The HR system doesn't reflect the HR director's style. It reflects the owner's demand for a type of management.
If the demand is for loyalty, simulated engagement, and rituals — any new HRD will inevitably continue exactly that. Because culture isn't a department. It's permission.
The system updates externally: "new perspective," "new chapter," "fresh energy." But the context stays the same — the theater isn't closed, just relaunching the season.
The Mechanics
Same rewards, same Random Coffee, same "kind letters." Just different phrasing. Essence unchanged: maintaining atmosphere instead of meaning.
New HRD arrives promising to "digitize," "strengthen processes," "improve efficiency." In reality — adding automation to the same rituals. Making the theater digital.
Everyone knows what to say to stay "in culture." Real changes still start outside HR — where meaning still exists.
The Antidote
Look not at people, but at the type of permission: who gets chosen, who gets feared.
New faces don't change structure if the old demand stays in force. Real renewal begins when HR stops being a function of loyalty confirmation and becomes a function of human clarity.
It's what can't be said in the general chat.