From cutting-edge technology tools to new competency assessment models and flexible teamwork approaches, each year brings another ‘must-have’ for HR departments. But is keeping up with every trend truly beneficial for organizations? Justyna Żółtek of Ryvu Therapeutics explains why blindly following trends may not be the best approach.
For many HR departments, keeping up with trends has become almost mandatory. But do all modern solutions truly add value to an organization? Speaking at the October edition of the Kongres Profesjonalistów HR, Justyna Żółtek, Chief People Officer at Ryvu Therapeutics, alongside Paweł Więsek of Productive24, argued that blindly following HR trends can sometimes do more harm than good. In an interview with HR Business Partner magazine, she expands on this idea.
Why, then, should trendy HR solutions be approached with caution? What risks come with blindly following trends, and what principles form the foundation of a thoughtful, strategic approach to implementing HR innovations?
Every organization is unique, operating in different business contexts and facing its own set of challenges. What proves successful for one company may be ineffective – or even harmful – for another. The key to success lies in a thoughtful, strategic approach to implementing new solutions, driven by a deep analysis of needs, goals, and organizational culture rather than the pressure to simply ‘stay up to date.
According to Justyna Żółtek, Chief People Officer at Ryvu Therapeutics, implementing innovations in human resources management presents several challenges. She pointed out that many organizations feel pressured to follow popular trends, which doesn’t always bring tangible benefits. While modern, trending solutions may appear appealing, it’s crucial to remember that not every solution fits every organization. A key factor in successful implementation is having a deep understanding of the organization’s unique needs and business specifics.
Ryvu Therapeutics, one of the largest biotech companies in the CEE region, employs over 300 people, nearly 90 of whom hold doctoral degrees. Managing such a diverse and highly skilled team requires exceptional precision. Here, science meets business, and the diversity of perspectives fuels innovation. ”We had to find ways to reconcile these two realities, creating HR processes that support both a rigorous scientific approach and more flexible research methods” – emphasizes Justyna Żółtek. However, the fast-paced nature of the company’s growth means that traditional management methods often fall short or fail to meet the company’s unique needs. As a result, Ryvu prioritizes a tailored approach to each HR process, avoiding the temptation to simply mimic market trends.
Rather than copying market benchmarks, Ryvu has developed unique solutions tailored to the company’s environment. At Ryvu Therapeutics, the decision has been made to forge its own path:
A conscious approach to innovation goes beyond simply implementing new solutions; it begins with a thorough analysis of their real value to the organization. It is essential to critically assess their usefulness, enabling informed decisions grounded in a clear evaluation of benefits and potential risks. This approach allows the company to tailor tools and processes to meet specific needs, enhancing not just immediate operational efficiency, but also fostering long-term growth and market competitiveness.
In managing complex HR challenges, Ryvu Therapeutics utilizes solutions from Productive24, a platform that supports various organizational processes. As Żółtek highlights, ”Working with Productive24 has been a success, as the platform allows us to optimize and automate processes without compromising the core elements of our organization’s culture”.
The technology enables the company to stay flexible while managing complex HR processes. However, automation doesn’t come at the cost of personalization—each solution is customized to address the unique challenges the organization faces.
Innovation doesn’t emerge in isolation; it thrives within the right environment. At Ryvu, significant emphasis is placed on fostering an organizational culture that encourages creativity and collaboration. By consciously supporting employees and creating an environment that nurtures their development, the company lays the foundation for long-term success.
A culture fostering innovation is one of openness to ideas, process transparency, and shared goal-setting. At Ryvu, the focus is on providing teams with the right tools and space to act both effectively and creatively. It is the diversity of perspectives that drives the organization forward.
In conclusion, the interview with Justyna Żółtek highlights that blindly following HR trends is not advisable. Ryvu Therapeutics demonstrates that a thoughtful, critical approach to innovation leads to tangible benefits. By carefully analyzing its needs and boldly developing its solutions, the company gains a competitive edge and fosters an environment conducive to long-term growth.
To learn more about Ryvu’s approach to HR innovation, read the full interview below:
Małgorzata Rząd-Poźniak: Ryvu stands out on the Polish business landscape. As Chief People Officer, you navigate challenges that differ from those in most companies. What are the roots of these challenges, and what do they entail?
Justyna Żółtek: Yes, that’s true. Ryvu is a unique company, not just in Poland but globally. We are dedicated to developing innovative oncology therapies—a mission that carries immense responsibility. Operating in a dynamic and unpredictable environment demands a distinctive organizational culture deeply rooted in our mission. Our higher purpose is to improve the lives of oncology patients, which attracts exceptional minds and, in turn, requires a specialized approach to management and development.
Małgorzata Rząd-Poźniak: What makes collaborating with teams of scientists particularly challenging?
