|I recently highlighted this rather terrific post by Jessica Rose. It kind of off-handedly introduced a notion we might call “HR Debt” – the organizational analogue of technical debt.|
Coincidentally, a day later, I then walked into a client session where the issue was, in fact, fixing up a team that had been badly structured and poorly lead: we spent an hour sorting out the pain, cost and general difficulty of getting things set to rights. The notion of “HR Debt” was immediately helpful. Good!
We might describe technical debt as the literal cost (time, attention, real money) of avoiding doing things the right way. In the short term, the company saves money by, for example, not fixing a legacy architectural issue, by “hard-wiring” a piece of code, or just not fixing known bugs (feel free to provide your own list).
Our new term, HR Debt, is exactly analogous: by putting off dealing with a problem employee, or dysfunctional team, the organization saves disruption in the short term, but pays, every day, in the time and attention the team is putting in to make things work. As Jes puts it:
“Having your team build informal processes to work around bad actors creates an environment where additional time and energy costs are included in all team activities”
Not only that, but when the time comes to fix it, just like technical debt, the cost is far higher than it would have been originally: people need to be moved, or fired, teams rearranged, salaries re-worked, relationships repaired.
So what to do? Well, Radical Candor is a toolkit for saying hard things so that they are heard. If we boil Radical Candor down to its essence, it is a model for confronting and dealing with difficult conversations well. It encourages us not to drift into “Ruinous Empathy”, where our HR Debt will continue to accumulate as we avoid fixing people problems. It asks us to “just say it”, whilst respecting the humanity of the person on the receiving end.
The concept of “HR Debt” gives us a way of estimating the cost of staying in “Ruinous Empathy”: how many management hours will be dribbled away by patching over poor behavior? how much money will be spent on a team which we’re pretty sure will have to be reworked? how much would we save over time if we took on the hard conversations now?
So we can look at Radical Candor as a toolkit for reducing HR Debt – not just doing the right thing, but saving money, time and the precious attention of the oganization.
Useful models that fit together! Have to love that!
(btw: roughly coincident to writing this post, I signed on to work with the Radical Candor Team as a speaker. So hit me up if you’re interested in a Radical Candor talk or training)