Digital transformation is a topic that comes up every time I talk with leaders. Whether you’re in human resources, finance, IT or in other parts of the organization, the impact of digital and how it’s transforming the way we work is top of mind. I am partnering with Infor on a series of webinars to help executives gain perspective and insight on many of the ways technology is changing the workplace.
Please join me tomorrow, July 27th, for a free webinar with Infor execs, Charles Cagle and Bill Vellante, as we discuss the ways leaders can be ready for the changes. Register here today.
Today is International Women’s Day and I’m proud to say that now, more than ever, organizations and leaders are making a real difference in how women are welcomed for their ideas, innovation and passion in their industries. We’ve come a long way in bringing women into leadership roles from when I joined the workforce in the 1990’s. While not perfect just yet, the number of women leaders is on the rise and the way that schools are recruiting women into traditionally male-dominated professions is increasing. This means that as leaders and whole organizations, we need to encourage our daughters to study and enter STEM (science, technology, engineering and mathematics) careers.
According to the Office of Science and Technology Policy, “Supporting women STEM students and researchers is not only an essential part of America’s strategy to out-innovate, out-educate, and out-build the rest of the world; it is also important to women themselves. Women in STEM jobs earn 33 percent more than those in non-STEM occupations and experience a smaller wage gap relative to men. And STEM careers offer women the opportunity to engage in some of the most exciting realms of discovery and technological innovation. Increasing opportunities for women in these fields is an important step towards realizing greater economic success and equality for women across the board.”
It has been eye-opening to see some of the resources shared online via social media. One of the first, and most impressive, celebrations of women was the Infor video I’m sharing here today. Led by Pam Murphy, COO of Infor, the video highlights real women in HR technology and the women who inspire them.
There are still so many women who are not getting into the technology field, so it makes me happy to see that Infor encourages women in tech. By recognizing, developing and helping these women shine in a male-dominated field, Infor guides the way on how other organizations can do better.
Another resource I’d like to highlight today is my friend, Lois Melbourne. Lois is currently the Chief Story Officer of My Future Story. With a background as a CEO in a HR technology company, Lois is on a mission to bring education around STEM careers to more children. She is doing this through a series of books and an app (coming soon!). I encourage you to check out the first book here. I know she is already inspiring my junior high aged children to think more about STEM careers.
The last resource I’ll share is an article on the Huffington Post site. They offer up the opportunity to learn more about 11 new books written by women. I encourage you to check them out.
What are you or your organization doing to help promote International Women’s Day? I’d love to hear about it in the comments!
I have to admit, I am not a fan of fake holidays. I always figured if anyone in my life needed to use a made-up reason to say they love me (Valentines Day) or appreciate me (Mother’s Day), then they really don’t know me at all. I would much rather have someone tell me they love or appreciate me on a random Tuesday then sending me a dozen roses that cost $150 on one of those days. As an aside, this cynicism likely comes from working at a florist in my teenage years and seeing men forget their loved one until the last minute, then rush in to buy said $150 roses just to stay out of trouble.
Well, we are on the eve of yet another made up holiday…..Employee Appreciation Day. It’s coming to an office near you on March 4th. Don’t get me wrong, I am a BIG supporter of telling your team and all your employees how much you appreciate them. I am a fan of hand written notes, emails, phone calls, taking them out to lunch and more. What I am not a fan of is the leader who never tells their employee how much they appreciate them, then only does on March 4th as a way to think it’s “all good” for the year.
