Workforce Strategist's Blunt Take on HR Sparks Heated Workplace Debate
Amanda Goodall, a prominent workforce strategist known online as @thejobchick, has ignited a fiery discussion about the role of Human Resources departments in modern organizations. Her recent social media post delivered a provocative verdict that has resonated across professional platforms.
The Controversial Claim: HR as a Revenue-Draining Department
Goodall didn't mince words in her assessment. She argued that HR teams fail to contribute directly to company revenue. Instead, she claimed they often implement rigid policies that actually lower employee morale. According to her perspective, HR primarily functions to shield companies from legal issues rather than genuinely supporting workers.
"HR is the only department that gets a free pass for being completely useless," Goodall wrote in her viral post. She elaborated that these departments "produce zero revenue, kill morale with endless policies, protect the company NOT you."
A Radical Solution: Cutting HR by 90%
The workforce strategist took her argument even further. Goodall suggested that most organizations would actually operate more efficiently without the majority of their HR functions. She boldly stated that if "90% of HR" disappeared overnight, businesses would run "smoother, faster, and happier."
She ended her post with a direct challenge to those who might disagree: "Change my mind." This invitation for debate quickly transformed into a widespread conversation across professional networks.
Why This Message Resonates Now
The timing of Goodall's comments proved particularly significant. Many employees currently navigate workplace challenges including layoffs, burnout, and frequent organizational restructuring. With increasing automation through AI and growing tension between workers and management, her blunt assessment gave voice to frustrations many professionals already felt.
Her post spread rapidly across X, LinkedIn, and private work conversations. The response demonstrated how deeply this topic touches contemporary workplace dynamics.
Strong Reactions from Both Sides
The comment section quickly filled with passionate responses. Some users strongly agreed with Goodall's perspective. One commenter compared HR to "the government inside your company," suggesting most employees would fare better without it.
Another user argued that HR doesn't effectively protect companies either. They claimed HR policies often stifle creativity and discourage risk-taking within organizations. A third person added that companies with smaller HR departments focused only on essential functions like recruiting and legal compliance typically outperform those with larger HR teams.
However, HR professionals pushed back against these criticisms. Many defended their work by explaining that its value often remains invisible precisely because it happens behind the scenes. They pointed out that successful prevention of legal issues, early handling of compliance problems, and intervention in harmful workplace behavior rarely receives public recognition.
One HR defender responded bluntly: "If we played by your rules, those businesses would face hundreds of lawsuits requiring massive litigation that would far exceed the cost of an HR department. My guess is sexual harassment cases would go through the roof."
The Broader Conversation About Workplace Structure
This debate extends beyond just HR departments. Some commenters noted similar dynamics appearing in other roles like product management. The discussion reflects broader questions about how organizations structure support functions versus revenue-generating operations.
Goodall's provocative stance has forced professionals across industries to reconsider fundamental assumptions about workplace organization. Whether one agrees with her radical proposal or defends traditional HR functions, the conversation highlights evolving expectations about how companies should support their workforce while maintaining efficiency.
The intensity of responses demonstrates that this isn't just a theoretical discussion. It touches real concerns about workplace culture, employee satisfaction, and organizational effectiveness in today's rapidly changing business environment.
