‘Workplace’ Articles at Everyday People, Page 9

Get Rid of Doubt !!

Another great week happened when I was talking with another one of my peers who was facing a tough challenge at work. She is in a senior HR role and was asked to talk to other senior managers about how roles are defined. She and I chatted and she had a solid plan and approach to have this tough conversation. It was balanced, professional and didn’t seem presumptuous which was a concern because she wanted to do well in working with this team.

As we were wrapping things up she said a telltale attribute that haunts HR pros – “I wish I didn’t doubt myself and felt more confident about this.”

Please understand that she is an incredible HR pro – one of the best I know. She wouldn’t be in her current role if that wasn’t the case. The difficultly is that HR people, in general, lack “organizational confidence.” We’ve been taught to be the caretaker who is behind the scenes. The person who makes sure that peace and stability are the norm.

There’s nothing wrong with those attributes. However, they can’t be what you lead with. Being confident in what you do is essential and is needed if you wish to have credibility with Senior Management, your department and with employees. If doubt is your lead in how you approach HR, then you won’t be seen as a resource worth engaging. In fact, people may avoid you, and HR in general, because they think you’ll be unsure of yourself.

You have to note that being confident doesn’t mean being arrogant. You can practice confidence with humility. The key is not only to be confident in who you are and what you do, but also to remove doubt. Doubt occurs most when you feel you are on your own. A real challenge in HR is that so many people are isolated as “departments of one” or they are not connected throughout their organization. Some of this is based on how HR is designed within a company, but some of it is by choice.

I’ve never come across another profession who feels that can’t be connected. What’s keeping you from doing this? There are a myriad of ways to be connected to each other, and it’s worth the time you invest in making this happen. I think one of the main reason’s we don’t connect is that we’re waiting for someone to make that first step and reach out. This is an obstacle that doesn’t make sense to me. In a field where we are meant to be WITH people, what would keep us from being with each other?

I have worked for years to build a network of people who are friends first, but they started out as resources. I had doubts in what I wanted to try in HR and I had to bounce my ideas off someone. Now, I have a true web of people around the globe that I can reach out to – and I make sure to do that often. I still face doubts, but have replaced it with confidence because I know that the friends I have in HR will be there to lift me up, lend an ear and are willing to question and/or disagree with me.

It’s time for you to get rid of the doubt you face as an HR professional. Reach out and connect to others. Don’t wait and keep trying to do things on your own. Don’t let doubt ever creep in again. Make connections that matter and build the confidence that others have in you !!

Just a few degrees !!

This past week I had lunch with one of my HR peers. I always enjoy spending time with other folks who practice HR because we normally don’t have people that we can talk to within our own organizations. It doesn’t mean we’re isolated, but it’s hard to talk “shop” with others who don’t do what you do.

One of our “rules” when we have lunch is to share what’s going on candidly and then talk about solutions (if you can reach them.) She was telling me about her challenges in moving the company she works for in a different direction. I admire what she’s doing even though she has expressed that she feels like she’s hitting walls.

As we were sharing, she said something that was a true point of clarity for me. She stated, “I feel like I’m on a giant ship and if I could turn it just a few degrees, I think I’d see amazing things happen.”

Stunning. Really, it is. She captured what most of us in HR struggle with when we look at how to have change occur that is meaningful and sustainable. Too often we design and launch massive programs and initiatives which cannot last. The energy and effort that is needed to keep those types of efforts going fades quickly because people either can’t make the time to do what is implemented, or they just drag their feet some to wait for it to slip away quietly.

What could you accomplish if you implemented change in small doses? I know that much has been written about company culture and there are camps that say it exists and those who only think it’s a catch phrase for HR. I’m one who is a proponent of cultures and I love to see change be directed because change will occur whether you want it to or not.

You see, small change can yield big results !! The difference in this approach is that you have to break it down to individuals instead of trying to canvas an entire organization. I have a belief that HR should be practiced in pieces that will build to a whole. This runs contrary to most people I know in the field because it’s not how we learned HR.

The truth about breaking HR down reflects what my friend shared. Changing things by a few degrees is attainable. It also gives you the ability to see cultures shift ever so slightly and stick. Over time HR and the company can be headed on a new course and they will subtly break out of the patterns that often hold us in a stagnate pattern.

