And how to take back the levers—without carrying all the weight
Earlier this week, I wrote about the myth of “HR will handle it.”
And here’s the reality for most companies between 50 and 150 employees:
• You might not have HR at all.
• You might have someone… but they’re stretched thin.
• Or you’ve outsourced it—and found out payroll companies don’t drive performance.
But the deeper problem isn’t HR capacity.
It’s that no one owns execution.
And when no one owns it, you—the owner—step back in. Again.
If you’re tired of being the backstop, the fixer, the one holding the whole thing together… here’s where to start.
5 Ways to Reclaim Operational Clarity (Without Adding HR)
- Identify the “Ownership Void”
Look at a recurring issue and ask:
“Who owns the outcome here?”
Not the task. The result.
If you’re the fallback… that’s your first red flag. - Separate HR Work from Leadership Work
Benefits, policies, onboarding = HR
Team performance, decision velocity, execution gaps = Operational leadership
If your HR person is trying to do both, they’ll burn out, and so will your business. - Give Every Manager 3 Outcomes They Own
Skip the 20-point job description. Ask:
“What 3 to 4 outcomes are you responsible for delivering this month?”
If they can’t answer, or if you can’t answer, you’re flying blind. - Clarify Who Decides What
Most delays are decision delays.
Build a simple decision-rights map so everyone knows who decides, who informs, and who acts.
No more endless “collaboration” that results in… nothing. - Create a Weekly Execution Rhythm
Give your team a cadence that aligns daily work with key outcomes.
You don’t need a new dashboard—just a meeting rhythm that reinforces priorities and removes drift.
What This Is (and Isn’t)
This isn’t about bringing everything back to your desk.
It’s about reclaiming leadership by redesigning clarity.
People OS was built for this.
It helps you stop duct-taping solutions and start running the business like the machine it could be—clear, people-driven, and owner-empowered.
But even if you never touch our framework, I want you to hear this:
You don’t need a bigger HR team.
You need a better operating system.
Want to See Where to Start?
Pick one team or department and ask:
“Who owns execution here—and do they have the structure to succeed without me?”
If the answer’s fuzzy, let’s talk.
I’ll walk you through the first few steps—no pitch, just possibilities.
Reach out. Or let’s grab a coffee.
You deserve a business that runs because of the system, not because of you.
