“Maya,” he said, pushing a stack of engagement survey results across the mahogany desk. “The numbers are green. Pay is above market. But we’re bleeding mid-level talent. People aren’t quitting the company. They’re quitting the system . I need you to stop being Human Resources. I need you to practice Organization Development.”
The guide called this . Not blaming people, but revealing patterns. Phase 2: Data Feedback and Confrontation “Maya,” he said, pushing a stack of engagement
She spent two weeks shadowing, not auditing. She watched the product team wait three days for a compliance sign-off. She saw engineers rewrite requirements because marketing never looped them in. She heard the same phrase from five different departments: “We’d fix it, but no one asked us.” But we’re bleeding mid-level talent
“That’s not a system problem,” Maya said gently. “That’s a trust problem. OD can fix handoffs. Only you can fix trust.” I need you to stop being Human Resources
He nodded. “You’re not in HR anymore, are you?”