#CareerConvos™️: You Didn't Get Promoted. But Don't Leave Yet.

Leaving a job after you get passed over for a promotion feels easier because you get to start over at a new place. But, you don't know anyone in your new job yet and it'll take time to not only build relationships, but build trust. Before we talk about how to do that in a new job, let's first talk about finding out that you didn't get the promotion.

Here's some reasons why you didn't get promoted:

You didn't have a plan.

Promotions rarely happen spontaneously. I've seen it happen as a strategy in turnover situations where companies wish to retain employees in key roles. Promotions many times are planned or set on a path. This requires conversations with your manager about where you are, where you aspire to be, and how the company can position you to get there.

The role was already filled.

People are groomed for roles all the time. When the time comes for the promotion, the company may post the job as a formality. They may also interview internal or external candidates - as another formality, but the job already has someone else's name on it. This is a situation beyond your control and it makes you wonder about hiring decisions, but let's focus on what you can control.

There were stronger candidates.

It happens. You won't always get the YES you want when you want it. There are times when you'll be told no - more often than a YES - and you have to learn to receive that NO the same way you would've received a YES.

Don’t quit your job just because you didn’t get promoted. | ©️ CreateHERStock

They needed you.

They needed you to stay in the role you would be leaving because there's no one else who knows how to do your job. Not your problem right? I could say more about this, but perhaps we'll address this in an upcoming #CareerConvos roundtable discussion.

You weren't ready.

When you step into the new role, the goal is to find success - make things better, faster, stronger, save a couple million in spend. Goals also evolve depending on the state of the business and macroeconomic conditions. What's important to a company changes and the season that the company is in may have changed what was expected from the role. This goes back to having a plan and the necessary conversations with your boss so you can get in front of any potential "going in a different direction" conversations.

NO means "not right now" and consider this rejection to be protection from something that wasn't meant for you.

If you didn't get the promotion that you were expecting, I know it stings. Have a conversation with your manager and/or HR. Understand what led to the decision, and be open to constructive criticism in addition to the things you did right. Then - rework your plan. Sit down with your boss and map out what a promotion looks like for you next time and lean into that.

A thought as I write this: then you find yourself in situations where they keep moving the goal post. This is again, about communicating with your manager and understanding a pivot in priorities vs. you being set up to fail.

Talk to a career coach.

An unbiased expert who can offer you guidance on reworking your plan and strategies on approaching the rebound conversations with your boss about what to do next.

Career coaching is an investment in your career that many employees lose out on because they don't think to ask if it's not presented to them. Part of your "How can I get promoted next time?" conversation with your boss needs to include you amplifying your voice about what you need to be successful.

Whether that's attending a conference on common technical accounting matters in your job (think ASC 606 or 842) or even a conference hosted by a vendor that the company uses (a Concur or NetSuite conference, for example). These can help you deepen your expertise in systems that the company relies on. Having that added knowledge gives you deeper insights into your role - which can bring new opportunities for you to put better, faster, stronger into motion.

Questions Corporate Accoutants Ask

Q: Why do accountants get passed over for promotions?

A: Promotions in accounting rarely happen by chance. Many firms create promotion paths months in advance, often grooming candidates for specific roles. Accountants may be overlooked if they lack a career plan, if the role was pre-selected for another candidate, if stronger applicants were considered, or if the company needed them to stay in their current role. Sometimes timing and business priorities shift, making even strong candidates “not the right fit right now.”

Q: How do I ask my manager why I didn’t get promoted?

A: Approach your manager with openness and professionalism. Schedule a conversation to understand the reasoning behind the decision. Ask for specific feedback on your performance, skills, and leadership potential. Document their response, and use it as the foundation for creating a plan for the next promotion cycle. This proactive approach shows maturity and a willingness to grow.

Q: What should accountants do immediately after being denied a promotion?

A: First, process the disappointment. Then, request constructive feedback and rework your career plan based on it. Map out the technical and leadership skills required for the next step such as expertise in revenue recognition (ASC 606), lease accounting (ASC 842), or financial systems like NetSuite or SAP. Consider working with a career coach to refine your strategy and build resilience.

Q: How can a career coach help accountants who were denied a promotion?

A: A career coach offers objective guidance and proven strategies for rebound. They help accountants identify skill gaps, improve communication with management, and create a structured promotion plan. They can also provide networking strategies, leadership coaching, and accountability to ensure progress. For accountants, coaches can recommend targeted professional development opportunities that align with firm priorities.

Q: What role does career planning play in getting promoted in accounting?

A: Career planning is critical. Promotions are often set on a path months or years in advance. Without clearly communicating your goals, leadership may not know you are interested. Accountants who build a career roadmap, schedule promotion check-ins with their manager, and align their growth with firm strategy are more likely to secure advancement.

Q: What technical skills improve promotion chances for accountants?

A: Accounting leaders value professionals who bring both compliance and strategy. Skills in ASC 606, ASC 842, internal controls, SOX readiness, and SEC reporting are key. Beyond technical GAAP and IFRS expertise, accountants who master ERP systems (Oracle, SAP, NetSuite) and demonstrate process improvement in close cycles stand out for promotion.

Q: How do accountants build trust in a new job after leaving over a missed promotion?

A: Trust is built by delivering on commitments consistently. New hires in accounting roles should focus on mastering the company’s close processes, understanding reporting priorities, and building relationships with finance and cross-functional teams. Demonstrating both technical expertise and collaborative problem-solving accelerates credibility in a new firm.

Q: How can accountants tell if the “goal post” keeps moving at work?

A: When feedback from leadership constantly shifts without clear reasoning, it may indicate that expectations are being reset unfairly. Accountants should distinguish between legitimate business pivots like a change in audit priorities or economic conditions and situations where leadership avoids promoting them. A coach can help navigate these conversations and create strategies to address ambiguity.

Q: Should accountants leave a job after being passed over for a promotion?

A: Leaving immediately may feel easier, but it is not always strategic. Consider whether the firm provides clarity, professional development support, or pathways to future promotions. If career growth is consistently blocked despite your efforts, it may be time to seek opportunities elsewhere. The decision should balance long-term growth, compensation, and alignment with your career goals.

Q: What professional development investments support career advancement in accounting?

A: Conferences on technical standards (e.g., FASB updates, PCAOB compliance), vendor-led ERP training (NetSuite, Concur, Oracle), and leadership development programs all elevate an accountant’s expertise. These experiences not only sharpen technical skills but also expand networks and visibility, making you a stronger candidate for the next promotion.