Working Human: Happiness, Satisfaction and Engagement in the Workplace

Screen Shot 2016-05-10 at 2.40.13 PMWhere do you stand when it comes to thinking about the impact of happiness in the workplace?  Do you fall in the camp that believes that employers can make employees happy?  If so, what specific actions can they take to make the employee happier?  If not, do you think that employees are the only ones who can make themselves happy?  That leads to examining the idea that maybe it’s not about happiness at all.  What if it’s more about satisfaction or engagement?

These are the types of questions that HR practitioners and other business leaders are wrestling with in the workplace every day.  Enter the Globoforce WorkHuman conference to help us have a better understanding of the impacts of happiness, recognition, and giving thanks to our workforce.  I’m here in lovely Oralndo, Florida to participate in the 2nd annual WorkHuman event.  I have to tell you that as an invited guest, I would still tell you if I didn’t believe in the event.  In fact, I wouldn’t come.  This is one of those events where I can find lots to learn and many new business people to engage in discussion with on some fairly challenging topics.

We kicked off today with several general sessions that covered many of the questions in my opening paragraph.  Derek Irvine shared some statistics about companies who approach work from incorporating a more human experience.  According to Derek, “Companies that have succeeded with environment saw a 31% increase in productivity and their employees take 10x less sick leave.”  In addition, he challenged the audience members not to underestimate the power of a simple “thanks”, as that act can have a positive impact on engagement and discretionary effort.

The next session focused more on happiness and how it can impact our employees.  Harvard professor Shawn Achor shared research about the potential for person / employee to impact people around them.  Let me start by telling you that Shawn’s energy and passion for his topic is contagious.  I am always a little cynical, but he really spoke to the optimist buried inside me.  His research is showing that true happiness is not coming just by equating it with success because our brains are constantly redefining success.  He said that happiness comes when you are moving toward your potential and by helping others reach theirs.  It made me wonder if people can truly be happy if they aren’t moving toward potential? Can there be a stopping point?  I’m wondering if the phase of life you’re in can have an impact on this.  So many good questions arising from these sessions.

Obviously, events like this really make you think beyond the every day approach to work.  Stay tuned for more information from WorkHuman and be sure to weigh in with a comment if you have any ideas or opinions on happiness, engagement, impact or any ideas from the post.

 

Holding HR in High Regard Around the Globe

There are moments in life that you anticipate with great joy and fear: graduation, marriage, the birth of a child, a big promotion or a trip to a foreign country.  Last week, I had the opportunity to experience traveling to China for the first time, and it certainly turned out to be one of those great moments of a lifetime.

Madeline and Trish ChinaI was invited to speak at the first HR Technology China conference presented by LRP Publications and China Star.  The anxious feeling I had in anticipation of the trip and during the 22 hours of travel led to a great release of adrenaline when I finally landed in Hong Kong.  With friendly, welcoming faces of industry leaders Madeline Laurano and Steve Boese to greet me, I was ready to experience all that China had to offer.

This was the first event put on by LRP and China Star ,and the results were nothing short of amazing.  Held in mainland China in the city of Zhuhai, the trip from Hong Kong via ferry boat was invigorating.  As I looked out at the Hong Kong – Zhuhai – Macao Bridge (HZMB) being constructed in the waters of Lingdingyang of Pearl River Estuary, I began to appreciate the development of the region.  As far as the conference goes, with nearly 6,000 registrants mostly comprised of HR practitioners and leaders, the energy was palpable.

As I, along with a handful of speakers from the US, settled in to meeting the China Star team, we were amazed at the level of interest they had in our being at the event.  We quickly learned that the formality of the relationship between the HR vendor, the event and the Zhuhai government officials was a close knit one.  Several of us were invited to a special meeting with Liu Jiawen (Vice Mayor of Zhuhai), Wang Qingli (Vice Mayor of Zhuhai), Hua Fuzhou (President of China Association for Labor Studies), and many other important dignitaries of the Zhuhai municipal government.  It was an honor to be welcomed and the experience was filmed and photographed for their local news.  Quite exciting!

