Mindset Shifts for a Changing Landscape
Human Resources is often romanticized as the heart of an organization—the department that fosters culture, champions employees, and builds bridges between people and business. But any seasoned HR professional knows that reality often looks very different. Here are some harsh truths every HR leader needs to embrace to truly thrive in today’s workplace.
1. You Are Not the Employee’s Advocate—You Are the Company’s Advocate
One of the most jarring realizations for new HR professionals is that they don’t solely exist to serve employees; they exist to serve the business. This doesn’t mean neglecting employee well-being, but it does mean that tough decisions—like layoffs, performance management, and policy enforcement—will often prioritize the company’s interests over individual concerns.
Personal Story:
Early in my career, I fought tooth and nail for an underperforming employee, believing I was standing up for fairness. What I failed to see was how much their lack of performance was draining the team. My stubborn advocacy ultimately caused a morale dip across the department. The lesson? HR must balance empathy with business impact.
2. Culture Is Built by Leadership, Not HR
HR can create policies, host events, and push for engagement initiatives, but if leadership isn’t fully committed, workplace culture will remain stagnant or even toxic. If the CEO and executive team don’t embody the company’s values, no HR-driven initiative will fix that.
Mindset Shift:
Instead of seeing yourself as the driver of culture, position yourself as an influencer. Equip and educate leadership, but recognize that true cultural change must come from the top.
3. Not Every Employee Wants to Be Engaged
Despite HR’s best efforts, some employees will remain disengaged, resistant, or just unwilling to invest in their work. And that’s okay.
Pain Point:
HR professionals often blame themselves when engagement surveys show lacklustre results. But forcing engagement on unwilling employees is an uphill battle. Instead, focus on enabling those who want to be engaged and providing tools for managers to lead effectively.
Personal Story:
I once poured months into a wellness initiative only to see minimal participation. At first, I blamed the program. But after surveying employees, I realized that while some appreciated it, many just wanted to clock in, do their job, and go home. Not everyone needs—or wants—a “work family.”
4. HR Can’t Fix a Toxic Workplace Alone
HR is often positioned as the solution to toxicity, but in reality, it takes company-wide effort to drive meaningful change. If a workplace is toxic, it’s likely because leadership allows it to be.
Mindset Shift:
If leadership isn’t committed to changing a toxic environment, HR’s efforts will be fruitless. In these cases, the best move might not be to “fix it” but to recognize when it’s time to leave.
5. You Will Make Unpopular Decisions
From restructuring teams to denying promotions, HR professionals often bear the brunt of difficult company decisions. Being liked can’t be the goal—being respected must be.
Personal Story:
I once had to terminate a well-liked manager due to repeated policy violations. The backlash from employees was immediate and intense. But months later, the department thrived under new leadership, and the toxic behaviours that had been normalized slowly disappeared. HR decisions should be based on what’s best for the long-term health of the company, not short-term popularity.
Final Thought: Embrace the Hard Truths
HR isn’t just about people—it’s about people in the context of business. Accepting these harsh realities isn’t cynical; it’s necessary for long-term success. By shifting your mindset, embracing difficult truths, and recognizing where your real impact lies, you’ll be better equipped to navigate the complexities of the modern workplace.
