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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.
Here’s the kicker: When something new comes along—something with real potential to help—you’re sceptical. You demand proof of success before you try it. And while you’re busy doubting, you’re still doubling down on the same ineffective rituals.
The truth is, you’re not failing because you’re not working hard. You’re failing because you’re working hard on the wrong things. Again, don’t believe me. Here is the report that provides you with enough evidence for change. Of course only if you truly want to make a change:
This isn’t about working harder; it’s about working smarter. Imagine a real-time, actionable strategy that:
Spotlights issues as they emerge (real-time insights)—no more blind spots.
Provides measurable insights so you can stop guessing.
Drives continuous improvement, ensuring HR’s efforts lead to meaningful change.
The best part? It’s not complicated, and it’s not a gamble. This is a proven approach to transforming employee experience into a true driver of business success.
So, what’s the magic cure you’re waiting for? Spoiler number two: It’s not magic.
It’s about ditching the once-a-year survey and the occasional pulse surveys in favour of daily monitoring and listening to the workforce. It’s about measuring everything you do and continuously improving what isn’t working. Spot the warning signs early. Fix them fast. Iterate. Repeat. Listen to the short podcast below and see how that works. It's easy trust me!
Stop clinging to the outdated annual saga. It’s a waste of time, money, and energy. Start building a real-time, real-world system that actually makes sense—for you, your workforce, and your company.
Because insanity isn’t a strategy.
It’s time for a change. Let’s make next the year the year when HR stops following outdated rituals and starts leading with impact.
In part II, I will write about how we should transform your HR, and what we should be working towards because what we are currently doing is killing me, the workforce, and the businesses.
If you need help:
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