We are nearly 48 hours away from the FY 2025-26 finish line.
Sales is chasing targets. Finance is balancing the books. And HR? HR is “writing the future” of your career. But let’s be honest about what’s actually happening in most HRM (Human Resource management) rooms right now.
In my years across industries, I’ve seen a recurring, painful pattern: HR has become a compilation department.
Many Organisations have the most beautiful policies on paper—Promotion Policies, Performance Appraisals, Grading system, 360-degree systems, Diversity & Inclusion policies etc, etc… But when the rubber meets the road, these documents are often ignored.
The Reality Check
- The “Silent” Treatment: I’ve seen managers stop making eye contact with their subordinates this week. Why? Because they are terrified of being asked about a promotion, a star grading, or a raise etc.
- The Bias Trap: Decisions about your career are frequently made in silos, driven by personal bias rather than impartial data.
- The Audacity Gap: HR often lacks the “audacity” to question whether a manager’s decision actually aligns with the company’s stated policy.
From “Feedback” to “Feed-Forward”
A 360-degree system shouldn’t be a once-a-year autopsy of your mistakes. It should be a daily dialogue. I’m calling for a shift from Feedback to Feed-Forward. * Frequency: Not twice a year. Daily.
- Function: Not just filing papers. Evaluating reality.
- Communication: Breaking the fear of two-way transparency.
Diversity, inclusion, and promotion policies are meaningless if they aren’t monitored with a critical eye. If HR doesn’t have the courage to analyze and evaluate the “why” behind a promotion, the policy isn’t worth the PDF it’s written on.
Conversation is the only way forward.
If you want a culture that lasts beyond the financial year-end, stop hiding behind forms and start talking to your people.
#Leadership #HR #CorporateCulture #FY26 #PerformanceManagement #Transparency #GrowthMindset