Why HR Keeps Chasing Its Tail Part I
????♀? Szilvia Olah
Fractional HR Senior Leader | Award Winning HR Solutions | Organisational Psychologist | Standardising HR | Two Published Books | CliftonStrengths Facilitator
The Madness HR Cannot Let Go Of
How’s that annual ritual working for you, HR?
No, really—how’s it working for the workforce? How’s it working for the company?
Spoiler alert: It’s not.
Another alert: I almost died when a CHRO told me that she just paid for Gallup’s engagement survey. Are we for real? Does HR love to suffer on purpose? They either lack imagination and creativity or love doing things with no results and then complain about it.
Employee satisfaction hasn’t improved. You haven’t made meaningful changes based on those annual surveys, and productivity isn’t climbing either. Yet you keep pouring time, energy, and money into a process that delivers... nothing.
Deep down, you know this. You’ve been wrestling with the same problems since the start of your career. Behind closed doors, you admit it: “Nothing we do really works.”
You don’t know which part of the employee experience is driving dissatisfaction or why people leave. You don’t know what’s working or what’s broken. You’re essentially flying blind. And yet, year after year, you keep doing the same thing, hoping for different results.
You know what they call that, right? Insanity.
But don’t believe me. Believe this report that shows the number of HR employees has doubled, and so have retention and tribunal rates while employee engagement and satisfaction have declined. Based on these data, HR is a waste of payroll.
Read on and see the robust data and how to fix things:
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2 个月I am working now for one of big multinationals. Significant HR transformation journey. Helping with change management. In fact, helping to change the way through change :) You guess why the transformation generated so much frustration from all (I mean, literally all - line managers, HR professionals on places) while delivering only additional cost to the company? HR has become the thing in itself. HR for HR. Extreme level of centralization, line managers treated like kids, lost idea about what is the real value of HR for business. The (internal) customer focus is minimal, those who want to add value and connect HR to business needs are hardly heard. Central functions jumping on fancy initiatives, grandious multi-dimentional changes. All exhausted and no beneficiary really clear. And surely cost is rising. As well as the level of anxiety.
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2 个月Some ironies of #HR. 1. They have a diversity issue. 2. Their own processes are crippling them. 3. They fail to evolve and adapt. 4. They are still called HR. Anything I missed? ?? The fix is simple. Simple, not easy.
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2 个月There are simple Solutions but HR is too Blind to see it. I've been reaching out to many in the HR field, but they can't see the forest for the trees. What HR needs is to have their People learn how to Tap into Their Alpha and Theta Brainwave Levels, and... That would Boost Creativity through the Roof, because that is the Most Important Soft Skill which is Critical in today's world of Artificial Intelligence Those that can't Adapt will die off. The people who can Learn The simple Secrets to Access Higher States of Consciousness Will be... The Big Winners
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2 个月I just about died at the Gallup survey comment. Is it good? Probably. Did it tell you a thing we didn’t know and haven’t seen coming for years? No. It’s like we use it as proof that our actual knowledge is indeed, actual knowledge. I love reading your stuff. I just catch myself nodding at most points.