HR Knows Best...?
I used to work with a woman who told me, “I don’t need a degree to advance my career.” I had a clutch-the-pearls moment when she said that to me. I struggled to believe that she thought that. We worked for the same company, and from where I sat, it looked like anyone who wanted to be promoted needed a degree. In hindsight, I recognize that she had a close relationship with the company's owner; at one time, he may have told her that she didn’t need a degree to get a promotion. But at that moment, I wanted the degree for her! I wanted it for her so much that I kept asking her about it until I finally realized I had to let it go. Nothing I said was going to change her mind.
And so it goes with me sometimes. I want more for people than they want for themselves, and because I used to think that HR Knows Best in these types of situations, I honestly believed I was right. Years later, the woman received her degree. I was (and am) so proud of her accomplishment, but I also understand that I was wrong to impose my impressions on her. She knew what was best for her then, and a degree wasn’t it. She wasn’t ready. I was ready for her, but that was not enough. HR (I) did not know best in that situation.
I’ve had employees ask me in the past, “How do I get promoted?” My typical response leans towards education and experience. Some employees have said that if the company would pay the tuition AND let them go to class on company time, then they would get the degree. If not, they would skip the degree and hope to get promoted anyway. Degree or not, I’ve learned that if a person wants a promotion, they will work for it, whatever that looks like (within the bounds of personal integrity), be it a degree, certification, time on the job, etc. In my 36 years of working (26 of those years in HR), an entitlement mindset will often work against a promotion. Receiving a promotion that is earned is far better than receiving a promotion based on entitlement.
There are times when HR does know best. Our HR Director and I recently interviewed a candidate for a job opening on our HR team, and after the interview was over, we knew the candidate wasn’t a good fit for us…the company, or the HR team. The candidate contacted us and asked what she could have done differently or better to land the job during the interview. I responded that she interviewed well and that our decision was based on cultural fit. She tried to argue her point and insisted she was the perfect cultural fit. Had she been a good cultural fit, she would have willingly accepted our decision gracefully and moved on with her search. Sadly, she became positional in her stance, proving our point, as she emailed us one more time to share some sharp (negative) opinions and then wished us a Happy Valentine’s Day. And that, as they say, was that.
No matter the role in our organizations, it’s helpful to remember that there will be times when we want more for others than they want for themselves. Sometimes, we won’t know best and must seek counsel from our peers or even our boss. Proverbs 27:17 says, “As iron sharpens iron, so one person sharpens another.” In my humble opinion, that’s okay, because we remain vulnerable and open to learning and hearing advice and counsel from others.
The next time you’re faced with a situation where you think you know what’s best, take a few minutes to stop and consider your position on the matter. If you’re confident you know best, rock on. If you’re not, it’s better to wait and consult with others before moving forward.
I hope you’re encouraged by today’s message. Please contact me if you need someone to talk or pray with you. You are not alone. ♥