What To Do If You’re NOT a Superstar in HR…And Still Attain Massive Career Success!
By Alan Collins
There are superstars in Human Resources.
You know who I’m talking about.
These folks get chosen FIRST for the promotions.
They get picked FIRST for all of the sexy project teams and assignments.
They get the PRIORITY for exposure to the higher ups.
They are chased down and romanced by recruiters
They get the SUPREME RESPECT of their HR colleagues.
Now, don’t hate them or get jealous. They deserve everything they get because they are remarkable. Their biggest challenge is sorting through all the opportunities that are dumped in their lap.
These are the REAL TRUE AUTHENTIC superstars in HR. They are in the top 1%. They are the A++ players. They are the Oprahs and Steve Jobses of HR. And everybody knows it.
A confession: I was never one of those people.
And I’ll bet you’re not either. The reality is very few people are. Probably only one or two exists in HR in any large organization. Some organizations don’t have any. I’ve probably met only 5 or 6 in my entire 25 years+ plus in HR.
If you ARE one of those folks, then this blog post is NOT for you. Don’t waste your time reading any further. Just continue doing what you’re doing.
However – for the rest of us – here’s my advice…
If you want more opportunities in HR,
you’re going to have to ASK for them.
I learned this early on in my HR career. While I was never a superstar, I was decent most of the time, and for a few years I was able to fall into that next quartile, somewhere in that top 25%. And this was usually enough to get my foot in the door and at least compete.
But this wasn’t enough by itself. Good things came when I ASKED for them.
Every significant milestone was a result of asking for it. I contacted Quaker Oats and talked my way into one of the best HR jobs I ever had. I volunteered for a task force that landed me my first promotion to HR manager. I boldly asked for my next promotion and got it…18 months after I asked. I nominated myself for a high profile executive development program. I was once left out of an important meeting – that I attended only after practically getting on my knees and begging — that helped me build some valuable and lucrative relationships that continue to yield benefits to this day.
Those were the successes.
Now, I could write a 300-page book about my failures…the times I asked and was rejected, got my feelings hurt or treated like trash. Or told “let us think about it” which over time turned into a big fat “NO.” These are the real tests of your manhood/womanhood.
Most managers – even the great ones – aren’t sitting around trying to read your mind to come up with ways to make you happy.
Now, you may be saying: hey, c’mon this ASKING thing is obvious, isn’t it? And, you’re right it is. But I have to tell you though. I’ve run into lot of people that think it’s impolite, beneath them, inappropriate, selfish, or unnecessary to have to ask for anything at work. I think some of them find it easier to stew about it and be a victim.
Here’s a classic example:
Most companies have some kind of job posting system in order to make sure everybody has a shot at open positions. Now, you and both know that such programs aren’t perfect, because politics are sometimes involved. But nevertheless they exist and they DO work the majority of the time. But I’ve known HR people that will absolutely refuse to post for a job – even though they really want it. Their attitude: “They should be seeking me out for this damn job!” Then, after the position is filled, these clowns will carry a gigantic chip on their shoulder for years to come, feeling that they’ve been screwed over by the organization.
What a bunch of bull.
The concept of “asking” to advance your HR career doesn’t just apply to job opportunities, promotions, and raises.
When was the last time you felt you should have been invited to an important meeting but weren’t? Did you do anything about it? The next time it happens, and you really think there’s a compelling reason for you to be there, then contact the meeting leader and state your case. You may find it was just an oversight. Or, perhaps no one knew about your expertise or the role you could play. Worst case, you’re told no. So what? At least you’ll know why and it shows you care about your job.
How about upgrading your skills? Again, I’ve seen training budgets go unused because of a lack of requests. Then, these same people will turn around and complain about a lack of development opportunities. Go figure.
Tired of that computer in your office crashing? How about asking for a new one? I know this is a tiny little thing. But I’ve seen HR folks just suffer in silence and never even tell their manager, let alone ask for a replacement.
I’ve concluded that you will get more support, resources, and opportunities simply because you have the courage to ASK. In fact, the best ASKERS are often relentless – it’s hard to say no to them. The rest will sit back and yell foul or favoritism, get frustrated, yet not do anything about it.
Don’t fall into this trap.
In most cases, you’ll have nothing to lose by asking. However, to make your “ask” work, you still have to meet at least some minimum criteria: you can’t be a prick, you have work hard, be good at what you do in HR. If you’re not, then asking will make you come across as clueless or obnoxious.
Being a good at what you do – even if you aren’t a superstar — earns
you the right to ask away and increases your odds of getting a “yes”.
Skeptical?
Try giving it a shot.
Start with something small.
Go on just ask for it.
Now.
Got comments or additional thoughts on this article, post them HERE.
About the author: Alan Collins is Founder of Success in HR. He was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is author of the HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS. His new book: YOUR HR GOLDMINE is now available on Amazon.
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thanks a lot sir..
