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Head of Humans
Have you given your HR people what they need to succeed?
On a daily basis, my colleagues and I speak to a broad variety of HR people, and they rarely know the vision of their company regarding their employees. Also they often times lack the mandate and budget to do their job properly.
This makes it hard for them to facilitate hiring, well-being, and development of the employees, which I view as a problem for the organization.
When I grow up...
Or rather, when my company grows up and we need an HR person to manage our employees, I'll make sure that they get everything they need to succeed with their job and create the most exciting workplace in the world.
I have no doubt that such a workplace equals success for the company and everyone involved.
There's nothing like loving, caring, and committed HR people to create an engaged, vital, and sustainable workforce – the kind of workforce that attracts the best people and makes them want to stay.
Patty McCord, formerly Chief Talent Officer with Netflix, took a radical approach. In 2009, she and founder Reed Hastings published the Netflix Culture Deck based on their 1998 manifesto, Freedom and Responsibility. The 2021 version of the Netflix Culture Deck is a 125-page cultural guide that describes a company culture more far-reaching than the conventional understanding of employee retention, annual performance reports, and bonus options.
In this respect, I have noted the four perspectives on improvement that are outlined in the Culture Deck:
1
To improve productivity, think like a sports coach.
2
To engage staff, give staff power.
3
To get results, only hire the best.
4
To motivate your workforce, tell the truth about performance.
I find it to be an inspiring perspective, and most importantly, it gives HR people a much wider scope on how to improve employee's joy at work, along with the opportunities created by increased satisfaction that this offers the company.
I'm no Patty McCord, so I have different aspirations for myself and my colleagues. These days, as I prepare for my company to grow up and to facilitate the company culture that fits best with us and the things we want to do in this world, it looks a bit different.
My initial immature take on how I want to work with my colleagues looks like this:
We should all offer ideas and proposals without being tied to a specific outcome.
We should all strive for easy and effortless access to each other and our assignments.
We should all contribute to making the whole more than the sum of the parts.
We should all make it as fun as possible to go to work.
When I consider the kind of HR person who can make that happen, my working title for the job is "Head of Humans".
I am convinced that our Head of Humans will contribute to create a vision and approach to our colleagues, so we may enjoy their skills and engagement.
Additionally, they, like all the employees, should know the specific mandate for their job. I'm sure it can be done, and that it will make it way more fun to show up at work.
At the same time, I am pretty certain that their department need their own budget and take care that it is invested into the workplace excitement we all love.
As said by the Lebanese philosopher Khalil Gibran in his book, The Prophet:
"And what is it to work with love?
It is to weave the cloth with threads drawn from your heart, even as if your beloved were to wear that cloth.
It is to build a house with affection, even as if your beloved were to dwell in that house.
It is to sow seeds with tenderness and reap the harvest with joy, even as if your beloved were to eat the fruit. It is to charge all things you fashion with a breath of your own spirit."
Head of Humans
Have you given your HR people what they need to succeed?
On a daily basis, my colleagues and I speak to a broad variety of HR people, and they rarely know the vision of their company regarding their employees. Also they often times lack the mandate and budget to do their job properly.
This makes it hard for them to facilitate hiring, well-being, and development of the employees, which I view as a problem for the organization.
When I grow up...
Or rather, when my company grows up and we need an HR person to manage our employees, I'll make sure that they get everything they need to succeed with their job and create the most exciting workplace in the world.
I have no doubt that such a workplace equals success for the company and everyone involved.
There's nothing like loving, caring, and committed HR people to create an engaged, vital, and sustainable workforce – the kind of workforce that attracts the best people and makes them want to stay.
Patty McCord, formerly Chief Talent Officer with Netflix, took a radical approach. In 2009, she and founder Reed Hastings published the Netflix Culture Deck based on their 1998 manifesto, Freedom and Responsibility. The 2021 version of the Netflix Culture Deck is a 125-page cultural guide that describes a company culture more far-reaching than the conventional understanding of employee retention, annual performance reports, and bonus options.
In this respect, I have noted the four perspectives on improvement that are outlined in the Culture Deck:
1
To improve productivity, think like a sports coach.
2
To engage staff, give staff power.
3
To get results, only hire the best.
4
To motivate your workforce, tell the truth about performance.
I find it to be an inspiring perspective, and most importantly, it gives HR people a much wider scope on how to improve employee's joy at work, along with the opportunities created by increased satisfaction that this offers the company.
I'm no Patty McCord, so I have different aspirations for myself and my colleagues. These days, as I prepare for my company to grow up and to facilitate the company culture that fits best with us and the things we want to do in this world, it looks a bit different.
My initial immature take on how I want to work with my colleagues looks like this:
We should all offer ideas and proposals without being tied to a specific outcome.
We should all strive for easy and effortless access to each other and our assignments.
We should all contribute to making the whole more than the sum of the parts.
We should all make it as fun as possible to go to work.
When I consider the kind of HR person who can make that happen, my working title for the job is "Head of Humans".
I am convinced that our Head of Humans will contribute to create a vision and approach to our colleagues, so we may enjoy their skills and engagement.
Additionally, they, like all the employees, should know the specific mandate for their job. I'm sure it can be done, and that it will make it way more fun to show up at work.
At the same time, I am pretty certain that their department need their own budget and take care that it is invested into the workplace excitement we all love.
As said by the Lebanese philosopher Khalil Gibran in his book, The Prophet:
"And what is it to work with love?
It is to weave the cloth with threads drawn from your heart, even as if your beloved were to wear that cloth.
It is to build a house with affection, even as if your beloved were to dwell in that house.
It is to sow seeds with tenderness and reap the harvest with joy, even as if your beloved were to eat the fruit. It is to charge all things you fashion with a breath of your own spirit."
Blegdamsvej 6, 1st floor
Copenhagen, Denmark
Telephone +45 3232 3232
journal@weareheadlight.com
© 2020 Headlight Journal. All rights reserved.
Blegdamsvej 6, 1st floor
Copenhagen, Denmark
Telephone +45 3232 3232
journal@weareheadlight.com
© 2020 Headlight Journal. All rights reserved.