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Jessica
Student
Salem, Oregon
1
Question
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Growth in Management?
I'm going to college to get an Associate's in Business. My goal is to become a manager or head of HR in the future. What steps should I take during my employment to help streamline my growth in a company?
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2 answers
Simona Gadow
Account Executive (IT Sales)
10
Answers
Heidelberg, Baden-Württemberg, Germany
Updated
Simona’s Answer
In order to grow, I'd say it's a medium concern to be good at your job, but a major concern to create visibility for yourself and your work within the company network and with senior leadership.
The first career advice, no matter where you start, and what a lot of people forget: Know the deliverables of your manager - that means, learn what makes them look good to THEIR manager, and more importantly, what part of your work and what's in your control to make them look good to their manager. How can you become the best person on their team, the first person they think of when they have a stretch-assignment to hand to someone, the first name they mention behind closed doors when senior management talks about promotions and salary raises.
Similarly, know what will make them look bad and avoid that at all costs, even if it seems like a minor thing in your day-to-day (like handing in that mundane-looking Friday forecast on time, for example).
Also, be vocal about where you want to go and establish a growth plan together with your manager. Do not count on your good work speaking for itself and a promotion being offered to you out of the blue. You have to make sure it is known where you would like to head eventually, within a realistic timeline of course. A realistic outlook, for example, is to look at the seniority grades at the company and say: I start in a Junior (associate) role and by smashing X% deliverables for 1-2 years (timeframe to be agreed according to company policy with your manager), I'd like to advance from junior to the next seniority grade (like account executive, for example). Same process from there, setting X deliverables to move up to senior-level. Eventually there comes a point where you can step into management, which will take some time.
Third, what does the extra mile look like? I'm not saying work ridiculous hours that you aren't paid for. But you should get a grasp of what mediocre looks like in your specific job for your specific KPIs. What does stellar look like? What does the most successful person do? By what % can you smash your assigned goals?
Two things to keep in mind:
1) Management is not just the next step up, it's actually an entirely different skill-set that your previous roles have not been training you for at all. Just because someone was able to do a good job at, say, selling 130% of their annual quota, does not mean they are necessarily the kind of person that other people might want to follow. So you have to work on this in parallel on your own.
In that vein, I'd also ask myself why you want to reach a certain role. Is it primarily a monetary/status concern? Or are you very good at bringing the best out in people to enable them to do their best work without interfering in it too much?
2) Specifically the HR function is an extremely lonely one. You have no work friendships with the other colleagues in the company because of legal red tape, and because when layoffs happen, you are the one to have to fire them. No one will have their guard down around you because you're HR. Management might make unpopular personnel decisions and rather than seeing it for what it is, some colleagues will "shoot the messenger", which is you, even though you might be the only person who is genuinely trying to help them because you're a people person. You will have to act normal around and be nice to people that you know are on track for losing their job, even when they don't know yet. I think it's a very tough place to be in so think of it well.
The first career advice, no matter where you start, and what a lot of people forget: Know the deliverables of your manager - that means, learn what makes them look good to THEIR manager, and more importantly, what part of your work and what's in your control to make them look good to their manager. How can you become the best person on their team, the first person they think of when they have a stretch-assignment to hand to someone, the first name they mention behind closed doors when senior management talks about promotions and salary raises.
Similarly, know what will make them look bad and avoid that at all costs, even if it seems like a minor thing in your day-to-day (like handing in that mundane-looking Friday forecast on time, for example).
Also, be vocal about where you want to go and establish a growth plan together with your manager. Do not count on your good work speaking for itself and a promotion being offered to you out of the blue. You have to make sure it is known where you would like to head eventually, within a realistic timeline of course. A realistic outlook, for example, is to look at the seniority grades at the company and say: I start in a Junior (associate) role and by smashing X% deliverables for 1-2 years (timeframe to be agreed according to company policy with your manager), I'd like to advance from junior to the next seniority grade (like account executive, for example). Same process from there, setting X deliverables to move up to senior-level. Eventually there comes a point where you can step into management, which will take some time.
Third, what does the extra mile look like? I'm not saying work ridiculous hours that you aren't paid for. But you should get a grasp of what mediocre looks like in your specific job for your specific KPIs. What does stellar look like? What does the most successful person do? By what % can you smash your assigned goals?
Two things to keep in mind:
1) Management is not just the next step up, it's actually an entirely different skill-set that your previous roles have not been training you for at all. Just because someone was able to do a good job at, say, selling 130% of their annual quota, does not mean they are necessarily the kind of person that other people might want to follow. So you have to work on this in parallel on your own.
In that vein, I'd also ask myself why you want to reach a certain role. Is it primarily a monetary/status concern? Or are you very good at bringing the best out in people to enable them to do their best work without interfering in it too much?
2) Specifically the HR function is an extremely lonely one. You have no work friendships with the other colleagues in the company because of legal red tape, and because when layoffs happen, you are the one to have to fire them. No one will have their guard down around you because you're HR. Management might make unpopular personnel decisions and rather than seeing it for what it is, some colleagues will "shoot the messenger", which is you, even though you might be the only person who is genuinely trying to help them because you're a people person. You will have to act normal around and be nice to people that you know are on track for losing their job, even when they don't know yet. I think it's a very tough place to be in so think of it well.
Thank you so much for your in-depth answer. I really appreciate you taking the time to write down your perspective and insight about growth in the industry. I will certainly keep in mind how lonely HR can be before pursuing any major roles in HR.
Jessica
Michael Levy
2
Answers
Updated
Michael’s Answer
Hi Jessica,
A strong way to grow into management is to build relationships intentionally, not just focus on job tasks. Since you want to move toward management or HR leadership, networking can help you learn how the company works, find mentors, and make yourself known as someone who is dependable and interested in growth. Start by introducing yourself to people in different departments, asking thoughtful questions, and staying in touch with managers, HR staff, and coworkers who can later offer advice or recommend you for opportunities.
During your employment, try to be visible in a positive way. Volunteer for team projects, show initiative, and attend company events or professional association meetings if possible. These settings help you connect with people beyond your immediate role and demonstrate leadership potential. You should also ask for feedback regularly and let trusted leaders know that you are interested in growing into management or HR. That makes your goals clear and helps others think of you when opportunities come up.
It also helps to find a mentor who is already working in a leadership or HR role. A mentor can give you insight into what skills matter most, what mistakes to avoid, and how to prepare for promotions. If your company has a formal mentorship program, join it; if not, build those relationships naturally through networking and professionalism. In the long run, people often get promoted not just because they do good work, but because others know their value and trust them to lead.
A strong way to grow into management is to build relationships intentionally, not just focus on job tasks. Since you want to move toward management or HR leadership, networking can help you learn how the company works, find mentors, and make yourself known as someone who is dependable and interested in growth. Start by introducing yourself to people in different departments, asking thoughtful questions, and staying in touch with managers, HR staff, and coworkers who can later offer advice or recommend you for opportunities.
During your employment, try to be visible in a positive way. Volunteer for team projects, show initiative, and attend company events or professional association meetings if possible. These settings help you connect with people beyond your immediate role and demonstrate leadership potential. You should also ask for feedback regularly and let trusted leaders know that you are interested in growing into management or HR. That makes your goals clear and helps others think of you when opportunities come up.
It also helps to find a mentor who is already working in a leadership or HR role. A mentor can give you insight into what skills matter most, what mistakes to avoid, and how to prepare for promotions. If your company has a formal mentorship program, join it; if not, build those relationships naturally through networking and professionalism. In the long run, people often get promoted not just because they do good work, but because others know their value and trust them to lead.