So, this week, clear off your desk and scrap those monstrous themed initiatives. Break down the components of what you want to do and pick one. Introduce it. Nurture it and let it grow. As it sticks, start with the next one and continue. Remember, you can change a ship by just a few degrees !!

What’s Your Culture Type ??

I’m a donor, a blood donor. I’ve been doing it for years because I had an incredible example who did it well before I even thought about giving blood. My grandfather lived in the mighty metropolis of Luckey, Ohio (now at 1,013 people). My brother and I were raised by my incredible grandparents as my mom worked and went to college. Our father passed away when I was four and my brother was two.

My grandfather was a dairy farmer who also raised crops. He was a person who I admired greatly because of his humor, his outlook on life and his work ethic. Growing up on a farm is something that I know shaped me, and I cherish every moment of those years with him.

On the brim of his hat, my grandfather affixed pins representing the gallons of blood he donated. He kept his hat a hat rack near the front door. One day as he put it on while walking out to the barn to care for the cows, I asked him what the pins meant. He said he donated blood and I had no idea what that was. I said, “If they take your blood, won’t you run out?” Without missing a beat he said, “Heck no Steve, God gave me enough blood for everyone. I’ll always have what I need.” Then he laughed deeply and we went out to the barn.

As soon as I was able to donate as a teenager, I started giving. I’ve been fairly regular in doing this and just gave again recently. In the mail last week, I received my next pin. I am now up to seven gallons. I might catch Grandpa in a few more decades !!

The great thing about giving blood is that they tell you your blood type. This is necessary for you to know because some day, you may need help from somebody. My blood type is O Negative – the universal donor. Kind of cool that I have “enough blood for everyone.”

Your workplace has a culture type too. The question that comes up is – do you know what your culture type is? Does it fit everyone?

I’d like to tell you about a “new” culture type that Paul Hebert and I are introducing called #HRPositive !!

We’re both a bit tired of people tearing down HR thinking that by doing this, it will build up the field in the end. When has this ever worked? How does approaching HR negatively and ripping it up for its faults, which it does have, improve what we do and who we are? Who sits back and says, “Man, if I could find a job that wallows in misery all the time, I’d be set with my dream career ??”

Enough’s enough. I have always believed in being positive. It’s not a shtick or some social media persona. I also am a huge believer that HR drives the culture of an organization. We do it through our behavior and approach. I don’t know about you, but I have seen being positive work with people almost every time you interact with them.

We’re taking this seriously and would love to have you join this movement. We’re looking for examples of HRPositive that is happening in workplaces, in social media and anywhere we can find it. We’ve started a Linked In Group called “HRPositive” that is open to folks who want to see the tide turn back to HR being a great field to be in. You’ll also see us use the #HRPositive hashtag on Twitter.

So, would you like to be a culture donor? We’d love to see Human Resources be practiced in a way that encourages people, engages employees and moves companies forward. Remember – we have enough energy for HR to be positive for everyone !!

The Silent Trap.

The work week starts and I’ll bet you do things in a certain pattern that has little variation. It’s great to be organized and have methods of doing your work. It keeps you efficient and allows you to perform.

The problem that creeps up on all of us ever so silently is complacency. Most people don’t even recognize that they’re trapped. We continue to do things the same way and never think that stagnation occurs. How many training sessions state that people won’t make change happen because things have “always been done this way”?

The other side of this spectrum is change. There are countless articles and books on being a “change agent” or some other catchphrase. If change was normal and regular we’d never have the need for the term “out of the box” because it wouldn’t seem like an anomaly. Doing something different takes effort and energy. It’s not easy and never has been.

Staying stuck in an endless rut is a real concern. HR is a master at this because the nature of the majority of what we do is to reduce variation. There’s no consistent reason for this, but it has become the traditional way to practice. We seldom shift in any dramatic way when it comes to our systems. We may edit or tweak things annually because we’re “supposed” too, but it’s insignificant. Most people strive for comfort themselves and want the environment around them to be comfortable as well. This isn’t wrong, but it is narrow.

I like being uncomfortable. I really do. I don’t like to stay in the same patterns if I can avoid it. Please understand that I think that being uncomfortable is a personal choice, and I try to keep it in how I approach life. I’ll travel different ways to work, order an entire menu over time, and other little things that keep things new. I also surround myself with others who are comfortable in being uncomfortable because I learn from their diverse perspectives and outlooks on many different areas of work and life.

