What if CHROs Became Chief Human Rebellion Officers?

Let's face it: HR is stuck in a rut. Despite flashy new titles like People, Talent, or Employee Experience, it's still all about policies and processes. The job descriptions haven't changed much, and neither has the approach. The head of the People function should be a savvy business strategist and a human-centered designer, not just a policy enforcer.

We're stuck measuring the wrong things. Employee engagement is often boiled down to surveys that ask if people feel engaged—seriously? And focusing on retention doesn't make much sense if we're just keeping 'zombies' around. What if we had higher turnover, but every employee was excited and committed to the mission, giving their all every day? The impact on the business would be huge, even if they only stayed for a few years.

What do people really want?

• A mission that gets them excited every day. They want to find their own purpose and see how it connects to the company's mission.
• Growth, which isn't just about promotions but learning new skills—both soft and hard.
• To feel valued and appreciated.

So, let's shake things up. Imagine the CHRO as the Chief Human Rebellion Officer, a true designer of the employee experience. Bring in a communications and branding guru to craft messages around purpose and mission. Hire L&D experts and coaches to help people define their own purpose and development plans. Make sure managers genuinely care about their teams, not just the bottom line.

And here's the kicker: make the CPO or CHRO the CEO’s right hand, like Claude Silver with Gary Vee. This would send a loud and clear message that people are more important than the balance sheet, tech platform, or P&L. Time to start the rebellion!

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