HR Can’t Be Strategic If They’re Busy Being Your Mother

noseI’ve been honored to work in the HR industry for twenty years.  Honestly, with all the perceived negatives, there are so many more great moments that make working with people worthwhile.  But, as I sit here as an analyst, conducting research surveys and interviewing HR leaders, I find it sad that we are not really moving the needle as much as we should.  Why?  Because organizations ask HR to be more strategic while making them take care of the unusual, mundane and sometimes gross aspects of people management.

Unusual?  Gross? Mundane?

Yes, HR leaders and their teams are still doing the “dirty work” that managers don’t want to handle.  Do you have an employee with body odor and don’t want to handle it?  Just go to HR and they will address it for you.  What about the employee that dresses inappropriately, showing just a little too much of their stuff?  Yes, just take that one to HR too.  Here’s one for you….employees rubbing boogers on the men’s room mirror?  Yes, even that can come to HR to address.  I know these may sound like things a parent would address with a child, but I assure you these are all very real in our workplaces.

I don’t know how the HR department became the keeper of all these great incidents, but I am ready to hear that the managers in the organization are stepping up to handle them.  Then, and only then, will your HR teams have time to actually work on strategic things to help drive revenue or support the business goals of the company.

What about you?  If you work in HR, are you still spending time on these issues, “mothering” employees and leaders, or am I just happening to get a lot of stories from the trenches that are not true?  I’d love to hear your comments….

Suffering at Work: The Skeleton That Supports the Flesh of Genius

whiplash-2014-movie-review-car-accident-playing-drums-bloody-andrew-neiman-miles-tellerFor those who know me or listen to me on HR Happy Hour, you’ll know that each year, I rush out and binge on as many of the Oscar-nominated movies as I can.  There is something magnetic about a movie intended to make you really think compared to all the summer blockbuster action movies that are just around the bend.  Well, this time last year, I had the pleasure of watching Whiplash.  It’s a movie about the complex relationship between a student and his conductor of a jazz band.  But more than that, my takeaway then was that it’s about the need to go through harsh feedback and sometimes pain in order to develop.

When I wrote Cringeworthy Feedback: How to Take it and How to Dish it Out, I was so close to seeing the film that it was all I could think about.  Now, a year later and after watching the movie a few more times, I see it’s like an onion and I’m peeling the multitude of layers back to reveal even more significant meaning.  So you see, it’s the perfect Oscar movie because it continues to make me think about what lessons come from examining the relationships.  Dr. Matt Stollak, beloved friend and professor at St. Norbert College, shared an article with me that made me want to revisit some of the themes from Whiplash.  The article he shared was a review by Matt Zoller Seitz called 30 Minutes on Whiplash.  In his article, Matt says:

“This formulation is insidious, cruel, reductive, joyless. It turns the pursuit of artistic excellence into a referendum on the ability to endure shame, rejection, public humiliation, doubt and physical punishment. It’s as singleminded in equating endurance and transcendence as Mel Gibson’s “The Passion of the Christ.” Nevertheless, as a indicator of future success, the ability to withstand suffering is hard to beat. It might in fact be the skeleton that supports the flesh of genius.”

As I read that, I focused on the suffering.  Do we need to suffer for our art?  Do we need to suffer in order to experience greatness and excellence?

I don’t believe I’ve ever thought about these questions in relation to greatness or excellence at work.  I’ve had a more practical approach and that is if you work hard, it leads to success and excellence at work.  When I really think about those key moments in my life that made a difference in the way my work habits developed, they involve failure.  They involved hardship, doubt, insecurity and many feelings that are negative.  From that, the work that was forged became more meaningful to me because I felt that I really had to work even harder to overcome the obstacles.   I wonder if I would have achieved many of the successes I have without the hardships.

I think not.

So, what about you?  If you have reached levels of excellence in your career that you’re proud of, were you able to get there without suffering?  I’d love to hear your perspectives in the comments….

 

Recruiterbox and the Facets of a Robust Recruiting Strategy

When it comes to recruiting candidates, there is no shortage of advice or recommended tools.  As someone who doesn’t jump on every trend, I tend to watch the market and analyze how things are shaping up before I weigh in.  Each year, I evaluate countless tools and technologies in the Talent Acquisition space.  I recently came across one tool that stands out and deserves your attention.  Why?  Because it addresses many of the tenants of recruiting that I hold dear as a former practitioner:

  • Business needs
  • Organizational culture
  • Finding the most qualified employees
  • Solid understanding of budget and the actual cost of hire

Recruiter Box Logo

These facets are widely accepted as some of the most important when determining your talent acquisition strategy.  With many organizations now spending time and money on specifically creating world-class recruitment strategies, they are putting a lot of thought into each facet. In terms of business needs, organizations used to open a ton of positions just because someone left the company. Today, there is much more mindful consideration regarding whether or not there is a true business need for a specific role. Organizational leaders have found that spending the time to rethink and reevaluate a specific role’s requirements often leads to different and better candidates.

