Over the weekend I read another let’s-bash-HR article with the title “Here’s why your human resources department hates you.” The author, Cliff Weathers, points out that HR practitioners have become “cold wardens of the workplace” and administrative bureaucrats who see themselves as “masters at the top of the corporate food chain.”
The article hits on multiple issues with modern corporate HR departments including their propensity to kill people with forms and paperwork (resulting in diminished productivity for all), the manner in which they muck up the hiring process, and how their actions ultimately de-humanize entire organizations.
One section stood out to me:
“One tool used by human resources professionals is the open manipulation of “workplace culture.” Employees are expected to follow cultural cues from HR departments, which model how they want employees to act to create a “positive work environment.” And you better like the culture HR creates for you, or else.”
I’m not sure we’re quite as Machiavellian as the author does; he believes this cultural manipulation is done by HR in order to ‘weed out’ (i.e. terminate) the undesirables. While getting the right people on the bus (to borrow the phrase) is important, I like to think we’re not quite so cold-blooded.
I do, however, see a lack of understanding about company culture feeding into the actions and activities of a fair number of HR professionals. Sometimes it’s a lack of clarity on the part of Janet the HR Director. Quite often it’s because the time-stretched – and misinformed CEO – tells Janet to “do something fun; we need to improve our culture.”
So Janet begins her quest to, well, OK – manipulate. ”We’ll have a scavenger hunt,” she thinks. “I’ll add a weekly dress down day and bring in donuts every Friday.” She mentally ticks off policies and activities and even employee benefits she can add…never once stopping to think if they fit the needs, wants or desires of the actual employees or culture. She forces adherence and when Bob in Accounting doesn’t participate in the Annual Halloween Costume Contest she – and the CEO – place him firmly on the “doesn’t fit in to our culture” list.
How do we fix this? It is, quite frankly an epidemic. I regularly see job postings for HR leaders that include duties such as “responsible for building a winning culture.” And ‘building’ is on the entirely opposite end of the spectrum from nurturing, ensuring alignment, and fostering the continuation of an existing culture or the migration to a desired state.
The way we change this is for HR leaders to band together and stand up to CEOs or other organizational leaders who command them (yes…command them) to “fix” the culture. The way we overhaul this is for HR professionals to educate first themselves and then their leadership teams on the real definition of company culture.
If we do that we can ALL be geniuses.
“When a true genius appears in the world, you may know him by this sign, that the dunces are all in confederacy against him.” Jonathan Swift, Thoughts on Various Subjects, Morals and Diverting
note: even though I’ve read A Confederacy of Dunces 3 or 4 times, I intend to read it again; it’s the book chosen by the East Baton Rouge Parish Library as the spring read for our “One Book One Community” spring 2015 kick-off. It’s one of my favorite books and truly reflects what Ellis Marsalis once said: “In New Orleans, culture is not handed down from on high; it bubbles up from the street.”