Ask HR: Will It Harm My Career to Turn Down a Promotion?

​SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, is answering HR questions as part of a series for USA Today. 

Do you have an HR or work-related question you'd like him to answer? Submit it here.

My management team has hinted that I may be in line for a promotion. However, I am not certain it is a good fit for me. This position would elevate me to manager level and require more of a time commitment. Right now, I spend many of my off hours as a caregiver for my mother-in-law. Could I jeopardize my career if I turn down a promotion? —Arnie 

Johnny C. Taylor, Jr.: It's admirable that you're carefully considering the potential promotion and how it might impact your life, especially given your responsibilities as a caregiver. Your hesitancy in accepting this promotion is a normal response and shows how you respect and understand the commitment required to succeed in a managerial role.

To make an informed decision, contemplate this opportunity from a broader perspective. Assess the short- and long-term implications of both accepting and declining the promotion. Consider the level of commitment required for the position and the competing personal issues, like your caregiver responsibilities for your mother-in-law.

It's essential to communicate with your management about your concerns. They may understand your hesitation and appreciate your honesty. Share what appeals to you about the position, and discuss the potential obstacles, such as your caregiving role. Your manager may have valuable insights into strategies, support and alternatives you haven't considered. You might even explore the possibility of a more gradual transition into the role as you sort through your pressing issues.

Organizations understand the importance of having good people managers. Check with HR to see if any management development programs are in place to support your career growth. Sometimes, you can participate in management training before you elevate to a manager role. 

To gain a clear picture of what it would take to be successful in the new role, gauge whether you can confidently meet the responsibilities with proper support. If you feel that you can't fulfill the role while balancing your caregiving duties, it's perfectly acceptable to decline the offer respectfully and with sincere gratitude for the opportunity. On the other hand, if you decide to accept, commit to doing your best, and seek out the support you need to thrive in your new role.

Ultimately, your well-being is your first priority, and a decision made with consideration for your personal circumstances is a sign of maturity and self-awareness. Your career will flourish when you find the right balance between professional and personal responsibilities.

Best of luck with your decision, and I hope you find the path that suits you best.

A few of my co-workers have been sharing information about my life. It's all embarrassing personal information, and some of what they are talking about is completely untrue. How should I approach this situation to end the gossip? —Samia 

Johnny C. Taylor, Jr.: I'm sorry to hear you're dealing with this difficult situation at work. Gossip in the workplace is not only harmful but can also disrupt productivity and create a dysfunctional work environment. Plain and simple, there is no place for gossip in the workplace. 

Now, before taking any action, it's a good idea to assess your emotions. If you can address your co-workers calmly and respectfully, it's best to start there.

In a private, nonconfrontational manner, approach the co-workers involved and express how their gossip affects you. Ask them to stop sharing your personal information and correct any false information.

If you're uncomfortable confronting your co-workers directly or the situation doesn't improve after your conversation, it's time to contact your HR department. They can provide guidance on addressing the problem and may decide to intervene on your behalf.

It's also a good idea to bring awareness of the issue to your immediate supervisor. They can address it with your co-workers from a management perspective.

Review your company's policies and guidelines. Look for documents related to a gossip-free workplace, workplace conduct or respectful workplace behaviors. These policies often provide clear guidance on expected behaviors and consequences for violations.

Record incidents, including dates, times, locations, people involved and any witnesses. This documentation will be invaluable if you need to escalate the matter.

If your co-workers continue to discuss your personal life despite intervention from your manager or HR, and it escalates to a level that feels like harassment, report it immediately. HR will investigate the issue and may implement progressive discipline for your co-workers.

Remember, addressing workplace gossip may take time, but it's critical for maintaining a healthy work environment. Your HR department is there to support you, and they should take the matter seriously. By following these steps, you're taking a proactive approach to ending the gossip and creating a more civil and productive workplace.