I know people will not like this article. But, I am also certain that they absolutely need to go through it. This is a wake-up call for many, stuck in the daily grind. Working hard, maybe even productively as well as effectively. But, towards what? Clear direction, is of even greater importance. We cannot allow ourselves to get lost in “busy”. 

HR is lost. It is stuck with processes, policies, procedures, mapping, automating, graphical representation, statistical backup, paradigm shifting and whatever other jargon that resonates.

I understand all this may be needed, but in this push for all the above, the critical part of it all, the Human part, is getting increasingly lost. In diligently working on (buzzword) that would improve the (target aspect) the connection with the people on the ground is getting ever weaker. 

My extensive and regular meetings with HR have made it very clear. We are focusing too much on the cocoon, while the butterfly inside needs to fly. 

HR disconnect has become a thing. People focus, human touch and social/individual connections are now needed, more than ever. HR leaders may be facing unprecedented challenges and have a lot on their plate. Understood. Accepted. Appreciated.

But, do we look the other way when the primary focus of their work is the human, who is now flailing about without a life jacket? Everything that they do and are doing is in context, correct. But, losing touch with the reason for their efforts is not.

Disruptive tech (Including AI), workforce changes, work ethic changes and digital transformations are lending to the obsolescence of HR, as we know it. They must look to transform/pivot. Not only embrace technologies, but also embrace the humans they are being deployed for.

The workforce is now a smorgasbord of baby boomers, millennials, gig economy workers, part timers, work from homers, digital nomads and the old full timers. Dovetail that with a veritable multicultural salad, with very different needs and expectations, their management is not a standardized template from which HR can extract what they “think” is an averaged random sampling bell curve to base policies or initiatives on. 

Being an active (not reactive) and credible stakeholder business partner is only half the battle. The other half is the people.  

Keeping in mind contextual sensitivity this article is more for re-activating people that had gotten caught up with pressures of work and driven into a daze by workloads and timelines. A push back on the daze, a short pull back from it all, may give rise to a fresh perspective on how to best move forward given the disconnect. 

Things are not changing “slowly but surely”. They are transforming right in front of our eyes. Let’s see who blinks first. 

Linkedin.com/in/uzair-hassan-6451024