I was looking through some notes I made a couple months ago about employee engagement and how I interpret it.  In many organizations, employee engagement is looked at as the relationship between the employee and the company.  In actuality, it goes far beyond this and is the relationships that an individual employee builds with colleagues and clients that truly indicate how likely the employee is to stay with the organization.

Engagement is not something the company can “do” to the employee, it is a set of behaviors an employee must embrace in order to make the connections that will be lasting.

As I look at the list this morning, I notice it is a summary of ways we can be a better team member, a way to make a department better and even a way to address problems when you are not properly aligned with the expectations of a leader.

Ways to foster your own engagement

• Volunteer to do more
• Be more active (in the group, the topic, etc.)
• Look for ways to improve, then implement them
• Take ownership for what goes well and where you need to improve
• Get “fired up” and use your passion
• Be loyal
• Build trusting relationships

The take away for me, and maybe for you, is that many of the things we can do to foster our own engagement in a workplace or some other activity we pursue are the very things that will help us build relationships and work better with people.

What do you think?  What would you add to the list?

“Teamwork is the ability to work together toward a common vision.  The ability to direct individual accomplishments toward organizational objectives.  It is the fuel that allows common people to attain uncommon results.” ~Dale Carnegie

“Sticks in a bundle are unbreakable.” ~Kenyan proverb

Today, I am thankful for all the sticks in my bundles and teamwork is on my mind.  There are a couple things in my life right now that are reinforcing the importance of a strong team.  One is work, the other is personal.  From a work standpoint, it is my position at St. Louis Children’s Hospital.  The teamwork my colleagues demonstrate inspires me every day.   Never before have I felt such a strong pull of a team.  Sure, we all hear the lip service about being on a team, but have you ever REALLY experienced it?  I’m not sure I have.

Until now.

What are the elements I view as critical to being a team?

• Mission- Working with a group of people who have clear mission and who actively keep each other on track by ensuring we provide service that clearly links to the mission
• Communication-  Open lines of communication and knowing your opinion will be heard
• Respect-  Acknowledging the experiences of individual members and embracing them

The other team I am on is personal….my HRevolution team.  Working with Steve Boese, Matt Stollak and Ben Eubanks is wonderful.  Each of us volunteers our time to work together toward the common mission of pulling together an event for you~ the HR and recruiting professionals we want to interact with.  If you’re reading this blog, HRevolution is for YOU.

And, much like a work team or athletic team, the HRevolution team is focused.  We’ve got our goal, we communicate every day, and we have the utmost respect for each other and the strengths and abilities each individual brings to the table.  It’s a great feeling to be part of that.  And, we want YOU to be part of that.  Be sure to check out the HRevolution registration site and register for the event on October 2, 2011 in Las Vegas.  Tickets are going fast and who can pass up a conference for $150?   And this year you have two options.  Come one day for HRevolution OR stay on for the HR Technology Conference.  We’re partnering with them to bring you a great discount for both events.  

Registrants for HRevolution – Las Vegas will receive the largest discount code good for $600 off the onsite registration rate of $1,795 that can be applied to the HR Technology Conference registration. That’s the biggest discount available, so register for HRevolution today and we’ll send you your discount code for the HR Technology Conference!

I am not a cheerleader.

Well, I actually was as a young girl but I quickly determined that I am not the “type”.  I thought that being a cheerleader meant putting on that fake smile, making sure I had proper cheerleader form and basically doing something that I was not sure that anyone really appreciated anyway.  It just didn’t feel like me.  I did it for a couple seasons then, put my pom poms down forever.

Until now.

Turns out that I’ve learned I’ve been a cheerleader all along.

You heard it right.

I was recently asked to be a cheer coach for my daughter’s squad of girls ages 5- 11.  I accepted even though I was worried because the last time I performed a cheer anywhere was in 1982.  I am working with two other coaches, one who was a championship cheerleader and one who, like me, is not.  After talking with the other coaches, we determined what strength each of us brought to the team.  Then, we used that strength to coach our girls.  My strength is organizing, helping break down training into the most manageable size for the person learning, trying new techniques of teaching and finding a way to make each girl feel special.

I realized that I am THEIR cheerleader.

And, isn’t that the real role of a coach?  To teach and to let the learner try out the new skills.  To encourage all along the way.  These are the same ideas and principles I apply at work each day and the same role I try to play in projects I am part of like HRevolution.

I wish you could have seen our practice last night.  Girls standing in near-perfect formaton, working on sharper hand and arm movements, huge smiles on their faces.  I started by naming a “mini coach” for each cheer so that the girls can help teach and encourage each other.  I worked with my brilliant instructional coach to support her as she taught the team new techniques and cheers.  The girls kept practicing even after our normal practice time had ended.  They were feeling a sense of pride.