With regard to the organizational culture, this is now something that is a major aspect of planning and hiring. Organizations think about how their employer brand impacts their ability to attract better, more qualified candidates who will outperform their predecessors. Lastly, having a solid understanding of budgets and how the cost-per-hire changes from industry to industry (and position to position) has a major impact on hiring. As leaders have become more educated, so have their hiring decisions. With that in mind, savvy leaders are looking for tools to help support their focused talent acquisition strategies.

Recruiterbox is one tool that can help incorporate those facets into your own strategy.  What is Recruiterbox? It is a type of recruitment software that simplifies and optimizes your hiring process. You can post job openings, manage candidates, collaborate with colleagues, and use data to help you make an informed decision – all in one place.  And the brains behind this software even provide advice on how to improve your hiring process, too.  Just check out this video they created on the cost of a bad hire.

Having tools and solutions that help make your recruitment process a winning one is, well, worth your time and money.  I encourage you to check out Recruiterbox to see how this software can help transform your talent acquisition process.

 

 

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Hanging By A Thread- How to Make Your Workplace More Human

Did you know that you’re only connected to your employer by the weakest link?

Think about it.  No matter what we are paid or the type of work we do, we are connected to organizations we feel make strong connections with us.  If that organization, or the leaders we work with, give any reason to weaken the links that tied us to them in the beginning, everything begins to unravel.  That’s why it is no surprise to anyone who has done exit interviews that money is usually not the main reason employees leave your organization.  They leave because they do not feel connection to their leader or to their colleagues.

So, what is the thing you need to have or know in order to retain your best employees?  It’s a more human workplace.  What do I mean by more human?  Well, it’s the kind of place where you are recognized and validated.  You see, many organizations today think that they are doing something special by giving recognition, if they do it at all.  But like money, that is only a small part of appealing to your employees.  It’s giving them validation that what they do matters.  That WHO they are, the whole person, matters.

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There are many other things you need to know when it comes to making your workplace more “human”.  Join me Tuesday, January 26th for a free webinar.  I’m teaming up with Globoforce to spend an hour talking with you about strategies to make your workplace one where employees really will want to stay.  Be sure to share this with your colleagues too….the more people you enlist to get on board with this idea, the better your workplace will be!  Click here to REGISTER free.

 

HR Happy Hour #229: Lessons from The Academy of Rock with Peter Cook

HR Happy Hour 229 – Lessons from The Academy of Rock with Peter Cook

Hosts: Steve BoeseTrish McFarlane

Guest: Peter Cook, Founder, Human Dynamics

LISTEN HERE

This week on the show, Steve and I were joined by Peter Cook, who leads Human Dynamics, offering Business and Organisation Development. He also delivers keynotes around the world that blend business intelligence with parallel lessons from music via The Academy of Rock.

We chat with Peter about the impact of music on our success and learning in business.  We also talk about his new book (coming out in early 2016) called  Leading Innovation, Creativity and Enterprise.  Peter shares his stories from a lifetime in business and experiences with many well-known musicians.

You can listen to the show on the show page HERE, or by using he widget player below, (email and RSS subscribers will need to click through)

This was a really fun and interesting show and I hope you will check it out.

As a reminder, you can find the HR Happy Hour Show on iTunes and all the major podcast apps for iOS and Android. Just search for ‘HR Happy Hour’ and add the show to your playlists and you will never miss a show. And follow the HR Happy Hour Show on Twitter – @HRHappyHour.

HR Happy Hour #230: Email Me! Battling The Pull of Constant Connectivity

It’s an exciting start to 2016 because Steve Boese and I recorded the first HR Happy Hour Show of the year! We chat about email and the impact of connectivity on multiple platforms.  How often do we have people who not only email us, but then follow up with Twitter DMs, FaceBook messages, LInkedin Connections, etc.? Too often!  We somehow get derailed a little bit and end up discussing what Steve plans to do before conference season starts.  Hint….it has to do with facial hair!

We wrap the show by talking about why we won’t make predictions about the HCM industry.  Everyone else already does. Instead, we cover what should HR leaders be talking about in 2016.  From intelligent technology, the world of benefits, to the importance of the employee experience, we cover it all.  Please listen in and then weigh in on what you think is important for the upcoming year.

