Here’s a question for you. Are the choices you make today, in terms of the company you work with, the job you do, or the personal choices you make, consistent with who you used to be, who you are today, or with who you want to be in the future? Is it desirable, or even possible, to have those three be congruent?
As I see it, people often act and react as if there is consistency in life. We believe the fallacy that there is consistency in our behavior, in our feelings, in our needs, and in our performance. But, is that the truth? If we are taught to approach our work and life with that perspective, what is the potential damage? What are the opportunities we miss?
We will never grow as much as we could.
We will never fully achieve our potential.
Why? Because we’re too busy trying to be and train and react like that person we were twenty years ago.Who are you now? What can you do to ensure that the you of tomorrow is also being considered?
Each day, I went to work certain that the “powers that be” would recognize my skills and abilities and that would propel me up the ladder faster than everyone else. It was partially true. I was fortunate to have bosses that gave me challenging work assignments, the kind that really push you to learn. But, every few weeks, my boss would hit me with some business question I wasn’t prepared for. You know the ones, questions like:
- How is payroll handling taxation for this consultant who is working in Texas, California and New Jersey in the same pay period?
- Why is the utilization of our senior associates lower than this time last year?
- If we reduce headcount by 6%, what is the financial impact and any benefits/ pitfalls we should be aware of?
These were all things that were not necessarily in my arsenal (just yet) and that required a bit of researching, learning and regurgitating. As I look back now, a little older and wiser, I wonder if the boss really even needed the answers. It may have been a way to challenge me to step up and think, not to keep doing the job duties I already knew. The duties that made me comfortable.
Fast forward to today and I am now a leader. I actually took a new job as the VP of HCM Strategy and Product Management at Infor because I DON’T have all the answers. What I’ve learned over the years is that if I have a job where it comes easy, where I know all the answers, I become stagnant. Finding the ideal job means that you should only be comfortable with about 70% of what you’re being asked to achieve. This will give you room to question, to wonder, to create, and to innovate.
A few years ago, when I was working in an office setting, I wrote a blog post about amping up productivity. In hindsight, it’s not bad. But, having grown a little and experienced several different types of work environments since then, I’d tweak my suggestions a bit. Back then, in the corporate workplace, I was noticing that every person I talked with said they were busy. People were busy on projects, busy on phone calls, busy answering email and busy in meetings. I gave this advice:
- Successful leaders delegate. Early in my career, a boss told me that in order to be promoted AND be successful I would need to delegate to my team. Delegation is not just a way to pass along those work tasks we do not want to do. Delegation is a way to give tasks to the employee most adept at doing them and to whom it makes sense in the grand scheme of their work. Delegation can be a way to teach staff who are developing their skills.
- Focus on a message. I once heard a speaker tell an audience to write the most important, immediate goal on a Post It note and display it on your computer monitor, or somewhere visible on your desk. I’ve tried this and it really works. Any time I got sidetracked in “busy work”, I would see that small reminder and it focused my attention.
- Push back on false deadlines. Numerous times a day people come at you with requests to do something. Everyone has a deadline. Most people say “yes”, then complain to colleagues that they are too buried to do the task. When someone asks you to do something for them, negotiate your own deadline. Speak up if you need to tell them how you prioritize the task compared to other things you have on your plate. You’ll be surprised how many people build in cushion when they ask someone to help them.
- Know that not all valuable work happens in front of your computer. This sounds crazy in today’s world, but it’s critical in order to have blocks of time where you can focus on a project. If you are in front of the screen, you are tempted to answer email. Find a conference room, chair on another floor, or space outside to get away for 30 minutes or an hour each day to focus . Another option is to turn off the computer and hit “send calls” and remain in your office.
Now, for many people, these four tips are still valid. Working smarter, and being productive, doesn’t happen by drinking a special potion. I wish it was that easy! What I missed in my earlier post is that we CHOOSE to be busy. We choose to overload on tasks and to accept work that is not value added to the organization. Today, in 2017, I would change the focus of how to actually be more productive at work. It’s by actually choosing to do less work, thinking more, and finding creative ways to do it.
