Category Archives: Management

HCMx Radio- My New Podcast Brings Research to HR Pros

BHG-HCMx-Radio-Logo-1400Today is an exciting day at Brandon Hall Group; it’s launch day for our radio podcast, HCMx Radio. It’s the only podcast in the HCM arena that weaves current market research, HR technology, and industry leaders into each episode.

As the show’s host, my goal is to bring something unique to the HR industry. When I was an HR leader and practitioner, one of the things I always needed was data and understanding how to use it. Now, with this show, that is what we’ll be giving to our listeners.

HCM practitioners such as CHROs, CLOs, CTOs, VPs, directors, and managers will find value in the show’s ability to provide current research data laced with rich perspective that they can use in discussions with their internal organizational leaders. They will also benefit from hearing solution providers describe their product roadmaps and how their solutions can benefit organizations.

Solution providers will gain value by being able to interact with analysts as well as by showcasing solutions that are advancing the HCM market.  Finally, industry influencers will find value in being able to get information quickly that they can turn into compelling content.

New episodes will be shared at least twice a month and will be available on Blogtalkradio as well as www.brandonhall.com and iTunes. In the first episodeStop the Insanity: How to Get Different Results with Your Employee Engagement,

I welcome my colleague, Madeline Laurano, VP and Principal Analyst of Talent Acquisition for Brandon Hall Group, who will discuss her recently completed research on employee engagement and how organizations can leverage the power of their relationships to drive business results.

Other topics in the coming weeks include Recruitment Marketing, Performance Management, and Planning for HR Technology in 2015. I hope you’ll join us and I welcome feedback on each episode as well as what you’d like to hear about in future episodes.

 

HR Happy Hour #194: Small Improvements

Recorded Wednesday October 29, 2014

Hosts: Trish McFarlaneSteve Boese

Guest: Linda Jonas

This week on the HR Happy Hour Show, Steve and I were joined by Linda Jonas, International traveler, and Director of Marketing for Small Improvements, an HR technology provider of tools that provide a simpler, easy to use, and more engaging approach to performance management, workplace feedback, 360-degree reviews, and more.

We talked about Linda’s annual 6-week world tour where she meets with customers and partners, her Small Improvements colleagues, and attends events like the HR Technology Conference and the upcoming HRevolution (of which Small Improvements is a sponsor).

Additionally, Linda shared some insights into emerging and ongoing trends in employee performance management, and the need for both software providers and organizations to keep these processes clear, easy to adopt, and valuable for employees, managers and organizations overall. Everyone seems to hate on Performance Management and one of the reasons is that the process has often been overengineered and over-complicated. Check out Small Improvements to get some insights into how you can change that in your organization, while improving (pardon the pun) both the process and the desired outcomes.

You can listen to the show on the show page here, or using the widget player below. And you can find and subscribe to the HR Happy Hour Show on iTunes or on your favorite podcast playing app. Just search for ‘HR Happy Hour’.

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

 

This was a really fun show – thanks to Linda and to everyone at Small Improvements!

Purge Your “To Do” List Today

IThe-word-Everything-on-a-To-Do-listf you’re like me, there are days or weeks when you feel overwhelmed.  It is actually normal to have moments like this but when it starts to keep you up at night, affects your eating habits or keeps you from being productive in your day-to-day, it’s time to take action.  The problem is that for most people, we just hate telling someone “no” or admitting that we have too much on our plates.

A Frank Discussion

I already know that every person that reads this article could benefit from off-loading several things from your to-do list.  I know this because people are all alike.  We allow others to pile on the work and we grumble about it to our family, friends or anyone else who will listen.  We whine about how hard we work when in reality, it’s all in our control.  For the few who work for tyrants, you probably just need a new job.  For the rest of us, it’s OUR issue, not our boss’ issue.  So, here’s how you fix it today:

  1. Make a list-  You really need to jot some items down so that you can know which ones to take off your plate.  Whether you scrawl it out on a Post-It note or type it in your task list, the important thing is to get it down so you know how much you’re dealing with. I’m still a fan of the old Franklin planners and also use an app called Opus Domini (like an electronic version of the Franklin planner) to keep my list current.
  2. Find at least two items you can delegate- If you have a team, this part should be easy because you can use delegation as a way to develop more junior team members.  If you do not manage a team, you must be more creative.  There are always ways to kindly delegate “opportunities” to colleagues and you just need to be assertive (not pushy) and explain why it makes sense to have their leadership or involvement on that particular item.  How do you decide which to delegate?  Easy.  If you can find no real value to your personal involvement, nothing you can add to make the task more valuable, get rid of it.
  3. Just say no-  If you’re like me, you probably have at least ten requests in your inbox right now that you can just politely say no to.  DO IT.  You’d be surprised that people rarely push back when you politely bow out of a request.  It’s fair to tell them you do not have the bandwidth to handle the item.  Guilt free.

Once you get in the habit of removing 3 from your weekly task list, you’ll find that you’re more apt to remove several each day.  Good time management is something you practice and rarely master.  With consistent evaluation, negotiation, delegation and candor, you’ll find that those sleepless nights over endless tasks will be over.

Now….. get started!  No one wants to keep hearing how busy you are or how overwhelmed you are.  Take control. Eliminate the excess. You’ll be glad you did!

Signs and Forks: Behaving Boldly at Any Age

“Laugh at yourself, but don’t ever aim your doubt at yourself.  Be bold.  When you embark for strange places, don’t leave any of yourself safely on shore.  Have the nerve to go into unexplored territory.” ~ Alan Alda

fork-in-the-road-2-pathsThat quote really speaks to me.  Maybe it’s the idea that I should not take myself so seriously.  Maybe it’s the encouragement to take risks.  Mostly, I like the part about being bold.

What does that mean?  To me, it means going beyond what others will do or expect.  It means being willing to face my fears and go forward anyway.  Being bold means being decisive and not hesitating.

I have surrounded myself with mentors of all ages, races and genders and have taken their advice throughout my career.  For years, I have attempted to fill my skill gaps, to be a tough (but fair) leader,  and to help teach and promote others along the way.  All this time, I had a vision of what my life would be, but not a crystal clear picture.  Until now.  Now is my time to be bold.

2013 has been a year of great self-reflection.  I have been a HR practitioner and leader all my life.  I love this industry and the people who, like me, operate on the island of HR.  Sure, the pundits talk about how we need a seat at the table and how silly that is.  They criticize the HR practitioners for not understanding things like business nor technology.  But what they don’t realize is they have no idea what it is like to wear these shoes or how challenging it really is.

  • Have they ever had to sit across from someone as they are terminated as part of a “reduction in force”?  Have they heard the stories and wiped the tears?  Have they had to provide the workforce planning advice to the leaders that made the decisions for the RIFs?
  • Have they comforted an employee who just found out that a loved one died or that they have a deadly disease?  Have they had to wade through insurance Summary Plan Descriptions to determine if that illness is covered and what the employee needs to do?
  • Have they fought to ensure that companies comply with legal standards to protect the employees?
  • Have they had to work with outdated technology, or even no technology, and still be able to give leaders enough information to make business decisions?
  • Have they had to convince someone to fund their big ideas or their ability to grow their teams?

No, most have not.

All these questions lead me to where I stand today.  At a fork in the road.

There is the path to continue as a HR practitioner and leader and there is the other path which leads to helping many companies, many leaders, and many employees.

My signs were everywhere.  It was time to move boldly.

I’m thrilled to share that I have decided to leave the practitioner ranks and join one of the top research and consulting firms.  Brandon Hall Group.  Led by Mike Cooke and a brilliant team of leaders, analysts and researchers, BHG has been able to provide unparalleled research, recommendations and solutions to their clients. They have done amazing work in Learning & Development, Talent Acquisition, Talent Management and Human Resources.  As their new VP of HR Practice, I hope to bring my experience as a HR leader to guide CHROs and other executives they advise.   When you combine quality research with actual experience, the results are spectacular.

