Why it’s time to rethink how we judge, treat, and uplift administrative teams.
We live in a world that still clutches outdated ideas about what professionalism should look like. Hair too bright. Nails too long. Outfit too bold. Nose pierced. Somehow, it still matters, even when it shouldn’t; and in administration, this judgment runs deeper than aesthetics.
Too often, administrative professionals are measured by how well they stay silent, follow rigid procedures, and fade into the background. The truth is, these teams are the backbone of your organization. They manage the chaos, keep the trains running, and absorb more stress than most leaders will ever see.
They’re human. They scroll memes, drop “F” bombs, dance on weekends, and yes, they sometimes question decisions that don’t make sense. That doesn’t make them difficult. It makes them engaged. It makes them aware.
When you try to mute that, you lose your most valuable people.
Companies that cling tightly to their “image” are bleeding talent. Good people stretch themselves thin, jump ship, and repeat the cycle somewhere else until they’re burned out or overlooked into silence. Yet, leaders still ask where all the good staff have gone.
The truth? They’re right in front of you. You just haven’t been seeing them clearly.
Let me tell you a story.
I was once labeled a “difficult” employee.
While everyone else had their annual appraisal one on one, mine always came with a full panel: the Vice President, Executive VP, Admin Manager, Sales Manager, and a direct supervisor. It felt like an ambush. However, I was never rattled. I came with notes, receipts, and a binder of evidence.
I was told I was the fastest and best on the team, but I spoke up too much. I questioned the outdated procedures. I challenged decisions that didn’t reflect the day to day reality, not to be defiant, but because I understood the work better than the people rewriting the rules.
My silence would’ve made others more comfortable. But it would have made things worse for my department.
I knew I wasn’t alone but the colleagues who whispered “thank you” behind the scenes were the ones staying quiet in the rooms that mattered. I became the voice, and that voice cost me promotions, not because I couldn’t lead, but because I didn’t dance to the tune of compliance as well as others.
I loved the company but I had to leave. Not because I wasn’t good at my job, but because they weren’t ready to value the kind of administrative professional I was.
I passionately voiced my opinions and proposed great ideas and solutions in the best interest of the company. I was even awarded bonus cash and spotlights several times for software innovations, service and ideas… but there was always a “but”. That “but” had nothing to do with my performance. It had everything to do with how I showed up – unapologetically myself.
Someone on your admin team is probably just like that. They keep copious notes, track the details no one else remembers, and would love to show up with brightly colored nails or ever-changing hair because that’s how they express joy.
And none of that takes away from the quality of their work. It never did.
Don’t make them pretend to be someone else just to fit a mold that no longer serves the workplace. Their personality isn’t a problem. It’s part of what makes them powerful.
In today’s workplace, we don’t need to replace administrative staff. We need to reposition them.
The role has changed, expectations have evolved; but we still need sharp, dynamic administrative professionals. Ones who can think critically, adapt quickly, and lead from the middle.
Someone on your team might already be that person – with green hair, stiletto nails, and more competence than anyone in the room is giving them credit for.
Is it really the employee that’s difficult, or is the culture just too rigid to make space for them?
