Reassessing the Role of HR in Business
Jennifer Say felt anxious when she announced that her company, XX-XY Athletics, operated without a human resources division. It’s a bold move, to say the least.
“They don’t actually contribute anything,” Say mentioned during her talk at Freedomfest earlier this month. “Their focus is on monitoring our language—what we can say and what we can’t. This stifles creativity, which is detrimental to a business.”
In fact, Say argued that DEI (diversity, equity, and inclusion) bureaucracy is stifling creativity and innovation within American institutions. To tackle this, she believes we need more vision, empowerment, and responsibility instead of stringent rules.
Her message has certainly resonated; the clip, now viewed over five million times on Instagram, highlights a prevailing sentiment: the rigid control of HR is choking American ingenuity. It seems that, far too often, adherence to DEI policies is erasing the human touch in workplaces.
In contrast, the Texas Public Policy Foundation (TPPF) has taken a different route. They’ve discarded the conventional HR model in favor of a culture built on autonomy, empowerment, and a collective vision. And, surprisingly, it seems to be working rather well.
With a workforce of about 100 people engaged in various public policy areas, TPPF has successfully pushed through numerous reforms in Texas—all without heavy-handed HR influence.
Traditionally, an HR-driven organization entangles itself in endless training sessions, constant monitoring of language, and various compliance protocols. This approach not only consumes valuable time but also stifles innovative thinking, ultimately leading to a culture of mediocrity.
1. Vision
Every individual in our organization understands our purpose: to advocate for freedom, opportunity, and prosperity through principled policy-making. It doesn’t take compliance personnel to make that clear. Motivated team members who share this vision drive our success.
A study published in a 2016 edition of a respected journal found that clear goals significantly enhance team performance. In other words, when everyone understands what they are working towards, real progress happens. So, why not trust your team instead of micromanaging?
2. Empowerment
We’ve replaced hierarchical control with what we call Radical Trust. There are no mandatory seminars or incessant reminders about policies. Instead, we foster an environment of ongoing mentorship, constructive feedback, and the freedom to take calculated risks.
This liberating culture promotes innovation. We focus on hiring honest individuals rather than those with a knack for compliance. Our belief is simple: we trust in the capabilities they bring to the table.
When someone stumbles, HR doesn’t swoop in with punitive measures. Rather, the team addresses the situation collaboratively, fostering shared accountability.
Say critiqued HR for fostering, as she puts it, “mediocre people with no opinions.” At TPPF, we are on the lookout for thinkers with strong wills. Our approach? Let them excel.
3. Personal Responsibility
Fostering a culture of autonomy means encouraging personal ownership. There aren’t any monitors or permission slips. Everyone is aware of their responsibilities and takes them to heart.
This is a magnet for individuals who are committed to getting results. It’s why we’ve been able to implement bold policies despite facing stiff opposition. I don’t wait for anyone’s permission; we just build.
Say’s critique of HR’s inefficiencies goes beyond an eye-catching media moment; it’s a plea for action.
While DEI bureaucracy takes a toll on creativity and initiative, the solution isn’t to impose more rules but rather to enhance vision, empowerment, and responsibility.
At TPPF, we’ve unlocked potential by trusting our team. Many organizations could benefit from this switch if they’re willing to move away from the confines of rigid regulations and embrace risk-taking.
Ultimately, the soul of your business—and, more broadly, the spirit of America—may depend on it.
