles are others in your organisation using in their email signatures etc? In the absence of an org chart could you look at that to gage things?

Personally I don't give a monkeys what I'm called it's all about the £££s. If you are taking on New responsibilities and have a new team of be checking you're being paid the going rate. It's well known in my rather niche industry that principal at one consultancy means a lot less than it does at one of the bigger firms equivalent of senior etc. People in your field tend to know the score.

Yes, good point. When I discussed it with the CEO he agreed that I wouldn't have to stay as AD, I would be Director in the new world to reflect the higher technical level. But now they seem to have changed their minds.

Associate Director doesn't exist, no - my new manager joked that it was too long anyway. That's the only thing I can think of to suggest, staying as AD.

I'm increasingly feeling like this a role they've dreamed up to avoid making me redundant. I'd sooner have the role than redundancy, but I'm afraid of it looking like a demotion - won't future employers look on that unfavourably?

Have you had a written refusal to give you the director job title, and reasons?

Depends on how much store employers of people in your field set by job titles. In my field it’s not meaningful, but in DH’s it is.

My worry would be that if you’ve been doing higher level work, and that’s not reflected in your new job description then it is effectively a slight backwards move in fact.

If you are doing higher level work and will continue to AND it’s reflected in your agreed job description then you can in fact get the recognition of the skills without the title.

Tbh, you do need to think about moving on - they’ve decided that giving you the title you want is less important than the team’s happiness as a whole, that’s probably sensible for them but it would make me think about getting my ducks in a row for a move.

It looks to me like a clear case where the firm’s and the individual’s interests aren’t aligned.

No, no written refusal yet - I suspect there's rumbling behind the scenes, it could be a while before they formulate a suitable reply! Without wishing to blow smoke up my own arse, I do seem to be held in high regard - the MD and one of the group board directors have always been very supportive of me, because the CEO said as much. And I'm not someone who is going to be a dick about a title, but...it does mean something in the industry unfortunately.

That said, the job description will reflect the higher tech level and responsibilities, even if the package and the title does not.

I am aware that there is already a ripple of unrest caused by a streamlining of job titles at the lower levels...someone is really kicking up, so they might just be being ultra sensitive for the moment while it blows over.

As long as the package- money and terms and conditions are the same I wouldn’t be bothered about a title. And I don’t think it will matter to any future employer either, unless you’re applying for a role as CEO.

Ok, that's reassuring Foxy...maybe I'm being a bit precious. I just feel a bit, you know...like my last 3 years don't mean anything much.

I totally get where you're coming from. My industry has a clear career path which includes manager, AD and D. If I had been AD and went back to manager it would be tricky to explain on my CV.

This is what you need to explain in the restructure. Not only were you ready for a promotion to D you would be looking, on paper, at a demotion to manager.

That's exactly it UCO. I feel really down about it and none of the bastards are answering me.

Somebody I've known for 10 years - and have worked for before, I'm sort of friends with and who recommended me for the AD role I'm still in - is on the board; I could call and have a good old whinge and moan, but although that person may well back me, there's not much they can do and I don't want to put them in an awkward position.

You could call them not to whinge but for mentoring advice?

I disagree with Foxy, it will matter to future employees and could potentially set you back. Definitely do not downgrade to manager.

I was being flippant Duck. Yes I could, but I suspect they will anticipate such a call and may dodge me anyway. Mentoring is a good word though, that has inspired me...I get mentoring advice from the MD who has resigned, but as he's been completely shafted (long story but he really has) his advice is not altogether unbiased just now!

I'm drafting the job description and I can absolutely see why - based on the range of titles - it is going to be tricky to maintain my current grade in the context of the wider team. But, at the risk of sounding very self-serving, that's not really my problem is it? I mean shit, they've created enough "jobs for the boys" in the 12 years I've known the firm (I worked for them for a few years previously, had a gap and came back).

I do appreciate all the responses, it is very helpful for articulating an unemotional communication - except, until I've had a response to my first one I probably shouldn't send anything else yet.

I don’t think you should give up: draft an excellent job description, set out your responsibilities and skills, and argue to at least stay on a title of equivalence to AD.

I wouldn’t speak to your board contact unless you have some specific action or advice in mind you’d like from them, eg I asked mine for advice when considering job move options, after some knock backs.

Also, reflect on whether you want to stay where you are in the longer term or branch out, and look into your options.

Also, reflect on whether you want to stay where you are in the longer term or branch out, and look into your options.

... the positions in my specialism are uncommon and don't come up very often. I can dust off my CV.
Why not upgrade ur CV and test your worth outside your company whilst you try and see how the situation develops in your current job? It never hurts to look outside the current, comfortable bubble, to evaluate how you are actually doing and your value as perceived by other potential employers.