The role of HR is to coach, not police.
Context
Patty McCord is a former Chief Talent Officer at Netflix, and the co-creator behind its Freedom & Responsibility Culture Deck. McCord has a reputation for challenging the traditional HR models, especially those that are rooted in rule enforcement, control and ticking boxes. She has a philosophy that was shaped by her experience in building Netflix’s talent strategies. It advocates a model of work based on trust, where HR guides, supports and empowers, rather than micro-managing.
Her words are more relevant than ever in today’s UK. There is a renewed debate as organisations struggle with hybrid work, changing employee expectations, and evolving compliance requirements.
The word “meaning” is used to describe the meaning of the phrase
McCord’s quote is at the core of a strategic shift in HR:
- HR shouldn’t be a compliance enforcer at the cost of culture and trust.
- HR’s true power lies in coaching and mentoring managers and employees to get the best out of them.
- Autonomy, accountability and clarity are the foundations of high-performing teams, not punishment or surveillance.
This quote implies that a HR function too focused on risk-avoidance could inadvertently block progress and innovation. A coaching-led strategy, on the other hand, promotes growth, resilience, and human-centred management.
The Implications
The quote is a provocative statement for HR professionals in Britain, especially those who are navigating complex employee relationships or regulated industries. The key implications are:
- Culture is more important than control: Although policies are important, culture is what determines behaviour. It is more sustainable to coach managers on how to lead with intent and values than top-down enforcers.
- Building capability: The coaching model calls for HR to invest not only in procedural knowledge, but also in listening, facilitation, and conflict resolution.
- Reframing the HR image: Many employees still see HR as reactive or disciplinary. It is crucial to change this perception and move towards partnership and enablement.
McCord’s message is clear as workplace models change: HR’s biggest contribution is not to manage risk, but to unlock potential.
