Wouter Durville

True HR power isn't in rules.

It's in relationships.

Here's a hard truth:

Policies don't drive performance.

People do.

Think about it:

* Rules can guide behavior
* But relationships inspire commitment

So, what's the secret to HR success?

It's not about enforcing policies.

It's about nurturing connections.

5 ways HR can build powerful relationships:

1. Listen more than you speak
➟ Hear the unspoken concerns
➟ Understand the real issues

2. Be human, not just HR
➟ Show empathy, not just policy
➟ Connect on a personal level

3. Celebrate small wins
➟ Recognize daily efforts
➟ Make people feel valued

4. Create safe spaces
➟ Encourage open dialogue
➟ Build trust through transparency

5. Be a bridge, not a barrier
➟ Connect people to opportunities
➟ Facilitate growth, don't hinder it

If you agree:

1. Like
2. Repost

Want to hire the right people for your culture? 👇

Book a call with us to see how TestGorilla (and our Culture Add test) can help: https://lnkd.in/dep3whJy

There’s a 6th HR operating model nobody talks about.

Because it’s not on any slides.

And definitely not in this infographic.

I call it:

The “Figure-It-Out-As-We-Go” Model

Here’s how it works:

- No clear structure
- No roles defined
- No agreed processes
- Everything feels urgent
- Everyone’s confused

The business keeps growing anyway (somehow)

You’d be surprised how many companies run on this.

Or maybe you wouldn’t.

Because you’ve probably seen it.

Here’s the fix:

Pick any real model.

Centralized. Decentralized. Shared services. COEs. Outsourced.

Doesn’t matter where you start.

What matters is that you start somewhere.

The only wrong model… is no model.

And “we’ll figure it out later” isn’t a strategy.

It’s a stall.

Your CEO doesn't want an HR department.
They want a growth engine.

CEOs care about one thing: Results.

That's why modern HR isn't about policies and paperwork.

It's about:

1. Tracking real numbers that prove your initiatives drive business value

2. Guiding teams through massive change while keeping productivity high

3. Spotting tomorrow's leaders before anyone else sees their potential

4. Building programs with clear ROI that transform good people into great ones

5. Creating development paths that turn entry-level hires into future executives

The best HR leaders don't just support the business.

They shape its future.

Do you agree? 👇

If you work in HR and feel like you’re carrying the culture, the conflict, the burnout, and the blame…

You’re not alone.

But you can’t solve it all.

Here’s what I tell every HR team:

✅ You own the system. Not the behavior.
✅ You build the tools. You don’t wield them.
✅ You coach leadership. You don’t replace it.

The most effective HR teams know where their power starts…and where it must be shared.

So ask yourself and your org:

📌 Are we asking HR to fix what only leadership can change?
📌 Are we measuring HR by outcomes they can’t fully control?

The answer to your culture problem might not be “better HR.”

It might be better boundaries, and bolder conversations.

HR isn’t support.
It’s strategy.

But only when you use it like it.