Are We Tackling Workplace Challenges the Right Way?

A Telegraph article recently raised a critical question: Are businesses—and their HR functions—focusing on the right issues?

Despite an explosion of HR initiatives, Britain is facing stagnation in productivity, rising sickness, and disengagement. It appears that the more processes and roles HR adds, the more disconnected employees and outcomes seem to become.

This resonates with a simple but powerful idea: “What you focus on becomes your reality.” “When we focus exclusively on symptoms—like absenteeism, mental health, or turnover—we lose sight of the root causes that drive these outcomes.

It’s time to question if we’re solving the wrong problems.

The Problem with Chasing Symptoms

As the Telegraph article highlights, Britain has one of the largest HR sectors in the world, growing by 42% over a decade, yet productivity has flatlined.

While intentions are good, the metrics tell a different story.

The same happens in organisations chasing disengagement or absenteeism: countless tools and processes are added, but they rarely address the root causes—skills, clarity, and competence.

The Performance Paradox

In most workplaces:

• Managers focus on outcomes, like hitting KPIs or reducing absenteeism, rather than the inputs (the behaviours and competencies that drive outcomes).
• Employees, lacking clear guidance, end up working harder without real impact—leading to burnout, frustration, and stagnation.

The Telegraph notes that HR’s rapid expansion often adds complexity instead of simplifying what really matters. HR teams are overwhelmed, but are they tackling the right issues?

The real Solution: Shifting Focus

Rather than chasing symptoms, businesses need to focus on human competence:

1. Define clear standards: What skills and behaviours lead to success?
2. Empower managers to focus on inputs: Equip them to coach teams on what drives productivity and well-being.
3. Simplify, don’t complicate: Avoid processes for processes’ sake—focus on what directly drives outcomes.

If we build from the ground up, focusing on clarity, soft skills, and managerial capability, we can empower HR and leadership to create sustainable impact.

Closing Thought

Let’s shift the conversation. Instead of adding more processes, let’s ask: Are we solving the right problems?