There is so much that can, and should, happen in HR. We have a natural playing field because people are fluid and moving. They may seek stability personally, but when you work in HR, you work with a vast array of humans who are all different and unique. This is one of the main draws of the profession that keeps me energized and passionate. The idea that you can encounter another person who is distinctly different than you every day is fascinating !!

Do your systems have cobwebs? Have you taken a risk and blown something up in how you practice HR? How is your department, role, approach designed? Do you know . . . or do you just follow the same steps you ALWAYS follow?

If you keep doing things to be comfortable, you will miss the variations that are occurring all around you. It’s not that you’re negligent, you just won’t see the changes because they will fall out of your line of sight.

This next week be intentional and do something uncomfortable. I don’t know what that is, but you do. If you consciously do this on a regular basis, HR will remain alive and colorful for you. Isn’t that better ??

It’s time to act because the trap will silently grab you if you don’t.

Stop Adding Bricks !!

“All in all you’re just another brick in the wall” – Pink Floyd

The incredible double album, The Wall, was released my senior year of high school. I listened to it endlessly. It is still one of my favorite sets from one of my favorite bands. During college I worked as a Resident Assistant and we had “Cool Steve’s Movie Night” every year. We played the movie of The Wall each year at midnight and sang every word of every song !!

(Pardon the nickname. It was given to me because I ran things differently in the dorms. I was practicing my brand of HR even then and didn’t realize it.)

The theme of the movie and the album was that seen from a character who felt every situation in his life kept building a wall that continued to constrict him. It’s not a cheerful way to look at life by any means. However, it seems to be how many people see life . . . and HR.

Too harsh? Tell me, have you had this happen? You walk into a room and people rustle and say, “Shhh, here comes HR.” Not a great feeling is it? Have you ever noticed that when people do this, they never say your name. It’s honestly the most impersonal comment anyone could make in the workplace, and it paints us in a poor light.

We rarely counter this comment. In fact, most of the time, we try to deflect it, ignore it or work around it. I think that we need to step up and not allow this attitude towards us anymore. However, there is a key thing that needs to occur before that happens. We need to quit adding bricks to the walls of our organizations. We do this all the time in the majority of our human resources efforts. We have the best intentions when we put out policies and procedures, but to be honest we manage to the exception. We have supervisors who see a small fraction of people behaving in ways they don’t like and they ask for another layer of bricks to be added. This is done instead of expecting people to talk to each other and address situations as they occur.

Honestly, it’s easier to pen another policy and lay more bricks than it is to face human interaction. However, it is our job as HR professionals to show people how to interact, listen and address people. We should refuse to pen one more item that builds the barriers in the workplace we already battle.

I recommend that you follow a test I call, The Three “O’s”. If your actions hit any of these three, then don’t do them. Come up with another alternative. It takes effort, but it works. So, don’t move forward with policies or procedures if they:

Obstruct

Are your efforts causing more obstacles for people to do their jobs? Have you considered how these methods affect performance? Chances are you’re only developing layers of rules which won’t be practiced consistently. Play out how things will affect others before you are quick to implement them.

Ostracize

Evaluate how many people your policies and procedures actually apply to. If you see that you’re addressing a small minority, then step back and refuse to add it. This is a poor business practice not just a narrow HR practice. Companies should not have systems which only impact a thin ribbon of the organization. The same is true for HR. Remember we are business people who practice HR – not the other way around.

Obfuscate

This word even sounds clunky !! It describes when things are obscure, unclear or even unintelligible. Have you even looked at your policies and procedures recently? There is an old mantra from the world of education which states “publish or perish.” HR falls into this trap by writing more and more rules for people to follow. The lack of clarity that occurs is a huge brick in the way of people understanding their roles and what they are to do.

This week take a look at your HR practices and see what walls exist. Apply the Three “O’s” test and then start taking those bricks down. When you do this, the next time you enter a room people will be geeked to see you and call you by name !!

Who Will Speak for Me ??

A little over a week ago, I lost a dear SHRM HR friend and peer, Sharon Connell-Rick from North Dakota. It is tragic because Sharon was a victim of domestic violence. I don’t pretend to understand this in any logical way whatsoever. It hurts to know that a friend is gone and that a family is going to face incredible challenges going forward.

