Why HR Still Has a Bad Reputation And What to Do About It

HR Metrics & Tools

Nov 6

Is HR Broken? Or Just Misunderstood?

No HR department? No problem.
HR department and bad vibes? We can fix that, too.

When HR Brew asked Gen Z workers across various industries for the first words that pop into their heads when they hear “HR,” the responses were telling:

“What did I do wrong?”
“I’m being fired”
“Compliance training”
“Talent acquisition”
“The principal’s office at the workplace”

Not exactly confidence-inspiring. But here's the thing: this perception is extremely common. If this is how your team views HR, you're not alone—and you're not doomed either.

Why I Chose HR Anyway (and Why You Should Care)

So, why would I dedicate my career to HR when so many people associate it with fear, rules, and red tape?

Because I know that HR—done well—is the engine of engagement, the foundation of culture, and the catalyst for long-term success. People drive performance. If your people aren’t thriving, your business isn’t either.

Why HR Has a Bad Reputation (And What We Can Learn)

1. Remote Teams Don’t See HR at Work

In distributed teams, HR often operates invisibly. That lack of visibility leads to a lack of understanding, and ultimately, a disconnect between HR's strategic work and the employee experience.

2. Even CEOs Don’t “Get” HR

Many executives I speak with daily admit they don’t understand the function of HR. Maybe they had a bad experience. Maybe they met an HR professional who brought more policies than value. Maybe they just dislike the work themselves. I’m not offended—I see it as an opportunity.

3. Managers Shape HR’s Reputation

If employees only hear from HR when something’s wrong, that’s often because managers are only looping HR in when it’s time for terminations. This isn’t just a manager issue—it’s also an HR communication failure.

4. The Best HR Often Goes Unnoticed

Strategic HR should feel seamless. If HR is doing its job right—driving systems, supporting leadership, and guiding growth—it might not be flashy. But it’s absolutely essential.

HR Shouldn’t Be the Star, But It Should Be Strategic

I’ve heard HR pros say for decades, “We want a seat at the table.” I think differently. I’d rather HR be viewed like a Chief of Staff—the one orchestrating smooth operations, empowering others, and keeping the business aligned behind the scenes.

I’m happiest in my remote office on my farm, building the infrastructure that makes your company culture click, your teams perform, and your growth feel inevitable. No fanfare needed—just results.