Green Umbrella HR · Sector 1, Bucharest · Since 2018.
Why understanding the current system should come before writing another document.
A policy describes an intended way of working. It does not show whether people can use it. Compare the written process with the decisions managers make and the questions employees ask. The gap may be a missing agreement, an unclear responsibility or a tool that is unnecessarily difficult.
Design development for the moment someone returns to their desk.
Ask what the participant needs to do differently after the learning. Use that answer to choose the content and the practice. A workshop can be engaging and still fail to prepare someone for the actual situation they face.
A useful conversation describes behaviour rather than assigning a personality.
Words such as careless or difficult compress a whole person into a judgement. Describe the observable event, the context and its effect instead. This creates something both people can examine without first agreeing on a label.
Responsibilities that worked in a small team may become unclear as a company grows.
If the same decision repeatedly returns to the founder, examine why. The team may lack authority, information or a shared understanding of the priority. Adding another reporting line will not necessarily resolve that uncertainty.
A well-designed form cannot carry an unclear responsibility by itself.
Every field should help someone make a decision or complete a necessary action. If its purpose is unclear, ask why it is there. A shorter tool with a clear use often works better than a comprehensive document nobody understands.
A clear working question makes a development conversation more useful.
A broad ambition to become a better leader is difficult to work with. Begin with a situation the person wants to handle differently. The focus may be a decision, a relationship or a pattern in the way the team works.