And of course you can listen to and subscribe to the HR Happy Hour Show on iTunes, or via your favorite podcast app. Just search for ‘HR Happy Hour’ to download and subscribe to the show and you will never miss a new episode.

Your 2016 Guide to Finding Your Adventure in Business

Screen Shot 2016-01-01 at 11.21.45 AMThe beginning of each year marks a time when many industry analysts and experts make their predictions.  I could tell you about all the HCM technology trends that came into being in the last couple years like predictive analytics, organizations changing from on-premise solutions to cloud-based solutions, or the constant and continued focus on culture, engagement and wellness.  I could do that, but I won’t.  Enough industry experts have covered those 2016 predictions and there’s no need to rehash them.

Instead, for 2016, I’m interested in what HR leaders can do from a practical standpoint to move the needle in their organization.  What’s my secret to approaching this task?  Combining industry knowledge, personal leadership experience, and a more fun aspect of watching the Tournament of Roses Parade.  It might not sound like a chosen method of guidance, but hear me out and I think you’ll agree that it’s an excellent way to get inspired. Change needs inspiration.

The reason the Rose Parade is inspiring is that it has a theme. Each year, a different theme is selected and all floats have to depict and represent that theme using natural materials such as roses, flowers, seeds, fruit and bark.  These floats are also typically high-tech and computer animated which adds to the fun for the parade-goes and TV audience.  It’s this continuity of thought and execution that leads me to a new way to focus my attention on the business year ahead.

From 1952 and the theme “Dreams of the Future”, 1986’s “A Celebration of  Laughter“, 2003’s “Childrens Dreams, Wishes and Laughter” to last year’s “Inspiring Stories“, I can always relate the selected theme to something I’d like to do or think about in the coming year.  2016 will be no different because the theme is “Find Your Adventure”.

When we think about work, the workplace and the technology that impacts those things, it really is an adventure.  With that in mind, every new adventure needs some guidance to find the way and lead to greater success.

 

4 Steps to Find (and Define) Your Adventure

  • Add to your arsenal- As leaders, we often find ourselves overloaded and struggling to keep on top of the business at hand.  A great way to start the year is to add simple, intuitive solutions via app that can aid in your productivity and management.  Try apps like Evernote, Asana or Slack and watch the improvements start!
  • Break processes- We all get stuck in ruts. Make 2016 YOUR year to break out at work and personally by altering your decision-making process, processes in your daily routine and more.
  • Seek to inform ONE mind-  How often do we complain at work, yet never seek to change what frustrates us?  Quite often.  We tend to think there is no option to make meaningful changes.  Instead of complaining this year,  seek out one person to inform and try to change their mind about a situation or issue.  You’ll find that once you can convince one person, the others are much easier to bring on board.
  • Analyze everything and tell stories-  With all the talk of technology incorporating predictive analytics, it will only work if you are able to understand and interpret the findings.  If you’re rusty in the analytics department, make this your year to focus on being able to tell a great story based on your data.
Making a difference IS possible.  
Leading change IS possible.  
If you make small, iterative steps, you can reach new heights this year and find your adventure!. Cheers to a prosperous 2016!

4 Easy Steps to Reduce What’s In Your Inbox

Are you bombarded by email, texts, tweets, posts and instant messages?  I’m not talking about the fun ones from your friends.  I’m talking about the ones you get from your boss, colleagues, clients and other people in your workplace.   I could easily spend all day trying to sift though all these messages, not to mention the time I spend trying to respond to each one. To top that, at least half the messages people send me don’t really need my attention.

~sigh~

So what do we do with the emails we don’t think we need?  The tendency for many people is to delete the email and prioritize how we tackle responding to the rest.  You may even find yourself feeling anxiety or anger when someone sends you a seven paragraph email when they could have been more concise.  After all, don’t they realize you are busy?

What we all forget is that to the sender, it was important enough to write.  The reason isn’t important.  What is important is that we should take time and acknowledge that it is that person’s work.  I use the term “work” in the sense of discretionary effort put forth with a specific outcome in mind, not actual value.

I don’t want you to spend all day dealing with only answering email or other messages.  What I  want you, and me, to do is realize that we shouldn’t just dismiss the work that someone else finds important.  What should we do?

  • If you ask for a report, read it when it is prepared.
  • If you receive an email, at least read through it once.
  • If you shouldn’t be copied on something, quickly and politely notify the sender to stop including you in the future.
  • If someone creates any work product for you that is not helpful or needed, advise them politely.  Either tell them what information would be helpful or that it is not needed going forward.

Not rocket science, I know.  Just small reminders that just deleting email and other messages won’t help clear your inbox.  You need to communicate with people about what you need, and most importantly, what you don’t.