No names, no job titles, no companies. HR After Dark features totally anonymised opinion pieces from HR professionals, consultants and industry commentators. No holds barred, no censorship, nothing but raw opinions on issues that matter to HR. When the lights go down, HR After Dark comes out to play. See it all here first. Want to write for HR After Dark? Get in touch at [email protected].
It’s become a rather nasty obsession in the world of work: a team away-day or strategy day or team build or whatever. And I’m not even calling out cocktail making, drumming activities or constructing a plank-based walkway around the grounds of a conference centre to see how well we communicate, use our imagination and project ourselves into a pointless scenario.
I’m talking about the flipchart-strewn; post-it note heavy; discussion-based days when we’re going to do differently this year what we didn’t do last year.
Where we’re creating a behavioural charter to (largely) stop Mel from being such a grump.
Where Jay, our new recruit following our acquisition of the minor competitor, will be asked to provide reflections on our culture - what we should stop; start and continue. Or for Jay to become even more alienated by naming our dysfunctions.
Where Jo, as leader of the team, takes a backseat. Except can’t stop chipping in and taking over.
Where Ash, hung over from the night before’s bonding in the bar exercise, falls asleep in the group’s presentation back on the strategic priorities for the Admin team.
THAT kind of strategy day. Having been on both ends of these, there’s two overriding frustrations on top of Mel, Jay, Jo and Ash’s stereotypical performance.
We’ll have the same strategy day the year after, just maybe tinkered with or excuses given around the failed objectives or the unforeseen strategic priorities which landed on the team sometime in July.
We call out how we’re going to co-operate more; be more tolerant of differences; more open in our feedback; share learning. Yet during the year, Mel’s still grumpy. Jay is more left out in the cold; Jo is still asserting and directing everything and Ash is on the third round of a capability review.
Next time someone asks for a day like this, suggest this becomes a regular conversation and not a one-off showpiece of team-ness.
And maybe show them this article and ask what and who needs to change and why. And push for a brutally honest answer before booking the stately home library room and grabbing more post-it notes.