From there, it was a whirlwind of dinners, presentations, then then the main conference.  Steve Boese welcomed everyone on behalf of LRP and kicked off the new event.  The keynotes, including one by our industry expert Jason Averbook, were nothing short of inspired.  The other keynote presentations, including one by former US Labor Secretary Elaine Chao, were filled with passion for HR, data, and the importance of technology.  The realization that the Chinese hold HR in high regard, as many of us do here in the US, was a revelation.  Some of the commonalities were the focus on:

  • Talent Acquisition- Finding the best hires for an emerging market that is becoming more services dominated is a key priority.
  • Branding– Employer branding that goes hand-in-hand with the extensive branding of the cities themselves is a focus.  The combination made for an interesting juxtaposition.  I believe that US organizations who embrace this approach may find an easier time with recruiting for either hard to fill positions or for staffing in cities that may have had a less desirable past.
  • Engagement- Engaging employees is important globally.  As I learned in the Middle East at the end of 2015, and in Europe and China in 2016, this remains one of the top concerns for business leaders, not just HR leaders.  This tells me there is still a great opportunity for HR leaders, vendors, consultants and analysts when it comes to finding solutions to this age-old problem.

I shared with you the innovative, hard-working and proud side of the people I met in China in my earlier post about coaching.  From the way this event incorporated students to the way they embraced all of us from the US, HR Technology Conference China gave the impression that it will be around for years to come.

As an added bonus, I was able to spend a few days in Hong Kong visiting local markets, restaurants, and stores.  I was even lucky enough to spend a day at Disneyland Hong Kong!  For anyone who knows me, Disney is one of my favorite places, so being able to see the Chinese version was just amazing!  13012784_10156876605550523_1407773878852074846_n

I encourage you to follow the HR Technology Conference here in the US for more information about China next year.  It is worth making a business case for, or for investing in your own career and making the trip.

Thanks again to LRP Publications, Rebecca McKenna, Steve Boese and the whole LRP team.  Thank you also to China Star for the gracious hosting.  Lastly, thank you to my US based HCM colleagues for making my first trip to China a memorable one.

Elements of an Effective Coaching Relationship

As I write this, I am visiting Zhuhai, China, as a speaker at the HR Technology China conference.  You might assume that being at an event like this, all discussions are about technology and the tools leaders need to make managing the people in an organization a smooth, seamless function.  If so, you are only partially correct.  One of the things I love about working to better the people-experience in an organization is that no matter what part of the world I visit, the main theme remains around the “human” side of things.  Making connections between people remains a universal need. zhuhai

I my short time here, I have learned that the Chinese are:

  • Very proud people-  From speaking with Liu Jiawen, the Vice Mayor of Zhuhai Municipal People’s Government to Hua Fuzhou, President of the China Association for Labour Studies,  they communicate that the people of China, and specifically Zhuhai, are proud of their city and the culture it offers to it’s residents and visitors.  I have never felt so welcome anywhere I’ve traveled.
  • A hardworking people- The level of attention to every detail whether in a service role or in a thought leader role is the highest I’ve ever observed.  It’s not just about being at someone’s service either.  It’s the warmest feeling when people are working hard to ensure that you are comfortable and connecting.
  • An innovative people-  Everywhere I look, there are signs of innovation and creation.  The Chinese are demonstrating their commitment to making their cities more accessible as well as more sustainable.  In addition, they are focused on improving the technologies that keep the new ideas developing.

All of these things are important for any country, or organization, to grow and remain relevant.

Elements of an Effective Coaching Relationship:

The common thread I see from the pride, hard work and innovation is that there is constant coaching and reinforcement going on here.  More junior workers are being trained to enhance their skills.  They are taking cues and guidance from the more senior members of their team, and they are welcoming that coaching.  That leads me to the conclusion that an effective coach is only as good as the level of change the coachee is willing to accept.

