Description:
I sent the follow-up and heard nothing. What now?
8 Answers
That stings, and yeah, I’ve had people be warm in the call and then vanish into smoke. A promised referral isn’t real until there’s a name, date, or intro thread. I’d send one last follow-up with a 2-line ask and a deadline like “by Friday.” If there’s still silence after 7 days, move on - protect your time instead of babysitting maybe-yes energy.
that’s a classic mentor move, sadly. Big talk in the call, then poof - inbox silence. If you already followed up once, send one last short note with the exact ask and a clear deadline. After that, stop waiting on corporate fairy dust. No reply usually means they weren’t actually committed, just sounding helpful in the moment.
What I’ve seen is mentors say yes in the call, then treat the referral like a nice-to-have. People love sounding generous for 10 minutes. The conventional move is to keep nudging. That’s usually just you doing their follow-through for them.
Send one final note with 2 options: “If you can intro me by Tue, great. If not, no worries.” Then stop at 2 total pings. Silence after that means it was never on their calendar, just in their mouth.
Join the conversation and help others by sharing your insights.
Log in to your account or create a new one — it only takes a minute and gives you the ability to post answers, vote, and build your expert profile.
Similar Questions
-
Where do managers usually go wrong in giving performance feedback?
I just had another feedback session where my manager mostly focused on vague negatives and didn’t mention any strengths or ways I could improve. It feels like they come to...
-
Which is the best way to evaluate technical skills remotely?
I want to assess candidates’ key technical competencies, including coding proficiency, problem-solving, and system design skills, all through virtual interviews. What are the best methods or tools for conducting these...
-
Can you define professional boundaries in hybrid work environments?
What are key strategies to maintain clear role-related boundaries between in-office and remote workdays?
-
How can I handle a breakup with a partner who shares my home office?
My partner and I both work remotely and share a small home office. We recently broke up but still live together for the moment, and need to keep meeting deadlines...
-
Which is better for careers: many weak ties or few deep workplace friends?
At work, should I invest time in building a wide network of casual professional contacts (weak ties) or concentrate on a small number of deep friendships with colleagues? Please explain...
-
What is the best way to recover professional relationships after a conflict
I had a disagreement with a coworker that escalated, and now communication is really strained. How can I repair that relationship so we can work together effectively again?
-
What is the best approach to handle feedback from multiple managers?
In complex organizational structures, how can employees effectively manage differing feedback from several supervisors? What strategies can professionals employ to prioritize and act on such feedback for individual performance development?
-
What are effective strategies to handle conflicts with coworkers?
In team-based roles, workplace conflicts can hinder productivity. Struggled recently with a coworker whose communication style clashes with mine, making collaboration tough. Looking for practical ways to resolve such tensions...
-
How to balance remote work with childcare/eldercare at home?
How to balance demanding remote work responsibilities with significant childcare or eldercare duties when you’re the primary caregiver at home? It often feels like being pulled in multiple directions, leading...
-
How to build trust quickly with new colleagues?
What practical steps can help create a sense of trust right from the beginning to ease collaboration. It’s tricky sometimes figuring out how to connect authentically without seeming too eager...