Meeting Budget.

If a boss conscripts 18 punters to a two hour meeting, they're spending the equivalent of one person doing an entire week's work.

Does anyone keep score?

Is it anyone’s job to say ‘In hindsight… that wasn’t a good investment of time’?

I suspect HR would spring into action if a punter failed to turn up to work for a week.

Why isn’t it one of the jobs of HR - Human Resources - to track how effectively an organisation uses its humans? To keep a record of every meeting, the times, the number of participants, and ask for a report from every boss in a week, month, or year of the return on investment of every meeting?

If bosses knew they had to report on this quarterly, would bosses give more thought to whether a meeting was as effective as an email, or post on the organisation’s platform of choice?

Should HR - Human Resources - advise and support bosses on how to improve their use of the humans based on their meeting reports?

Could bosses’ bonuses be tied to the money they saved by not having meetings?

Could each boss’s budget include a Meeting Budget - where a boss had to predict how many meetings and thus a salary equivalent they planned to spend? If bosses were required to do this by HR - Human Resources - would that encourage bosses to plan their year better, based on their budgeted number of meetings?

Imagine it: a month before the end of the financial year the boss emails telling the punters they’d expended their meeting budget and they had to make some meeting cutbacks.

Oh the cheering …