“HR Heretics” | How CPOs, CHROs, Founders, and Boards Build High Performing Companies

So the NYTimes says everyone hates HR, now what?

Aug 8, 2024

37:51

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Nolan Church, a thought leader in HR discussions, and Kelli Dragovich, an advocate for impactful organizational leadership, dive into a provocative New York Times article criticizing HR. They discuss the pervasive dissatisfaction between employees and HR, the increasing strain on HR professionals, and the importance of collaborative leadership. They also explore the transformative potential of AI in hiring and the need for nurturing relationships within organizations to enhance both performance and employee well-being.

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Quick takeaways

Many employees and HR professionals experience dissatisfaction due to unrealistic expectations and a lack of shared responsibility in addressing workplace issues.

Building emotional resilience among HR professionals through strong relationships and self-care practices can enhance their effectiveness and job satisfaction.

Deep dives

Employees' Dissatisfaction with HR

Many employees express a strong dissatisfaction with the HR function, viewing it as a source of frustration within the workplace. This attitude is mirrored by HR professionals themselves, who often feel unfulfilled and overwhelmed by the demands of their roles. The article reviewed highlights how HR has become a scapegoat for employee grievances, leading to a persistent cycle of frustration and burnout among HR staff. The situations described show how the pandemic and various global events have exacerbated these feelings, causing HR to be viewed negatively by both employees and their own colleagues.

Exec Exercise: Victim Story to Responsibility Mindset

01:43

Intro

1min

Redefining the HR Landscape

13min

Leveraging AI and Enhancing Employee Experience in Hiring and Hybrid Work

3min

Reframing HR's Role: Mindset and Relationship Dynamics

3min

Navigating Influence: The Power of External Support in Leadership

4min

Navigating Leadership with Emotional Intelligence

8min

The Interplay Between Personal Well-Being and Work Performance

4min

Today Nolan Church and Kelli Dragovich discuss The New York Times article making waves this past week: "So Human Resources Making You Miserable". Nolan and Kelli dissect the article's claims, share their own experiences and what they're hearing from other leaders, and discuss the disconnect between HR and the rest of the org.

*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.co

HR Heretics is a podcast from Turpentine.

Support HR Heretics Sponsors:

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KEEP UP WITH NOLAN, + KELLI ON LINKEDIN

Nolan: https://www.linkedin.com/in/nolan-church/

Kelli: https://www.linkedin.com/in/kellidragovich/

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LINKS:

New York Times: So, Human Resources Is Making You Miserable?:

https://www.nytimes.com/2024/08/03/business/human-resources-professionals-workplace.html

Referenced book:Bad Therapy: Why the Kids Aren't Growing Up:

https://www.amazon.com/Bad-Therapy-Kids-Arent-Growing-ebook/dp/B0CBYHTV2D

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TIMESTAMPS:(00:00) Intro(00:15) "HR Making You Miserable" Article(01:22) HR Community Reactions & The Past Few Years(02:43) HR vs. The Rest of Business(06:20) Taking Ownership and Spreading the Love(08:24) HR's Role & Shifting Expectations(11:00) Learning from Other HR Leaders & Changing the Mindset(13:08) Experimentation and Collaboration(14:23) Communicating with CEOs and Setting Boundaries(14:38) Sponsors: Metaview | Workvivo(15:08) Training Leaders and Changing the Culture(17:06) Relationship Debt and Resetting the Relationship(19:32) The Power of Mentorship and External Help(22:23) Sponsor: Planful(22:33) The Sixth Sense & Influencing Key People(24:54) Taking Responsibility & Shifting Your Worldview(26:33) Resilience and Managing Emotions(08:00) Focus on Solutions(30:00) The Impact of Personal Well-being on Work(31:48) Building Resilience & Prioritizing Yourself(33:10) Wrap

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

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