So, if you had asked me 24 hours ago if I’m a cheerleader, I would have said no.

Turns out I was wrong.  Go team!

Like any good HR blogger, I read other HR blogs.  One I love to follow is Welcome To The Occupation written by Paul Smith.  Paul is this calm, cool and collected HR Director from Philly that I find addictive from a reading standpoint.  He recently wrote a post called “Why HR Is Hated” and it got under my skin.  I’m not saying that I disagree there are HR pros that employees dislike, even hate.  I just want to elaborate on his ideas and  share my observations on the things HR does that our people love:

10.  HR can be impartial-  Sure, some may confuse this with being “cold” but we’re not invested in the relationships as much as people working in the department.  We can come at a situation with a fresh set of eyes.

 9.   HR can teach the soft skills-  Many leaders go to school to learn how to be successful in business or whatever industry they choose to work in.  They don’t spend time in classes that tell them how to listen, how to be nice or how to show empathy.  That’s where HR comes in.  We can teach this all day long.

 8.   HR believes employees are unique individuals-  HR helps managers and leaders recognize it.

 7.   HR teaches how to give feedback, even if there isn’t a perfect performance tool-  The point is not to teach leaders and staff how to use the latest and greatest performance feedback tool.  It’s to encourage open communication.

 6.   HR Departments are flawed-  It’s true.  We’re just like other departments.  We have good workers and people who could do better.  HR pros have good days and bad days.  Good HR teams admit it and work to improve.  And, we’re not afraid to use our own performance or experience as an employee as an example with an employee or leader who may be struggling.  We’re all in this together!

 5.   HR helps document-  We help our leaders and even staff document incidents that occur.  This cuts down on the risk of something getting out of hand, or someone being treated unfairly or discriminated against.  Documentation can be a good thing.

 4.    HR can save the organization money-  We can cut your recruiting expenses down, reduce your training time and expense, teach you management skills to help retain good workers, negotiate great offers and promotion rates.  We may not generate revenue but we can sure supplement with cost savings.

 3.   HR is not for the faint at heart-  We do all the dirty work and get all the crazy stories under our belt early on.  Believe me, I’ve faced employees with weapons, I’ve been cursed at, spit at, yelled at, cried to, you name it.  I have so many stories I could never even share in print. Who else wants to take this on?  Raise your hand…. nope, didn’t think so.

 2.  Few do it well because….

 1.   It’s hard work! 

*Thanks to Paul Smith for letting me piggy back off his idea.  Be sure to check out his blog.

Blind dates.

We’ve all had them, right?  You know, when you’re in a slump in between relationships and you just can’t seem to meet the “right” person.  Suddenly, your mom, sister, or friend knows of someone who “would be perfect for you”.  You mind begins racing with images of the worst possible people to be paired up with.  Are they smart, funny, or friendly?  Are they desperate?  Are you?  You agree and proceed to spend the 6- 8 most miserable hours of your life staring at someone who picks their teeth or has strong views on everything from politics to breakfast cereal.

Then, there are the blind dates that really work out.  When you have a matchmaker that really knows both people and realizes there are many commonalities.  This matchmaker takes into account that in addition to the commonalities, there are also some interesting differences that may lead to a great relationship.  Maybe they know that you have always wanted to spend more time outdoors hiking, rock climbing, and skiiing.  They match you with someone who already loves those hobbies.  Perfect.  The matchmaker also is willing to tell you why they think you’re a match.  They give details.  They give you the dirt.

Well, hiring should be like that.  I have read enough articles in my day in Cosmo and Men’s Health to know a little bit about what you need to make the best possible relationship match.  Here we go:

• Tell it like it is-  Now is your chance to set the expectations and say exactly what you are looking for in a person for the role.  Most job descriptions only give you the skills or experience needed in corporate speak.  Get real and get results.  Use job descriptions that say exactly what you want like Daxko does.
• TRUST the matchmaker-  A referral is only as good as the person making the recommendation.  If the employee making the referral is a poor performer, shady, or all-around sneaky employee, I wouldn’t put credibility in their assessment.  Make sure you’re asking those strong contributors who you should be talking to.
• Decode the situation-  Here’s where you need to get the dirt.  Ask specific questions to ensure the potential candidate not only has the skills, but the ability to thrive in the environment.  Dig for as much info as you can.
• Be ready to bail-  Have your exit strategy from the start.  Maybe you get through questioning the referrer and realize that this will not be a match to the position you are filling.  Have a strategy that makes the referrer feel valued but that clearly says this is not the person for the job.  Don’t just talk skills, talk culture.

So, what did I miss?  What blind date takeaways do you have for handling referred candidates?

*Sharing from the archive