I’ve written about coaching in the past from the perspective of what the coach can do to build strong skills or connect to the coachee.  Whether it’s in Coaching Made Easy or in Creating A Coaching Culture and the related Rules of Engagement, the focus has been on the relationship between the coach and coachee.  While some coaching relationships go on for years, others last only a short time or are for a specific reason. The coach and employee can negotiate the “why” of it all together.  Coaching is a voluntary arrangement. In order to be coached, the employee has to want the relationship and it has to be “at will”.

I challenge you to think about your own team and the leaders that you work with today.  Are you all focused on the pride you have while working together?  Are you elevating the innovation in your organization?  Finally, are you doing all you can to create that connection as people?  If not, now is the time to adjust.  Focusing on elements that bring meaning to the hard work you’re doing is the catalyst that will drive systematic, cultural change in your organization.  In turn, your business outcomes will be truly transformed.

Thank you to the Zhuhai, China labor delegation, China Star, Steve Boese and LRP Publications for hosting such a wonderful event and for making the learning possible.

5 Ways to Avoid Job Burnout

pg-job-burnout-signs-05-fullBlogging is interesting because sometimes you research and report, other times you give pure opinion.  Today is an opinion day, and it’s a fine line between doing that and becoming “preachy”.  The truth is that there have been times when I’ve been nearing job burnout during my career.  Face it, we all have those times.  It’s important to think about ways to head that off instead of waiting for things to get to that point.

One of the most stressful, and best, moves I’ve made has been working for myself.  I have to generate all the sales and then deliver to my clients.  That alone is enough to keep me up at night.  The strange thing is that as soon as I started working for myself in a position that fully aligned with my values, I began sleeping through the night again.  That had not been the case before.  I wondered what was different, because the workload and stress certainly was not less.

I came up with several things I had changed to make my working experience better for me.  I find these work, and I hope they work for you.

5 Keys to Avoiding Job Burnout

  1. Focus on your health- First and foremost, I learned that all the bad habits I had working for other people carried over to working for myself.  For example, I realized I am not good about taking breaks to eat lunch or a snack.  I’m bad about making time to exercise or even move around much during the day.  The first real change I made was to adopt a clean eating strategy.  This is not about weight loss or being on a diet.  It’s about telling myself every day that I mean something.  I’m important.  I don’t know why this has been such a revelation, but I feel that dedicating that extra time to cooking good food for myself instead of skipping meals has had so many benefits.  For a great guide to start eating clean, check out the Clean Eating online magazine.  There are some great meal plans to get you started.  Surprisingly, you’ll start to feel exponentially better within a week.
  2. Prioritize and purge-  We’ve all heard, ad nauseam, that we need to prioritize our workload.  Well, when you work for yourself, you are suddenly plunged into not having enough hours in the day.  Literally.  So, the only option was not only to prioritize my work, but to purge anything that didn’t align with those goals.  Looking back over the last 11 months I’ve been my own boss, I can see how beneficial this has been.  The main result is that I really feel less stressed.
  3. Reward yourself-  Sitting back and seeing all the companies that give employee recognition makes me smile.  For example, Globoforce is doing great things to bridge that gap for companies and employees.  I buy into this whole idea of making work “More Human” and as I’ve followed Globoforce and their efforts in this arena, it really makes sense.  The difference for me is that now, I’m the only person who can choose to recognize me.  At first, it seemed a little half-baked, but as I’ve started doing this, it really works.  I don’t have a regular schedule, and some weeks are more hectic than others.  I’m finding that even running out for a frozen yogurt in the middle of the workday is a nice way to treat myself.  The real difference is that now I am mindful that I’m rewarding myself.  Whatever the psychology, it works.  So….how are you going to treat yourself today?
  4. Make friends at work-  For years, working in HR, you learn that HR is no one’s friend.  Sure, I have managed to make a few over the years, but for the most part, working in HR you have to be a lone wolf.  Now that it’s just me at work, you’d think I have no hope.  Quite the opposite.  I’ve made a point to partner with industry colleagues who not only are smarter than me in many areas of HCM, I can rely on them to have my back.  What an awesome feeling!  For example, in this past year, I joined forces with some HCM colleagues in forming the HR Federation.  By having a trusted group of people, it’s amazing what it does for your psyche and your productivity.  Point being… get a friend!
  5. Take a retreat-  This is another tip I never bought into in my corporate life.  I boldly took my first retreat this past January and I cannot even tell you how many great things have come from taking this time.  Much like a reward for myself, I felt that as a working Mom, it would be selfish for me to go away alone.  I also travel for work, so taking a separate trip seemed unfair to my family.  I WAS WRONG!  I spent a long weekend at the beach by myself.  I didn’t keep the TV on.  I walked a lot.  I thought a lot.  I enjoyed eating alone and just observing the world.  The beauty of this was that I not only had time to be quiet and uninterrupted, I was able to make some major business and personal decisions because I finally made time to listen to myself.  For more about the benefits of a personal retreat, check out this HR Happy Hour episode I recorded with Laurie Ruettimann.  She also took a retreat this year and shares some great learning from her journey.