So what now?  For me, it’s all about not leaving any of myself safely on shore.  I will dive in.  I will explore.  I will bring my very best forward to you, to Brandon Hall Group, to clients they serve, to HR vendors and to the HR community at large.

If you’re a leader who wants to join me in working together in 2014, please let me know.  I’d love to help start your new year off with quality information and guidance as you plan your 2014 strategy.

2014 is shaping up to be the best year yet.  Now, go out there and be bold!

 

 

 

10 Skills Critical to Business Success in 2014 and Beyond

leader logoWith technology today, the ability to have content at our fingertips is easier than ever before.  One place I continue to look to stay on top of trends is the writing of experts in the HR and recruiting industry.  Andy Headworth, author of Sirona Says, continues to be a favorite for me.  I learn so much about the global recruiting space by reading his work.  I also get ideas from time-to-time that apply far beyond the recruiting world.  This happened last week.

Andy penned a post called Is This What the Recruiter of Tomorrow Will Look Like?  In it he outlines seven skills that recruiters of the future will need to master in order to be successful.  They are:

  • Sales and marketing skills
  • Candidate networks building skills
  • Candidate sourcing skills
  • Social media skills
  • Content production skills
  • Contractor management skills
  • Keeping up with technology

I absolutely encourage you to read his post because the details are well worth knowing.  I want to take those ideas a step further today and expand on them to show that they can be used, regardless of industry, to become a better business person.

  • Sales and Marketing skill-  No longer just reserved for your organization’s marketing department, sharing the employer brand is something that each employee does.  Not only that, they are the face of your company to the clients, to potential clients and to potential employees.  Companies that are leaders in this area ensure that all employees know the positive messages that need to be shared with the public.  Transparency is key in ensuring that your colleagues know how to put the good news about your organization out to the world. Teaching your employees how to share their excitement about your product or services now makes everyone a potential marketer.
  • Candidate networks building skills-  It’s not just imperative that your organization’s recruiting team build networks with candidates, it is important that you encourage all your employees to be ambassadors to keep growing your organization.  Their participation with potential employees can help convince candidates to join the organization.
  • Candidate sourcing skills- One great way to encourage this is to ditch the old approach to referral programs and begin rewarding for introductions.  More to come in a future post on that.  For now, suffice to say that once your employees are company ambassadors, they will WANT to tell people to work with them.
  • Social media skills-  As someone who has been using social media for over six years now, it almost seems impossible that this is still new for some people.  However, it is.  So, if you or your staff are not using social media platform to futher the growth of your business, you are now officially behind the industry leaders.  Whether for networking, recruiting, marketing, sales, etc., you need to be in the space in order to be successful.  It is not a fad, it is a method and tools for doing business.
  • Content production skills-  One of the most exciting changes in the last few years is that we can all be content producers.  This means that employees whom you least expect to wave your organization’s flag can now do so.  Boldly.  Encourage them.  Empower them.  Teach them how to refine their writing skills.  Celebrate and reward them when the share.
  • Contractor management skills-  According to CareerBuilder’s 2013 Jobs Forecast, 40% of employers in 2013 planned to use contract and temporary workers.  This is up from 36% in 2012.  This means that you need to ensure that your leaders know the difference in how to work with them vs. employees.  It’s imperative that leaders know not to create co-employment situations that put the employer at risk.
  • Keeping up with technology-  Much like the topic of social media, technology and the use in business is now “normal”.  Being unwilling to learn or even someone who does not follow general industry trends in the technology space puts you at a disadvantage.  If you want to gain success with customers, internally with communication and data, or even on a personal level, technology now plays a role.
  • Financial analysis skills-  I’ve been saying this for years now.  No matter what type of professional you are, you need to understand how the business you work for makes money.  The best way for you to gain this knowledge is to talk to your supervisor, CFO, Controller, etc.  Also, talk to the salesmen and women in your organization.  They can all give you views of how your organization makes money.  One you understand that, you can educate yourself on the basics of Finance 101.
  • Presentation skills-  I know you may be thinking you can’t do this.  That you are too afraid to speak in public.  Well, when talking about success, you will likely need to be able to share your ideas and vision of the future with colleagues and others.  This skill is key to develop.  Start small.  You can do this at home by speaking in church, for local organizations you are part of, or within your work team.  Just know that each time you participate in public speaking, you improve your ability to use persuasion to get your message across.
  • Project management skills-  Now that most of us get our “work” assignment through series of emails, you need to understand how to manage priorities.  This is always a work in progress so having some formal skills in managing projects can help you manage your day-to-day tasks as well.  You can take classes through local management associations or colleges or you can read up on the subject.

