Your Work Won't Speak for Itself
If I had a dollar for every time an overlooked employee told me, “I just want my work to speak for itself,” I would have retired years ago. And yet, here we are—still navigating the very real career consequences of a myth that disproportionately harms the people who can least afford it.
I hear this refrain most often from women, people of color, first-generation professionals, and colleagues from working-class backgrounds. In other words, talented people who have been historically excluded from the corporate world and were never taught—or encouraged—to advocate for themselves at work. Their instinct is often to put their heads down, work hard, and hope someone notices.
As leaders, we cannot let this myth persist on our teams. It’s our responsibility to help our employees understand the landscape they’re navigating—because the workplace is not a meritocracy, no matter how much we want it to be.
Why Great Work Isn’t Enough
Here’s the truth I share with employees who cling to this belief:
It’s your work versus their work plus their visibility, their social capital, their mentors, their sponsors, and sometimes even their family connections.
One day, I explained this to my then-fourteen-year-old son, and he summed it up perfectly: “Oh… so it’s not just my work against his work. It’s my work against all of him.”
Exactly.
Success isn’t just about the quality of your work—it’s about who knows about your contributions, how often they hear about them, and from whom. And for people who don’t come into the workplace already fluent in self-promotion, this can feel like an impossible hurdle.
That’s where you come in.
Leaders: Teach Your Team to Self-Promote
If you manage people—especially employees from historically excluded groups—coaching them on self-advocacy is part of your job. Many simply never had someone pull them aside and explain how the system works.
Here are a few ways to start:
1. Teach them to redirect praise.
One of the first—and best—lessons I ever learned came from my first corporate mentor, Vera Lawson. She taught me to say, “If I’ve done something wrong, tell me. If I’ve done something right, tell my boss.” At first, the words felt awkward. But over time, they became natural—and career-changing.
When someone compliments their work, encourage your employee to say, “Thank you! Would you mind sending a quick note to my manager?” Those emails matter. They create a record of wins your employee may never think to mention.
2. Use one-on-one meetings deliberately.
Start every 1:1 with “What wins are you celebrating this week?” Ask it every time; Expect an answer every time. You're building a muscle.
3. Normalize sharing wins publicly.
Use team meetings to highlight victories—large or small. If an employee doesn’t speak up, prompt them. For example, “Jordan, I know you had a big win this week. Would you share it with the group?” Public recognition builds confidence and visibility at the same time.
4. Model the behavior yourself.
When you have a win, share it. Not boastfully, but factually. If it’s true, it’s not bragging—it’s simply accurate. Strong leaders show their team what healthy self-promotion looks like.
Why It Matters More Than You Think
You may be your employee’s champion today, but you won’t always be in the room with them. Roles shift. Teams reorganize. Promotions move people into new reporting lines. If they rely solely on you to speak for them, you’re setting them up to stall when you’re no longer in their chain of command.
Empowering employees to own and amplify their contributions is not self-serving. It’s legacy building. It equips them for opportunities you can’t yet see.
Start Right Now: Ask the Question
This week, ask every person on your team, “What wins are you celebrating?” Then sit back, listen, and celebrate with them. You may be surprised by the brilliance that’s been happening right under your nose.
And while you’re at it—reflect on your own wins, too. For me? I’ve had the honor of being named a Top 100 HR Influencer globally, five years in a row. Sharing that news feels vulnerable … but necessary. Because even after all these years, I’m still learning to practice what I teach.
Your team deserves the same opportunity to shine.
Reprinted with permission.
Permission to reprint articles by Amy C. Waninger, is hereby given to all print, broadcast and electronic media with the following stipulations:
- Permission to reprint articles by Amy C. Waninger at no charge is granted with the agreement that:
a) The article bio must be included following each article used.
b) If you omit the bio, please pay a $300 licensing fee per article. Contact amy@leadatanylevel.com for an invoice. - Permission is also granted for reasonable changes to:
- Industry-specific examples
- Article length
- Article title
For PRINT articles only:
You must mail one copy of your printed publication to:
Lead at Any Level
11650 Olio Road
Ste 1000 #391
Fishers, IN 46037
For ELECTRONIC articles only:
- You must include a live, clickable link to https://www.LeadAtAnyLevel.com
- You must email the article link to amy-at-leadatanylevel-dot-com
Any questions, please email to amy-at-leadatanylevel-dot-com.