All these actions lead to a more human work experience for YOU.  Take a moment today and think about what you can do for yourself.  In addition, consider joining me at Globoforce’s WorkHuman event May 9- 11 in Orlando.  We’ll learn and practice even more ways of focusing on how to humanize the work experience.  Use discount code WH16TM300.

#AmericansInLondon A Collaborative Look at HR Learning in London

I’m HUNGRY!

By Frank Zupan, Director of Talent Management at Associated Materials

12813971_10156716950515523_388711202620285107_nI hate that feeling…I was hungry. I was REALLY hungry. One of those times when I didn’t even realize how long it’s been since I’d eaten and I’m thinking, “Holy Crap, I’m so hungry, I’m dying here”. Come to find out I wasn’t really hungry for food, I was hungry for learning.

My Q4-Q1 work schedule as a corporate Director of Talent Management had been a bit brutal. A new boss, several enterprise-wide and functional initiatives on both recruiting and development sides of my “shop” with lots of heavy lifting, travel and deliverables. All leaving very little time to feed my learning needs. I was REALLY, REALLY hungry when I saw Bill Boorman’s Facebook post at the end of February about how the fast-approaching March #trulondon was shaping up. It appeared to be shaping up very nicely indeed. Over 100 registered, a very strong group of track leaders with solid topics, an “interesting” location, so of course I, randomly and without any clear strategy, clicked and registered to attend an unconference in London which was now less than three weeks away.

Of course two minutes after I’d registered Bill messaged me asking if I’d like to be a track leader. The great thing about the tru track format is that it’s part knowledge, part experience, part improv and ALL about the discussion. Suffice to say I’m now able to add “tru Track Leader” to my LinkedIn profile!

What a great decision! <patting myself on the back>. Add to the reasons listed above, I could also plan visits with friends and colleagues that I hadn’t seen since working in UK in 2006, jump on an opportunity to attend #HRTechWorld being held in London the following two days, and connect with some HR leadership pals that I hadn’t seen in some time, hence the #AmericansInLondon hashtag. #winning

Ultimately, and fortunately, I responded to an internal need that I hadn’t yet recognized or acknowledged…I was REALLY hungry for learning! And I was able to satisfy that incredible hunger with a fantastic learning experience at #trulondon and was lucky enough to connect that to extra learning at #HRTechWorld. Fantastic experiences at both events, connecting with old and new friends during a few days of serious learning and networking…WOW, did I ever need that! Add to all of this several great discussions with current technology partners to my business, and I would return to the States quite happy.

If you’re REALLY hungry for learning, you’re not alone. Whether through random circumstances from your “world of work”, or if you haven’t taken time to develop a learning strategy, my suggestion is to <continue to> connect online with the people driving the creation and development of professional and social communities. Find them, connect with them, talk to them, read their stuff, meet with them, learn from them, let them learn from you, and every once in a while, say YES to investing in your own development…or just stay HUNGRY.

