It’s 2025, Not 1995!”
Are We Still Hiring Employees to Control or to Empower?

“Sorry, I can’t talk right now. My current company doesn’t let me use my personal phone during working hours,” the candidate nervously whispered to my HR manager on the call.

When I overheard this, I froze in disbelief.

Did I hear that correctly? Personal phone calls banned?

Surely, this was some strange misunderstanding.

But no…this was real. And the surprises didn’t end there.

Just a few days later, I learned something even more astonishing: the candidate wasn’t allowed to take leave during peak periods, no matter the urgency or situation.

My jaw literally dropped.

I couldn’t help but shout at my HR manager, not because I was angry at her, but because I was frustrated at the reality some employees still faced today: “Today is 2025, not 1995!”

Immediately, my mind flashed back to a conversation with one of my current colleagues.

He shared how, in their previous firm, he were never permitted to attend any professional development events organized by MIA or CTIM during work hours.

All seminars, training, and industry updates had to be pursued on their personal time—weekends or evenings.

I was stunned.

用人不疑，疑人不用.
(If you hire people, don’t doubt them; if you doubt them, don’t hire them.)

Shouldn’t trust be the default?

In this age, flexibility, trust, and empowerment aren’t luxuries…they’re fundamental.

Because it’s 2025, not 1995.

I’d love to hear your thoughts.