New Job + Title Promotion = Risk

Why is that?

First, the bar really is higher at the job title above you. It may not feel like it because you’ve been moving up incrementally. You may have watched someone perform in that level above you and you feel not only that you know what it’s like in the job, but that you can do it just fine, thank you very much. Even so, you’ll notice the difference once you have the new title.

Second, you have the advantage of being a known quantity in your practice. If a promotion is truly on the horizon it’s because your employer has the confidence you will merit it when the time arrives. That confidence rubs off on you, as it should.

So, what’s my risk?

Your new job is not your old job. No doubt you will do well at the new practice. That’s apparent to the new employer or you wouldn’t be where you are in the process. That’s not the same as having the day-to-day, hands-on experience that you have now.

You don’t know how much higher the bar really is. You can guess. But your only baseline is your old job. Like we said, your new job is not your old job.

Should I just forget that new title?

No. You can ask. You should ask. You should not require it, however. Your new employer wants you to be successful. Why else would he invest the time and money to get you on Board? It’s much easier, though, for you to come into a new practice at a job title where you can be immediately successful.

As part of your due diligence, you should ask about when you would be eligible for the job title promotion and understand how/where that fits with annual performance reviews. Ask if there are benchmarks you need to hit to ensure the promotion. Ask if you can meet and talk with the last person who received such a promotion.

When you’re changing jobs, the risk of meeting the bar for performance can easily outstrip the reward of a new job title. Make a careful decision.