Ideas of How to #WorkHuman Today

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 HERElogo_light_backgrounds2

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…

 

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

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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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Don’t Ask “Gifted Employees” To STRETCH If You Don’t Mean It

In elementary school I was considered a tenacious student. I was advanced in many of my subjects and became bored with the status quo.  Never afraid to voice my opinion, I was the kid that only had one question.  Why?  I never understood why a teacher had to give me constant direction and I really only liked the teachers that gave me room to think.  I also wanted to lead the other students.  I wanted to organize them for projects and sometimes, for protests.   If you’ve met me, there will be no surprise there because it really still describes my style and approach to life.

giftedI share that story because when you were considered “gifted” back in the 1980’s (and maybe even today), schools would put you in a special program to hopefully provide challenging learning.  Ours was called STRETCH.  I remember going to take the test to determine whether or not I would be accepted into the program.  I was in the third grade.  I recall that one of the tests involved a whole page of circles and the instructions were to use lines to make the circles into something else.  Well, being the creative thinker I am, I didn’t make the “normal” or expected clock or basketball.  I added lines to the outsides of the circles and changed them into lemons and balloons.  I changed them into objects that had circles inside them.  I truly thought “outside the box”, or circle, as it was.  Well, turns out, that was too radical and I was not accepted.  The next year when I went to take the test, I drew all the expected items like clocks and basketballs.  I was quickly accepted into the program.

The significance is that even then, I learned that people really don’t want your creativity.  They say they do.  They may test you and tell you they do.  But, when real creativity comes out, they become afraid and push you back into the box you popped out of.  It’s disheartening.  I’ve seen this happen in every job I’ve ever held.  Employers usually want creative conformity.

So, what does this mean if you’re heart and mind make you a highly creative thinker?  

Well, as I see it, you have choices.  You can conform to the status quo and be unhappy or you can let your creativity shine and maybe not have solid roots planted for very long.  To me, the world needs the risk-takers, the people who push limits and who want to bust up the status quo.  You wouldn’t want  a whole department of us, but one or two may be just the spark you need to turn your department or organization around.  At any rate, the lesson is not to ask employees to be highly creative if you don’t mean it and don’t plan to support it.

What do you think?  Are you highly creative and if so, how has that impacted you at work?  If you’re not, how has hiring highly creative people worked in your organization?  Did they make it long term?  I’d love to hear your comments.

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.

Are You Stressed Out? How To Cope Today

Image from timeshakers.co.ukIn business, we are constantly told that we need to see the big picture.  We are reminded to set long-term, meaningful goals.  We are considered successful and are rewarded when we can take a vision and turn that into reality over the course of time.

But sometimes, when the stress in our workplace becomes too much, you just have to make it through the day.

Start by reminding yourself that we all have those days where we can’t set the world on fire.  Sometimes it’s about just checking off a few tasks and not thinking about the big picture at all.  It’s how we cope.  Then, there are those times we get so wrapped up in the moment that we put far more time and energy into a short-term situation.  It may be because we are under the weather, burned out, or just needing a day of “routine” vs. strategic planning.  But, having those days does not mean you are not a great leader.

Here are some benefits of just being in the moment:

  • Tasks- It can be a great feeling to have a list of tasks a mile long that get checked off.
  • People-  Taking a day to catch up on all those calls you’ve been meaning to return can leave you feeling like you accomplished more than you expected to.
  • Self-  You can give yourself permission to feel ok by doing a solid day’s work.  You can feel satisfied that you still did a good job.

I don’t think it does any leader benefit to always be pushing ahead at 100 m.p.h.  It just leads to being burned out.  Take those days once in awhile to get through a more “routine” existence.  It may just be the little bit of rejuvenation you need. I find that reading up on suggestions of how to cope better sets me on the right track.  I like the article “Why Stress Management Is So Important For Your Health” by Dr. Isaac Eliaz.  What do you think?  How do you handle those days when you’re stressed out or unmotivated?  Share your thoughts in the comments.

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.

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!