 

Wake Up Kids! We’ve Got the Dreamers Disease

By Trish McFarlane, CEO of H3 HR Advisors

1545675_10156716950235523_5452239827204249531_nIf you’re like me, you’re someone who dreams about the future of HR. You think about doing things differently and shaking things up in the industry. One of the best ways I’ve found of feeding this addiction of mine is to network and learn from other dreamers in the industry. As someone who is fortunate enough to call this crazy HCM space my home, I go to my fair share of events. Each time I leave, I assess whether the time I spent was worth it or not, aka was my “inner dreamer” satisfied. Most recently, I attended TRULondon and HR Tech World. So, what makes these two fall in the “worth it” category?

As a destination, I can’t think of a single downside of attending an event in London. The only thing to keep in mind is giving yourself a little extra time to see a few of the best things London has to offer. If you’ve never been, the city is easy to navigate thanks to the Tube and trains. You can get almost anywhere in the city in a short time and wont’ need to rent a car. Add to that the numerous museums, eclectic restaurants, clubs, shopping and the ever-popular tourist attractions and it’s a great place to visit. From the dreamer perspective, there is a sense of wonderment and history that you can’t achieve anywhere in the U.S.

TRULondon

I’ve been attending the recruiting unconference for six years. It’s changed quite a bit over the years and as it’s developed, it is now one of the best places in the world (yes, in the whole world) to meet with recruiters, sourcers, talent acquisition leaders, marketing pros, solution providers and practitioners. The secret sauce for this event is that you walk in and immediately feel part of a community and a movement.

People who attend are tired of the status quo. They don’t want to do what everyone else is doing. They are there to challenge their own perceptions… and yours. They have the dreamer’s disease and they are going to make sure you have it too.   It’s a deliciously, wonderful mix of learning, networking and chaos. With Bill Boorman at the helm and the partnership of Noel Cocca and Matt Charney of RecruitingBlogs and Recruiting Daily, this is not only a great use of your time, but your money.

Track leaders managed to challenge us by thinking about how to apply the way auto dealers market to the way we market our businesses to candidates. They threw out the notion that we’ll all be out of work because the robots are taking over, well, at least the idea is that most of the recruiting function will be handled by automated systems that “learn” as they are used. Track leaders also cursed and laughed as they shared hacks for creating content. There were Tech Labs and product Show & Tell labs. It was a mash-up of all things great in the recruiting industry and the future to come.

HR Tech World

Attending my first HR Tech World was an experience. It’s a more intimate experience that provides all the learning and vendor interaction you’d expect from an event like this. From a forward-facing, dreamer lens, their solid focus on the numerous startups in the HR tech space is what drew me in. Not only were the startups available to learn about, there were specific disruptive sessions focused on the direction of the industry. Add to that a fun, informative “pitch” session by five of the startups and it made for an interesting day.

If you have the dreamer’s disease like me, check out both of these events and follow them online. They will point you to learning all year long and really help you challenge your approach.

People Talking

By Michael Heller, CEO & Founder of iRevu

1916154_10156716951180523_8415946151352119352_nI have been practicing human resources for years – practicing being the operative word. The more I learn about people, the less I feel I truly know. Therefore, I don’t expect to necessarily master the discipline as much as continue to become better at it. But along my way, I have picked up a few things: Most problems can be solved by listening sincerely and being empathetic. Throwing money at something might correct an issue short term, but rarely long term. My favorite? Never EVER judge a book by its cover. Never.

In 2015 I attended my very first TRU event. I ‘knew’ Bill Boorman from his online presence and met him for the first time in Las Vegas at a conference. He didn’t strike me as the typical HR professional, but had knowledge spewing out the brim of his trademark hat. He mentioned that he hosts an event – The Recruiting Un-conference – designed to get people talking.

“Get people talking?”

“That’s right, mate. People talking.”

