The Future of HR and the Plight of Blockchain

A Tale of Hype, Hope, and Hard Truths

There’s a certain poetic irony in drawing parallels between HR and blockchain — two entities so fundamentally different yet similarly misunderstood. Blockchain, the digital messiah, promised to decentralize the world and usher in an era of trustless transactions. HR, the perennial office wallflower, has long been tasked with the Herculean mission of humanizing the workplace. Yet here we are, watching both struggle under the weight of their own expectations. The future of HR doesn’t just resemble the plight of blockchain — it mirrors its promises, pitfalls, and a path forward.

Let’s start with hype, the intoxicating drug that both HR and blockchain have been fed in unhealthy doses. Blockchain was supposed to revolutionize everything — finance, healthcare, logistics, your morning coffee order. HR, meanwhile, is pitched as the savior of corporate culture, diversity, inclusion, and employee well-being. HR tech startups promise AI-powered solutions that can “identify top talent” or “boost employee engagement” with a click. It all sounds fantastic. Until it isn’t.

Blockchain ran headfirst into the buzzsaw of reality. It turns out decentralizing everything isn’t just impractical — it’s borderline impossible. The same is true for HR. You can’t “AI your way” to a healthy workplace culture. Hiring isn’t just about data points; it’s about gut checks. Culture isn’t built in an algorithm; it’s nurtured in break rooms, Zoom calls, and awkward team-building exercises. The hype around blockchain and HR tech has created an environment where expectations soar to impossible heights, only to come crashing down when faced with reality.

Then there’s hope, the ember that refuses to die even after hype has burned out. Blockchain, despite its flaws, has undeniable utility — streamlining supply chains, securing sensitive data, enabling digital contracts. HR, in its essence, remains the backbone of any organization. People are not just resources; they’re your company’s most valuable assets. Yes, that’s a cliché. It’s also the truth.

The problem is, HR — like blockchain — is too often treated as a cost center rather than a value generator. Blockchain’s developers are still fighting to prove it’s more than a speculative asset, and HR leaders are waging a parallel battle to demonstrate that their function drives innovation, not just compliance. Companies pour billions into HR tech but balk at the idea of funding leadership development or expanding mental health resources. The potential is there. The commitment? Not so much.

And here’s where we hit the pitfalls, those inconvenient truths that neither industry likes to confront. Blockchain’s biggest problem isn’t its technology — it’s its people. Bad actors, Ponzi schemes, and a community so obsessed with decentralization that it forgets about trust have tarnished its reputation. HR’s kryptonite is the same: people. The wrong hires, toxic managers, and disengaged employees can derail even the most innovative HR strategies.

The other pitfall? Overengineering. Blockchain’s most ambitious projects collapse under the weight of their own complexity. HR is guilty of the same sin. We’re drowning in 360-degree feedback tools, personality assessments, and endless layers of compliance. The result? Paralysis by analysis. HR spends so much time measuring employee satisfaction that it forgets the simplest, most effective strategy: just ask people what they need.

So, where do we go from here? Blockchain’s path forward is purpose-driven pragmatism — stop trying to decentralize the universe and focus on solving real problems. HR’s future lies in a similar approach: stripping away the fluff, leaning into the human, and getting back to basics.

Here’s the playbook:

1. Simplify: Blockchain works best when it solves a specific problem. HR, take note. You don’t need a 20-step onboarding process. You need clarity, purpose, and a handshake (even if it’s virtual).
2. Humanize: HR tech is great, but it’s a tool, not a strategy. A chatbot won’t replace an empathetic manager, and no algorithm will match the insight of a leader who knows their team.
3. Measure What Matters: Blockchain’s success metrics are evolving from hype to utility. HR should do the same. Engagement scores are nice, but how about retention rates? Internal mobility? Leadership pipeline strength?
4. Earn Trust: Both blockchain and HR have trust issues. Blockchain’s are technical; HR’s are relational. Transparency, fairness, and follow-through are non-negotiable. If you say you’re committed to DEI, act like it.

The future of HR isn’t about the next shiny object — it’s about remembering why HR exists in the first place: to attract, develop, and retain great people. Blockchain’s plight serves as a cautionary tale, a reminder that potential is meaningless without purpose.

The moral of this story? Whether you’re minting NFTs or managing talent, the basics still matter. Hype fades, but humans endure. Focus on them, and the rest will follow.

Is this thing on? Oh, hi, there, I’m Brian, and in addition to this Medium, I wrote The Main Thing is The Main Thing. Pick it up today!