HR Must Transform to Eliminate Workplace Friction and Drive Real Change

For too long, HR has focused on surface-level engagement strategies while failing to address the systemic issues that hinder productivity.

Workplace friction—those daily inefficiencies caused by outdated processes, poor communication, and rigid policies—is costing businesses billions in lost productivity and talent turnover.

A 2023 Gallup study revealed that only 23% of employees globally feel engaged, with a primary cause being barriers that prevent them from working efficiently. Instead of acting as an enabler, HR often becomes an additional roadblock, layering compliance-driven processes over already strained operations. This must change.

Why HR Needs to Rethink Its Approach

Workplace friction isn’t just an inconvenience; it’s a massive drain on business performance. According to Harvard Business Review, employees waste nearly 41% of their time on non-value-adding tasks, contributing to a $7.8 trillion global productivity loss (McKinsey, 2024).

Worse still, frustration with inefficient work environments fuels turnover—63% of employees who leave cite workplace inefficiencies as a major factor (Work Institute, 2024).

Despite these alarming statistics, many HR teams still focus on employee engagement surveys, wellness programs, and policy enforcement, rather than actively removing the roadblocks that impact employees daily.

HR must evolve from policy enforcer to operational enabler to truly support business success.

How HR Must Transform to Enable Solutions

1. Shift from Policing to Problem-Solving
   HR must stop being the gatekeeper of rules and instead work alongside teams to identify and eliminate workplace inefficiencies. Conducting friction audits can help pinpoint areas where employees struggle and need better support.

2. Eliminate Unnecessary Red Tape
   Compliance is important, but bureaucracy shouldn’t come at the cost of agility. Many HR processes slow decision-making and limit flexibility, reducing efficiency by up to 30% (Deloitte, 2024). Simplifying processes is key.

3. Champion the Right Technology
   70% of employees cite outdated tools as a major frustration (Forbes, 2025). HR must advocate for better technology solutions that streamline operations and enhance efficiency rather than relying on rigid, outdated systems.

4. Empower Leaders to Take Action
   Managers should be equipped with the skills and autonomy to solve workplace challenges in real time, rather than escalating every issue to HR for approval. This requires HR to shift its focus toward coaching and enablement rather than control.

HR’s Role in the Future of Work

HR must redefine its purpose—not as a compliance function, but as a strategic partner driving efficiency, agility, and employee experience. If friction remains unaddressed, businesses will continue to bleed talent and revenue.

The time for traditional HR approaches is over; the future belongs to HR teams that actively break down barriers and drive real operational impact.