What have I missed?  Feel free to expand on the ideas from Andy and the ones I added.  What skills lead to business success?

Apologies At Work: Do We Need To Make Them?

i-am-sorryIn traveling down the worm hole that is the internet, I landed on a 2010 story in Psychology Today called The Science of Effective Apologies.  It caught my attention  for a couple reasons.  First, I hate to apologize.  I will do it and I think you should too, but I can’t think of a time when it really made me feel better.  Second, I’m intrigued by the science behind why people do, or don’t, apologize and the impact on the recipient.  All this reminded me that there are many situations in the workplace where you or a colleague may feel disrespected, under-valued or even outright wronged.  Have you received an apology?  Did it help?  If you were the person who hurt a colleague, did you apologize?

According to the author, Gary Winch, PhD., beyond the three components most of us expect in an apology (expression of regret, actually saying the words “I’m sorry”, and requesting the person’s forgiveness), “Studies have found that in addition to the three basic ingredients, three additional apology components play an important role in determining whether an apology will be effective:

  1. Expressions of empathy
  2. Offers of compensation
  3. Acknowledgments that certain rules or social norms were violated

These components were found to be most effective when they were matched to the characteristics of the person to whom the apology was being offered.”

I don’t know about you, but all that sounds like a lot of thought and work need to go into a sincere and effective apology.  Don’t get me wrong, I do believe you should do it.  I wonder though, is it the thought that apologies can be complex that keeps people away from giving them?  As a believer that it’s all about making the recipient feel better, I still wonder if some colleagues do not do this because they perceive it as them giving away their power.

We all have known colleagues or leaders who refuse to apologize, right?  According to a 2013 study in the European Journal of of Social Psychology, “Results showed that the act of refusing to apologize resulted in greater self-esteem than not refusing to apologize. Moreover, apology refusal also resulted in increased feelings of power/control and value integrity, both of which mediated the effect of refusal on self-esteem. “

So, are leaders less likely to apologize?  

Whether they are or not isn’t as important as the fact that if you are in a leadership role, it is healthier for your team to apologize when you are wrong.  It’s a balance, of course, of knowing when it will be needed and meaningful.  None the less, it’s something to consider if you’re a leader who wants to humanize yourself with your team in order to build and reinforce trust.

What do you think?  Do you apologize?  Has someone at work apologized to you?  Share in the comments…

Trends in Recruiting and Retention- What You Need to Know

(Editor’s Note: Today’s post is brought to you by Allied Van Lines®, a leader in the moving and storage industry with more than 75 years of experience. For a second year, they are championing a research project, Allied HRIQ, aimed to provide business professionals with data on current workforce trends. We also have an exciting LinkedIn group~ Allied HR IQ~ where HR professionals can network and share ideas about happenings in the HR space.  I encourage you to join today!  I have partnered with Allied Van Lines® in the past and am excited about this year’s survey results.) allied
As a HR practitioner, I know you’re busy.  You are still being asked to do more with less in your day-to-day role.  You are consistently reacting to situations coming at you.  You, like me, likely attempt to carve out some time to focus on strategy though.  That’s the real goal- to continue to push HR to be a more pro-active, strategic role.
But that’s hard.  I get it.
One way I help myself along is to look for great research in our space.  Each year, the Allied HR IQ survey continues to be a great source of information for me.  This year does not disappoint.  As Sharlyn Lauby, a.k.a. the HR Bartender, shared earlier this summer, the Allied HR IQ survey put out some great information on telecommuting.  Give her article some time and attention because we all know that this issue is still on the minds of many professionals.
I’ve been asked to look at the recruiting and relocation results.  I have to tell you, the full survey results are well worth your time to read, but in case you’re pressed for time, here are my key takeaways:

Recruiting

One of the key findings is that for a majority of companies, mobility has had no impact on their ability to recruit and hire.  Of those organizations that said it had an impact, the positives and negatives cancel each other out.  What does this mean to you?
It could mean that a majority of companies surveyed primarily recruit in local markets only, although I doubt it.  What causes results like this then?  The reason could be that employers believe that their benefits and other “perks” are enough to persuade candidates to join.  I challenge them, and you, to think about this though… how much more success could you realize if you have a strong relocation package(s) to tip the mobility scale in your favor?  My guess is that could become the key differentiator between you and your competition and it would also open up a much wider net for candidates.
Another finding is that recruiting efforts are truly on the rise.  According to the survey:
“Over seven in 10 HR professionals (72%) say that their companies’ recruiting activity over the past year (2012) was either extensive or moderate- levels a touch higher (3 percentage points) than reported for 2011.”
Why are recruiting efforts on the rise?  Likely because turnover in general is trending higher across most industries.  As the economy and job market improve, albeit gradually, people who once intended to stick it out with their current employer are now more actively looking for work.

Other notable facts:

  • HR pros tend to believe that their recruiting efforts are a success.  Danger here?  Don’t believe your own hype.  If you’re recruiting more is it really because business is booming and you are growing, or are you just replacing workers leaving for other opportunities?  Very different issues.
  • Companies who report highly successful recruiting programs are landing their ideal candidate while those without a successful program are only hiring their top candidate 60% (or less) of the time.
Based on those facts, it appears that companies view their program as “successful” if they land the candidate they want most, not based on fewer days to fill a role.

 Let’s get social….

Where does social media fit in?
 Not surprisingly, social media and HR are still like mixing vinegar and oil.  There is some brief connection, but overall, they are separate.  Based on the survey responses, LinkedIn appears to have the greatest draw for HR professionals.  They are still using job boards like CareerBuilder and Monster though.  Who knew that job boards weren’t dead?

Relocation

Most surprising to me is the number of companies that do not offer relocation.  According to those surveyed, “over one in three HR professionals report that their companies have no relocation package at all.”
It seems that companies would realize that offering relocation for key or “hard to fill” roles would be the best way to attract the most talented candidates.  Still, I think there is the fear of the unknown when it comes to offering relocation.  I’ve also known plenty of HR pros who work where plans are offered but that there is no follow up or information for spouses or with regard to education for children.  Even in my past experience, when relocation has been offered, there was never any consideration given to assisting in the sale of the candidate’s existing home.  This has to continue to be a major consideration for candidates.
As you can see, the importance of recruiting and relocation need to be top of mind for HR professionals.  Be sure to check out the full survey results HERE.  What are you seeing in your organization?  How well is your recruiting program faring?  Do you offer relocation?  Be sure to share in the comments.

Life Logging Your Organization: The Value of Performance Reviews

hrhappyrhourAs a career HR practitioner, I have been involved with many types of performance evaluations.  I’ve worked at companies where they are very important and tie directly to compensation and promotions and I’ve worked where they don’t.  Being part of the broader online HR community has also brought many discussions into my life about this topic.  It has also been a topic we’ve debated at HRevolution in the past.
Today, I want to share a new, evolving vision of performance reviews.  In our most recent HR Happy Hour podcast, Steve Boese and I welcomed Eric Mosley to the show.  Eric is the CEO of Globoforce and author of the new book  The Crowdsourced Performance Review: How to Use the Power of Social Recognition to Transform Employee Performance.  I have been a fan of Eric and his view on employees, social and performance for many years.  I remember being very influenced by him when I first heard him speak in 2010.  Check out that review HERE.
Fast forward to 2013 and he again brings forth a forward-thinking view on performance reviews.  Listen to Eric talk about the reasoning behind the move to crowdsourcing performance feedback and the benefits to your organization.

HR Happy Hour: The Crowdsourced Performance Review