What struck me was his emphasis on the ‘people’. Color me intrigued. The conferences / meetups / seminars I’d been to definitely had people talking. At the front of a room. With a slide deck and a quick wit. Don’t get me wrong, these people talking were great. They were armed with data and knowledge and technology and eloquence. But these people talking were talking TO me. Maybe at me? I don’t know, I tweeted a ton, got some great nuggets and if I stood in line I might be able to say a quick hello and introduce myself. This was my typical experience at a typical conference.

Bill told me that the TRU events are different. I realized instantly that he wasn’t joking. When I arrived to the venue this year, The King’s Head, it looked like a proper English pub. A pub?? For an HR Conference?? Walking inside, there were drinks and taxidermy. In every room, from the armed chimpanzee in the basement to the giraffes and tigers in the boudoir. I have to admit the butterfly room freaked me out a little. But, remember, don’t judge a book by its cover and: “People talking”.

So when he kicked off the event, there were a few takeaways. No name badges ensures that everyone is on a level playing field. No inflated titles, no fancy companies. If someone said something interesting and you want to meet them, by all means introduce yourself! The sessions are super topical and led by international HR A-Listers. People like William Tincup, Matt Charney, Trish McFarlane, Noel Cocca, and Stephen O’Donnell.

But the sessions (called tracks) are also different – the good session leaders are NOT there to show you how smart they are. They show you how smart and innovative YOU are. They are roundtable-esque discussions where everyone is encouraged to participate and share their experiences and thoughts. Anyone can participate, everyone learns. Everyone wins.

TRU events are extremely valuable. There’s a warmth and affability about them that draws you in, even when the discussion gets heated. In one session, ‘The Day in the Life of a Recruiter – how we spend our time?’ the leader asked as much and then stepped back while the track attendees discussed everything from sourcing to relationship building to extinguishing the fire du jour. In this session, the what wasn’t as valuable as the how. The attendees were so diverse and their approach so varied, I saw so many nodding their head and saying ‘wow, I never thought about that.’ I plan on attending TRU events for a long time to come.

This year TRU London helped me lower my associative barriers even further and I am better for it. Sure, I got to lead a track session and show and tell a software product. I got to meet people IRL I’ve only followed on twitter. But, I learned from everyone there – from the A-Listers to the regular people like me. If you want to wear a name badge and talk about what’s already happened, this is not your conference. However, if you want to be immersed in real discussion about what’s happening and will likely happen, you owe it to yourself to attend at least one TRU. Just be ready for the venue to spark as much conversation as the topics.

 

 

 

 

Top 10 Reasons to Attend HRevolution This Year

Top 10We’re only one week away from the HRevolution taking St. Louis, MO by storm and I thought it would be fun to share the top ten reasons to attend.  They are:

10.  You want to surround yourself with HR people who are all thinking about how to keep #HRPositive!

9.  You can’t bear the thought of sitting through another boring traditional conference presentation.

8.  You’ve never been to St. Louis, MO- home of the Gateway Arch, Anheuser-Busch Brewery, Ted Drewes Frozen Custard, Gooey Butter Cake and the St. Louis Cardinals!

7.  You want to hear how world-class HR leaders are handling some of the same issues you are.

6.  You’ want to get in on the HR Happy Hour show.

5.  You’ve clawed your way out of  “cubicle land” and want to talk about the future of HR.

4.  You want to see Ben Eubanks of Upstart HR chug a whole  2 liter bottle of Diet Mountain Dew.

3.  You’ve never had Toasted Ravioli and it’s high time you did!

2.  It’s high time you learned about the Art of Candidate Engagement.

And the number one reason to attend HRevolution…..

1.  You want to learn, share, collaborate, and network with the most innovative people in today’s HR community.  Seriously.

Please visit the HRevolution registration site to sign up today.  It will be the best $200 you’ve spent.  Also, what other conference can you attend for that price?  What a deal!  For more information on the un-conference, go to the HRevolution site.

See you in St. Louis!

