askST Jobs: What to do when you are passed over for a promotion in favour of a new hire

Manpower correspondent Tay Hong Yi offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to

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Q: I was passed over for promotion in favour of an external hire. Can I still hope for career progression?

A: Many factors go into being promoted, so being passed over does not necessarily reflect your capability or potential, says Ms Aishah Jamall, senior consultant for commerce contract at recruitment firm Robert Walters Singapore.

“Instead of viewing the external hire as a competition, it could be an opportunity to reflect and identify areas where you can continue to grow,” she adds.

“What’s more important is to always stay focused, seek clarity and further invest in your growth.”

In today’s rapidly changing landscape, where speed of transformation is critical, external candidates with relevant experience may be better positioned to execute initiatives quickly, notes Ms Linda Teo, country manager at ManpowerGroup Singapore.

“In contrast, an internal candidate may need time to develop the specific skills required for the new role.”

Moreover, external hires can be seen as a way to allow a team to benefit from a different leadership style or ensure team members are supervised more objectively, unclouded by bias, Ms Teo adds.

Ms Aishah notes: “It’s not always about who’s better, but more about... complementing what’s already there and helping the team move forward.”

She adds that while it is natural to feel emotional and consider leaving after being passed over for a promotion in this context, it is often not prudent to resign right away.

“The existing team should take the opportunity to have an open conversation with their manager to understand why an external hire was brought in.”

Team members passed over for the promotion can help secure their career progression by getting to know the external hire and understanding how he or she works, Ms Aishah suggests.

“This helps you see how their approach might differ from yours and gives insights into what might have worked in their favour,” she says.

That said, employees should not give the impression that they are trying to appeal or argue against the decision to hire a new leader, even as they seek feedback, Ms Teo notes, adding: “Apart from speaking to their manager, it may also be helpful for individuals to speak with a trusted colleague to gain another perspective.

“Employees are advised to maintain professionalism and a positive attitude with the new leader and their colleagues, as it is often beneficial for their long-term career trajectory.”

She also encourages aspiring leaders to take initiative, contribute to the team and demonstrate a collaborative mindset.

“Demonstrating leadership through influence – such as mentoring peers, leading initiatives or contributing to team success – may also help build credibility and visibility.

“Additionally, gaining exposure to cross-functional teams or regional projects can broaden one’s perspective and demonstrate versatility – qualities often valued in leadership roles.”

Both Ms Teo and Ms Aishah suggest workers give the person who was hired to lead the team three to six months of settling-in time before deciding if he or she can be effective and whether quitting is the right option.

Ms Aishah says: “If the new leader shows signs of struggling, team members should take the initiative to seek clarity rather than jump to conclusions.”

Ms Teo adds: “This timeframe gives the leader an opportunity to understand team dynamics, align with the organisation’s culture, and begin contributing meaningfully to strategic goals.

“During this time, team members can play a constructive role by offering support, sharing institutional knowledge, and helping the new leader navigate internal processes.”

When deciding if quitting is viable, some points to consider include the availability of growth opportunities within the organisation, the work environment, and if there are external offers that align better with your long-term career goals, Ms Teo says.

“If, after discussion and reflection, the employee genuinely perceives limited growth potential and receives a compelling external offer aligned with their goals, making a move may be a well-considered next step.”

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