Thank you, Alan!!!!
I honestly think this is one the BEST blogs I have read and I have been reading your blog throughout the night…
This really motivated me to really take my very young HR career into my own hands and start making things happen for me. I was leaning towards the suffer in silence until I am approached for opportunies but now I am going to try to attain massive career sucess!
Thank you so much again!!
Diana – GO FOR IT!
This is profound advice. All of my HR promotions have been a result of raising my hands and saying “Hey, what about me?” I have never been hand picked, but have always wowed in the interviews. I would add that it takes confidence to ask for what you want…it is definitely easier to wait to be offered.
Sophia – You’re right. It does take courage.
I couldn’t agree more.
Hi Alan, I agree with you and really love your non nonsense style of articulation. You are really humble when you say you are not a SUPERSTAR.
Regards, Raj
You touched a very salient point in this “the best ASKERS are often relentless”. It is also important to be relentless for that cultural change program, for those appraisal feedbacks, relentless pursuit of real HR matters.
I have discovered that since HR is not as glamorous as a Branding or Strategy function, it is easier to lose heart when no one pays HR attention it really deserves. But then as my good coach Alan would say “the best HR people are often relentless”
Raj & Gaurav – you’re both very kind
Relentlessness is important – most give up too soon – or get frustrated by NO’s. Don’t.
You are far to humble. You are truly a great HR person.
Hi Alan, thanks for your post. but what to do when we ask many times but we don’t get it??!!
Keep asking.
sir…thank you sooooo much for this article …..my hunger to make a successfull hr career has increased again……
Allan, quite refreshing ! I have also spent close to 33 years in this profession . I understand “the Superstar ” you are talking about !Grab opportuniy / ask opportunity , completely subscribe !
My little addition , offcourse as a hindsight,one need to ensure that one does not overstay in a role and quckly graduates the next logical level to take you to the covoted number one position . Offcourse you have to have the desire for it , otherwise it is better to develop in a specialist where one is a comfortable!
Pramod.
Hi Alan,
Thank you for a helpful post, as always! Another by-product of your advice about asking is that it helps you to think about and articulate what you want in your career and what you have to offer the organization. After all, you better be able to describe WHY you would be a good addition to the the project!
Thank you for sharing your incredible passion and expertise with us!
Alita – great build & excellent point about the WHY-it matters.
I really enjoyed this post Alan, and want to apply this to work. I have felt I have been compromised before because I did not ask, and now I have seen the correct way to go about this. What about someone who just have 2 years experience in HR, when do you think it is appropriate for a job promotion?
Chika – I think every 18-24 mos you should be seeking a change – either an expansion in responsibilities, a lateral move, a new job, or a promotion.
Hi Alan,
You’ve made my entire week!
What a great post to read as first thing on a dark, cold and rainy autumn Monday morning
Every time I read your posts I get another confirmation that I am on the right track. Knowledge, hard work matters a lot, – yes, it is always the basis, but one doesn’t achieve much without being proactive, curious, friendly and ambitious, – one must have guts and heart. And that’s called leadership. In all books you see that this kind of employees make organizations successful. And it is our, the HR’s, job to develop that. But we must first be ourselves like that, – how can you inspire others if you are not not even brave enough yourself to ask for what you want, just because you are afraid to get rejected or, even worse, thinking that asking will ruin your dignity…
Thank you so much for being the way you are and sharing it with the world.
Ausra – thanks….you make me
. Great HR leadership does start with leading self.
Alan,
I held onto this article in my inbox until I had a few peaceful minutes to read it. I knew it would be a meaningful message. You really hit the mark with this one. I am in my role today becasue I was willing to ask for it. I put together a summary of my recent accomplishments and how I acheived them, and scheduled time with my bosses boss to state my case. Eight weeks later I was made HR VP of one of three business units, accountable for over 6,000 people in the western US. Your lesson is spot on, thanks for your selflessness in sharing your career learnings, keep it up!
Ed – thanks for sharing your story — very inspiring!
This article is very true. Every promotion I have gotten, I asked for.
Allen great blog, I am in that 99% of HR people and more and more I am finding asking is the key to success. Thanks again for the wonderful wisdom.
Marben
Hello sir,this article is truly inspiring and motivating for a beginner.I have a doubt, how can we ask if you are a beginner in the organization?Will it create a negative impression?
Good ideas and suggestions. Superstars do all these things and more.
Unfortunately, the superstars all do one thing extremely well. They are master politicians and usually not subject matter experts in any HR funtional area.
A great article encouraging people to be proactive and stick their neck out. Some people are afraid to succeed and be rejected so they’d rather sit around complaining and blaming everyone for the fact that they never advance in their career. Great advice!!!
Alan,
Great article.
To “ask” for something/anything shows courage, humility, respect and confidence. Yet it’s so proverbial and hard for most people to do.
My advice, know yourself and grow into the SUPERSTAR!