Post by Hacking HR

A new hire walks into a role that three people have left in two years, spends the first month learning what everyone already knows about why it's hard, and either figures out how to absorb the dysfunction or starts interviewing somewhere else around month eight. 💡 Then the company posts the role again. Sometimes with a slightly different title. Headcount is a visible action. It produces a job req, a candidate pipeline, an offer letter, and an onboarding plan. Leadership can point it out in a meeting and say that something is being done. Reorganizing how work flows, redefining who owns what, having the conversation about why three people already couldn't make this role work — these are slower and harder to show on a slide. 🎯 The organizations that actually get more out of their people tend to ask an uncomfortable question before they open a new req: what specifically would a new person walk into, and has that changed since the last one left? If the answer is no, the hiring process is just a more expensive version of hoping for a different outcome. 👉 Where have you seen headcount added to a problem that needed a different conversation instead? #HRLeadership #WorkforcePlanning #PeopleStrategy #FutureOfWork #HRCommunity #Hiring #OrganizationalDesign #TalentStrategy