There are already articles and letters floating around from various organizations telling leaders how they can recognize their employees easily and with almost no thought at all. It is unreal. I’m here to say right now that if you are a leader, it is supposed to be hard, not easy. It is supposed to take time, you are supposed to give feedback and you should put thought into it. Here are 3 things you SHOULD do on March 4th, Employee Appreciation Day to turn the tides on the “easy” approaches that are not meaningful:
Form Letters- First, do NOT send the form letters full of jargon and business-speak. At least, do not send them in the spirit intended. Instead, print out the letter with all the (insert employee name here, insert project here, etc.) left in. Then, hand write a note at the bottom sincerely telling the employee how much you appreciate them and that you’d never send them a form letter like the one the note is written on. It will be quirky and unique. Another option is to call the team together and start reading the form letter mentioned above to them. As they look at you completely perplexed, stop reading and tell them they mean more to you than a form letter could ever say. Go around the room, in front of their peers, thanking them and giving examples of what each person does to bring value to the team.
Donuts- I know, you’re probably thinking that Krispy Kreme or Duncan Donuts is RIGHT on your way to work and you can grab a couple dozen from the drive-thru. Don’t do it! Instead, do some reconnaissance today and find out what kind of candy, gum, or healthy snack each team member loves.Go to the store and buy each employee’s favorite thing. It will take more effort, that much is true. The cost will not be more though and I guarantee that a sincere thank you as you hand the person their favorite snack will be well worth the effort. I once had a boss bring me a huge canister of Tootsie Rolls “just because” I was working hard. Since that’s one of my favorite candies, it was a wonderful surprise and I knew she valued me.
Gift Cards- We’ve all heard the expression that money can’t buy you love. The same holds true with a thank you. Sure, a $5 gift card for coffee is nice, but it’s the easy way out. Instead, do a more personal act of service. Something like asking each staff member if they would like something to drink, then going to your company kitchen or the local store, or even coffee shop, and picking it up or making it for them. It becomes an act of service and for a boss to do something nice that makes them go out of their way is much more meaningful to the employee.
So, there you have it. Three ways you can make a more meaningful impact in the way you thank your staff. Oh, and by the way….thank YOU for wanting to do more to recognize them. It takes a great leader to want to go the extra mile!
It’s been a good week here in the mid-west. I had a great time leading a webinar earlier in the week with Globoforce. The topic was how to make our workplaces more human. Tall order, right? Well, I hope I provided many examples that HR leaders (and other leaders) can use to make small strides in this area. In case you missed it, you can listen HERE.
One of the main points I made in the webinar is that people need a workplace where there is LOVE. Not the romantic kind of love that is the nightmare of every HR pro around, the kind of love that means that you genuinely care and are concerned for your colleagues. We all have so many things going on in our busy lives that sometimes, when things are less than perfect outside of work, we can’t help but let it impact us during work. AND THAT’S NORMAL. For years, we’ve all been brainwashed that we need to leave all our troubles at the door when we come to work. We have to be strong, stay focused and produce, produce, produce. Well, no more!
One reason workplaces quickly become less human and don’t have that love and compassion is that we don’t know many of our colleagues. I was watching CBS Sunday Morning, my favorite news show, and they did a story about Freshbooks and how they are innovating in the way they encourage connection among colleagues. Freshbooks is a Toronto-based company that has instituted voluntary “employee dating” at work. This isn’t romantic dating, it’s setting people up on blind dates with colleagues for purposes of getting to know their co-workers better. You can catch the whole video HERE. Basically, employees volunteer to be matched with someone they don’t know. The woman who makes the matches tries to select people who would never normally cross paths or work on projects together. The two parties then have a “work date”.
While awkward at first, 100% of the employees who participated say they would do it again and it was worth it. They are able to learn more about what other parts of the organization are up to AND they get the benefit of making a new work connection. Think about what would happen if you tried this in your company. Would it lead to greater connection, more collaboration, more innovative ideas? I’d venture to say that it would. That’s what I call #WorkHuman in action.
So, my challenge for you as we go into this next week at work is to view your workplace through a different lens. Is it human? Do you feel real connection there? If you can’t answer yes to those, then find ONE thing you can do differently to start changing the tone. It may just be taking a stranger to lunch. I’d love to hear how it goes in the comments…
This week, join Steve Boese and me as we discuss the increasingly important topic of employee financial wellness and well-being with guest Steve Wilbourne, CEO of Questis, a software and services provider of employee financial wellness technology and resources.