Justyna Żółtek: Researchers have a unique approach to everything they do, not just in their research. They naturally question the status quo, a mindset essential to their work, and this attitude often extends to HR and people management. Additionally, many of our employees come from academic backgrounds, with some having transitioned into leadership roles due to their expertise. Importantly, they often rely on their leadership intuition, which greatly influences team dynamics. This calls for a deep understanding, flexibility, and the ability to adapt our methods to meet diverse needs.
Małgorzata Rząd-Poźniak: In your recent speech at the Kongres Profesjonalistów HR, you discussed the challenges of Ryvu’s rapid growth. What are the main takeaways from this keynote?
Justyna Żółtek: Yes, Ryvu has experienced significant growth in recent years. In the last two years alone, we’ve nearly doubled our headcount due to the rapid expansion of our clinical research division. As a result, we’ve had to navigate the challenge of merging two distinct worlds: early-stage projects and clinical trials. Scientists typically work in a more traditional environment, focused on their work in the quiet of laboratories, while clinical researchers operate in a dynamic, mobile environment, frequently traveling to stay close to doctors and oversee research in active clinical settings. We had to find ways to reconcile these two realities by creating HR processes that support both a rigorous scientific approach and more flexible research methodologies.
Małgorzata Rząd-Poźniak: You also mentioned the pitfalls of following new trends. What specific challenges were you referring to?
Justyna Żółtek: Yes, it was certainly a controversial thesis (laughs). I believe HR professionals often become enamored with new trends without fully considering whether they’re truly suited to the organization’s needs. For example, periodic evaluations are being replaced by ‘ongoing feedback,’ but what if the organization isn’t ready for that shift? Pushing such changes too aggressively can do more harm than good. Another example: many argue that 360° assessments are too time-consuming, so they should be abandoned. But what if that’s the only way your organization can effectively learn to give feedback? At Ryvu, numerical data resonates with researchers—it’s more tangible and understandable. It’s also a great way to build trust between employees and managers around feedback. Similarly, with KPIs and OKRs, simpler systems don’t always work for the complex, innovative projects we manage. I’m proud of the results we’ve achieved with our internal processes. What we were missing was a tool that could help us execute them efficiently.
Małgorzata Rząd-Poźniak: From what you’re saying, the key to success lies in tailoring solutions to the organization’s specific needs.
Justyna Żółtek: Exactly. Just as HR aligns with the business, in the case of technology, the supplier should align with HR, not the other way around. Innovations need to be carefully considered, not just driven by trends. At Ryvu, I had to find an IT solution that would not only meet our needs but also resist the pressure of following trends. Technology plays a critical role, especially in managing a complex business like biotechnology. I needed a tool that would support our organizational culture while aligning with our advanced research processes. Fortunately, I found such a solution and highly recommend it. In my opinion, it’s a unique and essential tool. We decided to implement an application based on the Productive24 platform.
Małgorzata Rząd-Poźniak: With over 130 providers in the Polish HR Tech market, why did you choose to work with Productive24 specifically?
Justyna Żółtek: We chose Productive24 because of the platform’s flexibility. On one hand, it offers various options for implementing a given process, and on the other, it allows for complete customization. The system’s implementation only confirmed that it was the right decision. We conducted an in-depth analysis of our processes from the very start, which helped us manage expectations and avoid surprises during implementation. The transparent pricing of the functionality gave us full clarity—we knew exactly what we were paying for and the value we were receiving. The Productive24 team’s responsiveness was exceptional; every suggestion was met with immediate feedback, and the system was tailored to our needs without compromise. The cooperation was incredibly productive. We never felt the supplier was pushing a solution on us, but rather listening to our needs and presenting the best options. As a result, we now have a solution that fully meets Ryvu’s requirements. We’re thrilled to work with such a flexible and proactive technology partner.
Małgorzata Rząd-Poźniak: That’s great to hear! Has implementing this IT solution changed the way you manage talent?
Justyna Żółtek: It hasn’t so much changed our approach as significantly improved it. The system allows us to accurately analyze employee competency data and track their progress, which is crucial in a company where knowledge is our most valuable resource. We’ve also been able to consolidate the entire history of previous evaluations from various sources. Thanks to this tool, we can now tailor development programs to individual employees’ needs more effectively and monitor their progress more efficiently. This is a major shift for us, as these processes were once more manual and time-consuming.
Małgorzata Rząd-Poźniak: What advice would you give to other companies considering implementing a modern IT solution in HR?
Justyna Żółtek: In my experience, it’s worth investing in solutions that are flexible and can adapt to the specific needs of the organization. It’s crucial not to blindly follow trends. We need to assess the real needs of the organization and be unafraid to question trends, focusing on what will genuinely benefit us. While trends are important, we must decide which ones align with our unique conditions. For us, technology is a tool that supports our mission, not something that replaces it. Partnering with Productive24 has been a great decision for Ryvu. The platform allows us to optimize and automate processes while preserving the core elements of our organizational culture.
Małgorzata Rząd-Poźniak: If so, I’m happy for you! Congratulations and thank you for the interview. I’ll be keeping my fingers crossed for Ryvu’s research successes!
Justyna Żółtek: Thank you!
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