The NS could use a court jester, according to Juri Hoedemakers. The company is much in the news because of its ongoing staff shortages; people are being sought for about 2,200 positions.

'You award the HR director support from someone who brings out the blind spots in a light-hearted but effective way,' he says in The Work Professor podcast. 'For example, from the role of entertainer. Because NS job ads are often incredibly boring. Try it in the form of a poem or have people audition for NS De Musical. Call the conductor 'train boss' from now on.'

Criticism of the king

At one time, the court jester was the only person at court who was allowed to criticize the king. He did so jokingly, but it went far beyond entertainment - he was actually listened to. Besides entertainer, Hoedemakers says the court jester can act in as many as sixteen different roles: from confidant or mood-keeper to critic.

Hoedemakers has brought this historical role to the business world. He won the thesis prize of the Rotterdam School of Management in 2020 with his thesis on the added value of the court jester in modern organizations, wrote three books about it and is now pursuing a doctorate on the subject.

He also works as a professional court jester - "profnar" - for various companies (including Afas, DSW Zorgverzekeraar, Customs Netherlands) and trains others through his Jester's Guild to perform the same role.

Honest mirror

A court jester exposes blind spots within companies in a light-hearted but effective way and can help organizations grow that way. Even when nothing seems wrong. Because, says Hoedemakers, "You don't have to be sick to get better.

Unlike a consultant, a court jester has no political, financial or personal interests. "This makes him completely independent, which is essential for holding an honest mirror up to organizations.

Another difference from a consultant: the court jester is not a consultant. Hoedemakers retrieves information from within companies, from employees. 'The hardest part? Listening without judgment,' he says. 'It's not about my opinion, but that of the people who work there.'

From experience, he knows that a court jester can get a lot upstairs. 'People don't find the court jester a threat. I might even get to hear more than the confidant.

Three takeaways from the podcast:

• Honesty is the basis for organizational growth - A court jester, according to Hoedemakers, brings out the 'raw reality' by providing unflattering feedback from the shop floor. 'This helps organizations bridge the gap between desired and felt reality. That is, a company's mission and vision, versus how employees perceive it. In this way, problems can be addressed more effectively.'
• Celebrate positive blind spots - A blind spot does not necessarily have to be something negative. For example, it can also be about not celebrating successes enough at the individual or company level. HR leaders can learn from this: make successes visible, celebrate them with your team and give employees appreciation and compliments more often.
• Unbiased feedback leads to better HR decisions - Because a court jester has no personal or financial interests, he can provide unbiased feedback. This provides HR with a valuable perspective when addressing hiring issues or improving internal processes, for example. It also strengthens the culture when employees are actively involved in strategic decision-making.