To be very confused by DH’s employer

[glasslightly]

DH was head hunted for a role and has been at new employer about 18 months. UK based company, professional, several thousand employees, but in a sector probably not best known for its people skills.

DH is in a senior role, appears to be going well, but two things have happened:

1. Significant part of pay is bonus, based on business area performance metrics. DH (and everyone at his level) had there metrics based bonus reduced by 75%, due to an issue in another division. I get that this can happen and we don’t rely on bonus money BUT there was absolutely no communication/ explanation of this and DH had been told weeks earlier that pay wouldn’t be increased b/c bonus was substantial.
2. DH’s immediate boss has moved sideways to take on a different area of the business. He has told DH that DH will be promoted (and has heavily sold the opportunities etc to him), but no one else has spoken to him- it’s been nearly three weeks - he’s now effectively doing the job with no mandate, no certainty etc. he’s not even sure he wants to do it.

This is massively stressing DH out, but he intends to internalise issues. I prompted him to mail the person who he would report to (and who was his previous boss’s boss so someone he knows) suggesting they catch up but the date in the diary is weeks away.

is this normal ? This wouldn’t happen where I work and I just can’t see why this would be left hanging ? It makes DH worry other things are going on - maybe they’ve decided it’s not him etc. any thoughts on how DH can get some certainty ? Should he just sit tight (he’s already looking for new roles) ? Is this just corporate crapness ?

This sounds like a learning opportunity. Unfortunately the learning is not to get into this position again. It all sounds a lot like "jam tomorrow" to me. I've had this in past roles where everything was promised but not much got delivered.

Bonuses, especially in large organisations, should be clearly defined. While it is not unusual for a part of it to be linked to overall company performance (which can then be used as a method to reduce the bonus payable), there should also be a part linked to individual performance. I would ask for a breakdown showing the metrics and calculations.

As for the 'promised' promotion, I'm afraid that it's not guaranteed until a contract amendment / written offer is received. If there has been a verbal offer, then follow it up, however if it was a nod and a wink, it's a little harder to follow up on. I would probably try something along the lines of "In my final 1:1 with outgoing manager, an expectation was set that there is an opportunity for me to progress into the vacated role, which in fact was also alluded to in my original engagement dialogue. Are we able to put a time frame on it please?

As a positive though, when it comes to conspiracy vs cock-up, it's normally cock-up. I doubt there is some Machiavellian plan to screw over your husband. It is quite normal in large organisations though. I never cease to wonder how many actually continue to function.