The real action is not in the small tasks that we take to be more productive. In fact, it’s really a question of whether each of us WANTS to be more productive. Maybe we don’t. The action is in the decision of whether we believe in our company enough to want to be engaged in the successful outcomes. If we do, then taking steps to higher productivity become second nature. If we don’t, then we’re making that choice of disengagement.
What do you choose?
Happy Tim Sackett Day! Unsure what I’m talking about? Well, it’s the one day each year that the HR blogging community takes time to select and recognize one unsung HR hero in our midst. The original selection was Tim Sackett. Since his recognition many years ago, he has continued to prove he has the HR chops and innovation and is someone to follow. This year, the recipient of the day is…..Lisa Rosendahl!
Lisa is the acting Associate Director of the US Department of Veterans Affairs and has been active in the HR world since she started as an Officer in the US Army. That sentence alone should tell you she is someone who takes her career seriously. Lisa is a HR leader who approaches every challenge with positivity. In fact, since the day I first met her at HRevolution in 2009, I’ve watched her do what few leaders can do. She handles her professional role with grace and style, and a little bit of nails, while coming up with new ways to serve her wider HR industry.
Lisa not only holds ranks in the HR trenches, she has written her popular blog for many years and was a co-founder of the Women of HR blog. I remember talking with her about that when we, along with some other great ladies, came up with the idea. Lisa not only wanted to start the blog, she tackled being our first editor. She did a beautiful job. She’s also a fierce and devoted momma and from what I have seen, a great wife.
So here’s to Lisa Rosendahl~ leader and friend who deserves the accolades. Lisa is one of the most fun, smart, happy people I’ve had the pleasure of knowing. She inspires me every day, even though I may not tell her as often as I should.
We’re going on well over fifteen years of thinking about employee engagement in organizations. And after years of surveying employees and rolling organizational results into a macro look at our country, the results today have not changed much from when we first started the analysis. What we know is companies that lose disengaged employees often see the negative impact of having lower profitability and higher recruiting expenses.
From a company perspective, there are always things that can be done to reach out to employees and make them feel valued. What has changed in the last fifteen years is using technology to bolster engagement by creating solutions to aid in stronger organizational connections. These can include solutions to:
- Encourage mentor relationships- Employees who feel mentored know that someone in the organization cares about their development and career path. This mentor relationship also creates an outlet for continuous communication, and feedback, so that the employee has a strong connection point.
- Communicate more, not less- Being transparent, even in economic downturns, builds trust with employees. They will be more likely to hang in there for the long run. Additionally, letting an employee know how valuable they are to the company is key.
- Allow and encourage some fun in the work day- Fun at work = employees who don’t dread being there. You don’t have to be playing ping pong or foosball all day at work, but definitely encourage a culture of being able to step away from the desk to chat and congregate. It also means providing technology to make collaboration and sharing easier. And beyond the technology, having senior leaders who will use and champion the technology so that employees feel compelled to use it too.
But it’s not just about the company driving employee engagement. In many organizations, employee engagement is looked at as the relationship between the employee and the company. In actuality, it goes far beyond this and is the relationships that an individual employee builds with colleagues and clients that truly indicate how likely the employee is to stay with the organization. Engagement is also a set of behaviors an employee must embrace in order to make the connections that will be lasting. So, what can you do as an employee to build that relationship?
Ways to foster your own engagement
- Volunteer to do more
- Be more active (in the group, the topic, etc.)
- Look for ways to improve, then implement them
- Take ownership for what goes well and where you need to improve
- Get “fired up” and use your passion
- Be loyal
- Build trusting relationships
The take away for me is it’s about focusing on the relationship, not the individual inputs and levers.
What do you think? What would you add to the list?
You might wonder how disrupting things can be good. Well, when you think of your career or personal life, think about what the goal is when you plan to be disruptive. Are you trying to bring about a positive change? Are you trying to convey new information? Are you working to make other people heard or included?
I like to remind myself that it’s all about intent. When you approach your work, your team, your career….even your enemies, if you do so with a positive outlook and intent to communicate, you’ll find that you can disrupt for good. I shared some of my thoughts recently at DisruptHR London. It’s a 5 minute video. I welcome you to watch and share your thoughts about disruption in the comments. What works for you? What doesn’t?
