HR Frontiers with Senyo M Adjabeng: The Hidden Career Truths HR Won't Share

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The Hidden Rules of Career Success

In the modern workplace, employees are often bombarded with career advice that seems straightforward and universally applicable. From performance reviews to internal career portals and mandatory professional development sessions, the guidance is usually centered around setting SMART goals, seeking constant feedback, cultivating a personal brand, and showing unwavering loyalty to the company. While these principles may sound good on paper, they often fall short when it comes to navigating the real complexities of today’s work environment.

The human resources department plays a crucial role in maintaining order, ensuring fairness, and managing risk within an organization. Their recommendations are typically rooted in policy and designed to protect the company's interests. However, this doesn't mean their advice is always aligned with your personal career aspirations. Your career is ultimately your own, and to truly thrive, you need to understand the unspoken rules that govern success beyond what HR can or will share.

One of the most pervasive myths in corporate culture is the idea of meritocracy. Many organizations claim to reward employees based solely on their performance and contributions. Yet, research by Emilio J. Castilla and Stephen Benard highlights a paradox: companies that emphasize meritocratic values often see higher levels of managerial bias. This occurs because decision-makers, believing in the fairness of the system, may overlook unconscious biases or homophily—tendencies to favor people who are similar to themselves.

HR often tells employees to "let their work speak for itself," but in reality, your work may go unnoticed unless you have champions who can amplify your efforts in the right spaces. Technical skills get you in the door, but political and social intelligence determine how far you can go once you're inside.

Loyalty is another topic that HR frequently emphasizes. Long tenure is valued for reducing turnover costs and preserving institutional knowledge. However, the modern job market has made staying in one place less beneficial in terms of both professional growth and financial rewards. Studies show that employees who change jobs often receive larger salary increases than those who stay. Internal promotions are typically limited by budget cycles and internal equity bands, while new hires are often offered market-based compensation. This suggests that periodically testing the job market can be a smart move, even if HR doesn’t explicitly recommend it.

Another area where HR falls short is in teaching employees how to manage upwards. While communication skills and understanding manager expectations are covered, there’s little emphasis on the deeper, almost anthropological practice of studying your boss. Your manager holds significant power over your projects, visibility, and performance ratings. Understanding their pressures, priorities, and preferred communication styles can make you an indispensable asset. This isn’t about sycophancy—it’s about strategic alignment that ensures your manager’s goals become your own.

Conflict resolution and negotiation are also areas where HR’s role as an organizational protector can clash with individual advocacy. HR may facilitate conversations and advocate for process, but they’re unlikely to warn you that filing a formal complaint can mark you as a “problem.” The system tends to prioritize minimizing legal risk over achieving perfect justice. True negotiation power comes from having leverage—whether through a competing offer, unique skills, or a proven track record of results.

Building influence outside of formal authority is another critical aspect of career success. While titles grant formal power, real influence is built through networks and relationships. HR promotes teamwork and collaboration, but rarely delves into the mechanics of how influence actually flows. Building a “shadow network” of trusted advisors, experienced colleagues, and key influencers can provide you with the support and visibility needed to advance.

Finally, the ultimate piece of unspoken advice is that your career is not the company’s responsibility—it’s yours. HR provides tools and frameworks, but the architecture of your professional life is a personal project. This means making hard choices that may not align with the company’s immediate needs, such as turning down a burnout-inducing assignment or investing in a certificate instead of incremental training.

To build a resilient and fulfilling career, you must regularly audit your situation: Are you learning marketable skills? Is your network growing? Is your work aligned with your long-term goals? While the systems HR upholds are essential for fairness and compliance, the path to a remarkable career requires more than just following the rules. It demands strategy, self-advocacy, and a clear understanding of the hidden dynamics that shape success.