7 Key Steps to Take After Attending a Conference

12140182_10156221886095523_2086492483217665690_oThe 18th Annual HR Technology Conference wrapped last Wednesday and I’m already missing all the people I connected with.  I’m taking lots of steps to keep those relationships going and how I can help others.  Regardless if you attend a conference as part of a group, or if you’re there on your own, the importance is what you do with the information you learned and how you apply it all when you get back to the day-to-day grind.

7 Key Steps to Take When You Return from a Conference

  1. Go through all the business cards you collected and send out connection requests via LinkedIn.  Networking and making connections is one of the largest benefits of conference attendance.  I know we sometimes think business cards are an out-of-date item, but I personally came back with a huge handful and I make sure to follow up with each person in some way.  Definitely worth your time to reinforce those in-person connections and build relationships.
  2. Send a thank you note to any speaker you saw that made a difference in the way you think.  As a speaker at HR Tech and other conferences, I can tell you that people prepare for weeks or months to present.  Acknowledging their hard work is a nice way to make them feel appreciated for the time they spent with you.  Whether it’s a tweet, email or LinkedIn note, it means so much to the speaker.  Also, if you have any direct feedback for that person, share it.  We don’t always get the evaluations so hearing what we did well or what you’d like to see more/ less of is helpful for their next presentation.
  3. Write a summary for your boss on the value of attending.  Many employers do not understand the value of learning at a conference.  Make sure to spell it out.  This is key whether you are in a corporate position, you work for a solution provider or you’re there on your own.  I work for myself now, but I made sure to write a summary of the value so that I can compare it year-over-year as I decide which events to keep attending.
  4. Follow people who tweeted using the #HRTechConf hashtag.  Having a list of people in the HR space at your finger tips is invaluable. Be sure to solidify those connections on Twitter.
  5. Give feedback to HR Tech (LRP).  Hopefully you filled out session surveys or other conference surveys.  If not, tweet them or go to The HR Technology Conference group on LinkedIn and leave feedback.  They work hard each year to pull this together, so share what really worked well and any suggestions for improvement.
  6. Send thank you notes to any vendor or HR pro you met that you want to keep in touch with.  This is an extra step.  A personal note is certainly a way to stand out and make yourself memorable to that person.
  7. Share pictures.  Who know that HR pros could be so fun?  Use social networks to share your pictures.  Speakers love to have pictures of themselves presenting, share the fun ones from charitable events and of course, the real “social” nightlife.

So there you have it- ways to wrap up an event and continue the value.  What do you do when you return home from a conference?  Share your story in the comments.

Can You Keep Your Career Safe from the Robots?

HR Happy Hour 219 – Keeping Your Career Safe from the Robots

Recorded LIVE from SuccessConnect 2015 in Las Vegas, August 11, 2015

Hosts: Steve Boese

Guest: Karie Willyerd, SuccessFactors

LISTEN HERE

This week on the HR Happy Hour Show, Steve sat down at SuccessFactors customer conference SuccessConnect and spoke with Karie Willyerd, Workplace Futurist (i.e. the best job title ever), and author of the upcoming book Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace.

On the show, Steve and Karie talked about just what a Workplace Futurist does, what are some of the big-picture work and workplace challenges that lay ahead for organizations, and then dove into the the issues and workplace opportunities that increased use of robotics and automation present. Karie laid out 5 key principles that anyone can use to help ensure their continued development, assert their value, and keep themselves and their careers safe from our future robot overlords.

This was a really fun show!

You can listen to the show on the show page HERE, or using the widget player below:

Check Out Business Podcasts at Blog Talk Radio with Steve Boese Trish McFarlaneon BlogTalkRadio

Thanks to SAP/SuccessFactors for having the HR Happy Hour Show at the event.

Finally, thanks to our show sponsors Equifax – learn more about how Equifax Workforce Solutionscan help you and your organization here.

And really finally, on iTunes or your favorite podcast app just search for ‘HR Happy Hour’ to subscribe to the show and never miss an episode.