It’s that time of year where we typically think of witches, candy and what we’re going to use to spike the Halloween punch. This year, it seems to be more about the widespread scary clown sightings. That said, I’m still a fan of watching scary movies- the cheesier, the better.
With that in mind, I decided to have a scary theme for this month’s Carnival of HR. Anyone who works in Human Resources knows that it can be scary from time to time. We’ve all had employees that went a little crazy, situations that seemed to fall apart no matter how hard we tried to make them work, and technology that scared us to death. I think I’ll start by sharing a “scary HCM” blast from the past that is still relevant today, then a few new posts from the industry influencers who will show you how scary it is out there in the trenches. First up, my favorite video of China Gorman sharing HR Horror Stories with me. Trust me, it’s good and even my hairstyle is scary!
Westworld has to be one of my favorite scary movies of all time. Made in 1973, I can remember my Dad taking me to the movie theater to see this when I was a very little girl. What was he thinking?!? If you haven’t seen it, or haven’t watched in awhile, it’s a great story of how AI has gone horribly wrong. It makes me think about employees being scared the robots will take their jobs. We have two great posts that tackle this topic. First up, Steve Boese hits us with We are Pretty Sure Robots Will Take All the Jobs- Just Not OUR Job. As always, Steve backs this up with data. Next up is Ben Plant from Navigo News. He shares Is Your Job in Danger of Being Automated? Click through to see if your job makes the list!
One of my all time favorite scary movies is SAW and most of the sequels. I’m a sucker for going to those movies alone to make it even more scary than having someone to grab. What scares me the most about SAW is that the situations are all caused by things people should already know. It’s when the person doesn’t pay attention to the information or situation that they end up in the evil, life-threatening devices created by a madman. Along those lines, but hopefully not as severe in consequences, are people who don’t know how their company operates and makes money. You’d be surprised how many employees, and leaders, do not fully understand the process. Ben Eubanks from Lighthouse Research & Advisory gives us some insight to help keep the boogeyman away. Oops! How Failing an Interview Question Taught Her About HR Strategy.
Sleeping With the Enemy
While not a true horror movie, Sleeping with the Enemy as a suspenseful thriller has always kept me on the edge of my seat. The idea that someone you think you know or can trust is really a psychopath, or worse, is the stuff real nightmares are made of. What if Julia Roberts’ character had checked her husband’s background before marrying him? It may have turned out a whole different way. How does this play out in the world of work? Well, there is still a stir about how much we should research our candidates online before we make an offer. Ben Plant at Navigo News shares 4 Things To Check in a Candidate’s Facebook Profile to provide some insight on just how far we should go to not hire that “enemy” candidate.
Now, bear with me on this next comparison. The Witch is one of the best made modern horror stories. Set in the 1700’s in New England, it’s a story of a family that strikes out on their own to create a life and settlement. At that time, witchcraft was one of the scariest things to those settlers and the movie captures how a very raw, basic way of life can be turned upside down by something very scary. This brings us to Robin Schooling and her post HR and the Digital Bubble. Robin shares stories of HR teams who are still forced to operate using archaic tools and how technology can be wanted, but feared.
The Temp and Pacific Heights
It almost goes without saying that any kind of movie that has a stalking dimension is scary. Whether it was watching The Temp or Pacific Heights, the stories are similar in that people are not always as nice as they present themselves. They do scary, creepy things. Check out this post if you’ve ever considered the question, “Do You Know Who You Work With?“
We’re almost to the end of the carnival and I may have saved the best for last. What is a good scarefest without mention of Mike Myers and Halloween? Maybe it was his scary white, expressionless face. Maybe it was the way he moved slowly after his prey. Either way, he epitomizes all the key elements of a good scary character. And like many good scary stories, there are SO many chapters so you can get your fix. Similarly, I decided there has to be some industry leader out there with enough scary content to make a series. I found it! Mike Haberman.
Now, if you know or follow Mike, he is one of the nicest men you’ll ever meet. He’s also incredibly smart and intuitive and his writing is always the type that teaches lessons. Check out these three we’ll call:
Halloween: A Story of Sexual Harassment and Bad HR
Halloween 2: Onionhead in the Workplace
Halloween 3: Bit By Generosity in Pay
So, there you have it! I hope you have as much fun reading these as I did. Stay safe this Halloween!