How forward-thinking leaders are reframing HR as the backbone of people alignment — not a compliance hurdle.
Most HR leaders didn’t sign up as the “people police.” Yet, too often, HR is handed the entire culture of the organization and then expected to fix it with a handbook or a policy.
Natalie Goulding has seen this up close.
In this episode of the Leaders Rising Podcast, she pulls back the curtain on how HR systems are often outdated, misaligned, or misused — and how business leaders can stop outsourcing people problems and start building real alignment from the top down.
“Leaders want a culture shift but hand it off like a task. Culture isn’t one-size-fits-all. You can’t fix it with a paragraph in the handbook.”
— Natalie Goulding
Stop Saying “We Have a Turnover Problem” If You’re Not Willing to Hear Why
Natalie doesn’t sugarcoat it. When companies say they have a turnover problem, her first response is direct:
“Do you actually want to know why?”
Because if the answer is no, or if leaders aren’t willing to act on what they learn, the truth can do more harm than good. When employees speak up and nothing changes, trust erodes even further.
This isn’t about surveys or policies. It’s about building a leadership culture that wants to hear what’s really going on — and can take aligned action in response.
Your Glassdoor Score Isn’t the Problem — But How You Got There Might Be
Many companies don’t realize what’s showing up on their Glassdoor page until Natalie brings it to their attention. Some even try to “clean it up” with glowing reviews from internal marketers.
But as she points out, employees can see right through that.
Instead of chasing a perfect score, leaders should aim for authenticity. A three-star culture that owns its gaps and invites growth is far more attractive than a five-star lie.
“Nobody expects a perfect company. But don’t brand yourself as a five-star restaurant if you’re still figuring out how to cook.”
— Natalie Goulding
Rethinking Performance Management: From Compliance to Collaboration
Performance reviews aren’t going away — but the way we approach them must evolve.
Natalie sees too many organizations treat performance like a checkbox activity. Managers spend hours in siloed conversations that don’t align with strategic outcomes — or connect to actual team goals.
Instead, she recommends social goal-setting: bringing teams together, sharing what success looks like, and collaborating on how individual goals align with the company’s mission.
“If I don’t know your goals and you don’t know mine, how do we know we’re even headed in the same direction?”
The Real Role of HR: Creating Space for People to Be Themselves
HR handbooks have come a long way. Natalie is seeing a shift from legalese to values-driven guidance — not just outlining policies, but helping people see what kind of environment they’re stepping into.
Still, she warns against trying to use policy to solve human issues.
“I had a client say, ‘Write a policy that will fix our accountability issue.’ And I had to say — that’s not how people change.”
True engagement doesn’t come from rules. It comes from clarity, trust, and the ability to show up authentically — not performatively.
Clarity Is the Bold First Step
Near the end of the episode, Natalie offers a challenge that’s both simple and powerful:
“Get clear. Really clear. Even on just one thing. Most leaders I talk to don’t actually know what their people are doing.”
Clarity is the starting point for healthy systems, feedback cultures, and sustainable growth. Without it, leaders are stuck making assumptions — and employees are left feeling unseen or unsupported.
A Resource to Start the Conversation
If you’re ready to reimagine your people systems but aren’t sure where to start, Natalie recommends the HR Pulse Check — a simple, candid self-assessment you can walk through with your leadership team. It’s not a survey to launch — it’s a conversation to start.
Final Word
People problems are rarely just people problems. They’re often the byproduct of misaligned systems, outdated structures, and unclear expectations.
This episode is a call to reframe HR — not as a back-office burden, but as a strategic lever for culture, clarity, and growth.
Because when your systems align with the future you’re building?
People thrive. And the business follows.