We talked with Steve W. about the issues many employees are facing with financial planning, financial readiness, unforeseen expenses or challenges, and the benefits to organizations and to employees in providing more modern, personalized, and affordable tools for employees to help manage their finances.
In addition, Steve (the host Steve), made a semi-serious pitch for the return of employee pensions, I shared a preview for the widely anticipated HR Happy Hour Oscars show coming soon, and Steve shamelessly appealed for some big-time corporate sponsors to come on board, (are you listening Delta and Dr. Pepper?).
You can listen to the show on the show page HERE, or by using the widget player below (Emaill and RSS subscribers will need to click through)
This was an interesting and informative show about employee financial wellness, many thanks to Steve Wilbourne from Questis for joining us. To learn more about Questis, please go towww.myquestis.com.
Thanks for listening and remember to add the HR Happy Hour Show to your podcast subscriptions in iTunes, Stitcher Radio, or any of the major podcast apps. Just search for ‘HR Happy Hour’ to subscribe.
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.
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.
H3 HR Advisors is proud to launch our first Impact of Talent Management Technology survey in conjunction with iPractice ( Perry Timms and Adelaida Manolescu). As the reach and impact of Talent Management technology increases, organizations are looking to compare their use to other successful organizations. This survey will measure and compare those impacts.
Please take a moment to respond and to share with all your HR friends and colleagues. Thank you!
Maybe that’s not a fair question. The real question is… “Do you like your boss enough to stay with the organization?” In my career in HR, I’ve fielded complaints ranging from dislike of micro-managers to working for someone who is so distant that a relationship never forms. I’ve found that as I’ve worked with executives over the last 18 years, one thing stands out…. if there is not a match in style between the leader and the subordinate, ultimately that working relationship will suffer. Over time, either the employee will become dissatisfied and leave the company, the leader will not be satisfied with the employee and performance will suffer, or both people stay in the relationship and the department never reaches it’s full productivity potential.
Awhile back, I was reading an article inScientific American Mind on Attachment Theory. The article was about the role that Attachment Theory plays in romantic relationships. It struck me that although they were focusing on romantic relationships, the theory plays out in our work relationships as well. Attachment Theory was first discovered by Mary Ainsworth, an American psychologist. Her work with a British researcher, John Bowlby, resulted in the idea that people who have a strong attachment to others, specifically their caregivers, are more likely to survive. The three types of attachment are:
Secure– This person has a solid base and is able to explore their environment. They’re more likely to learn and thrive and are comfortable with intimacy.
Anxious– This person is overly worried about where the other person (ie. parent, romantic partner or boss) is and what they are doing. By being preoccupied with that, they are not easily able to focus their attention on the situation at hand.
Avoidant– This person believes that if they allow a close, trusting relationship to form, they will lose their independence. They try to minimize closeness in their relationships and keep other people at arms length.
The impact of this in the workplace can be huge.
If there is a mis-match of the boss’ attachment style and yours and you do not recognize it, your relationship may never see success. One or both of you will be disappointed in the other person. This disappointment will cause friction over time if not addressed and eventually, something has to give. Recognizing your own attachment style can help you in your relationships because then you can make adjustments to aid in bridging the gap. According to the article authors, Amir Levine and Rachel S.F.Heller, “attachment principles teach us that most men and women are only as needy as their unmet needs. When their emotional needs are met, they usually turn their attention outward. This result is sometimes referred to in the literature as the ‘dependency paradox’: the more effectively dependent people are on one another, the more indpendent and creative they become.”
As we help leaders, or as we review our own leadership style, the message is clear. We need to help stack the deck by working toward having a more secure and trusting relationship with our boss. This is where HR can really help an employee focus efforts on strategies to reach that goal instead of focusing on all the problems in the working relationship.
I’d love to hear your thoughts on these attachment styles and how you’ve seen relationships play out in the workplace. What has worked and what hasn’t?