The situation has given me time to reflect about my own relationships, humanity, mortality and role in HR. Every day I go to work with literally thousands of employees who are facing their own personal situations that may be burdens or joys. I pass each one of them wondering how they’re doing and also if they’d be willing to share what’s going on. It consumes me at times.

I don’t want to know dirt or pain. I want to check in and give them someone who will be their voice in their location, their department and our company. For if HR isn’t the voice of the employee, who is? You need to note that if you choose not to speak for your employees – someone will. You may not want that to happen !!

I hadn’t talked to Sharon in over a year. It was at the last SHRM Annual Conference in Orlando. I don’t know if talking to her more regularly would have changed anything, but I just wonder if she had someone who spoke for her?

As people, we were created to be connected and there for each other. In the workplace, we downplay this fact and rush to our cubes to make sure “work” is being done. Also, when we talk about HR we spend our time either in the transactional trenches or in the lofty strategy speak in the constant chase of organizational validation. Let me be candid. We’re missing the boat.

If we aren’t in our roles to care for others, truly care for others, we shouldn’t be in HR.

This isn’t the claptrap catchphrase of putting the “H” back in HR. I hate hearing that. It’s contrite and dumbs down who we are and what we do. We need to be humans all the time and not just in the workplace.

If you aren’t caring for others, it may be because you feel someone doesn’t care for you. Let me put aside that concern. If you’re in HR, I care for you. If you share in this great profession, you have someone who wants to be there for you and walk with you in what you do. We are called to be the caretakers of our people.

If someone wants to challenge this as some fluffy Kum By Ya approach, try this on. If HR truly cared for your people and listened to them and helped them be better humans themselves, wouldn’t your company be better? I can’t think of a stronger value added facet for any organization. Period.

To do this, we have to adopt a new behavior where we haven’t been consistent. When I talk to my peers, they share about how people bother them and if they have to listen to another problem, concern, bitch, etc. they’re going to explode. Stop it. We need to be present for our people and for each other.

So, when you’re with people, put your phone down, stop staring at the computer screen or looking over their shoulder wondering when this conversation will stop. You need to be present when they’re present !! No exceptions. The person standing before you needs to be your focus, not your step to the next thing that’s “more important.”

HR friends, we can do this and it’s needed in our organizations and in our profession. We need to be present for each other and connect more than we currently do. It’s imperative that we are there for each other so we too can make it through the ups and downs of life.

I choose to speak for my employees. Will you join me in speaking for yours ??

The Soul of the Company !!

This past week I was fortunate enough to lead a workshop I created on developing an HR Brand to an HR chapter. This was an attempt to differentiate from “employer brand” and “employment brand” which are both important. The focus of the workshop was to get HR to own who they are professionally and also within their organization.

Any time I get to speak to my peers, I get more Geeked than usual !! The ideas were flowing and the mood was light. People love to share and one of the exercises we did was intriguing. I asked the attendees to make a side-by-side comparison of how they viewed HR and how others viewed us.

Everyone jumped into the list, and it took the turn I expected. The “others” side of the list filled quickly, and the answers weren’t positive. In fact, one person even had to remind his table that they should at least come up with some answers on how HR viewed itself. Unfortunately, this breakout supported the approach of most people. We tend to think negatively initially even if that’s not who we are. Negative thoughts and situations surround us in the majority of our activities. You have to work on turning the tide so that this isn’t how you approach HR or life !!

To help everyone try this I asked people to list how HR viewed itself. And then it happened. One person shared, ” I think HR is the Soul of the Company !! ”

Her answer drew audible oohs and aahs. People truly enjoyed that perspective and it made me think. What if we WERE the soul of the company as HR?

I think this makes sense because this has a deeper meaning and impact than culture. The “soul” of an organization should capture and embody what the company values. It is also appealing because every company’s soul is unique just as it’s people are.

Too often HR is seen as soulless and I’d love to see that turned around. The key to making this happen has to start with us personally. Senior management can’t bestow this upon us, and we shouldn’t look for them to do that. What should the soul of your company look like? It’s a bit conceptual, but there are a few factors you can consider.

First of all, you would be the “center” of all of the people activities and interactions in the company. You could assist people on having healthy communication that was consistent and productive. Many companies aspire to have this happen, but it’s an area where we can all improve.

Secondly, being the company’s soul would bring depth to what you do. We spend way too much time on surface items because we feel that’s where HR should be because it’s “safe.” It actually distances us from others. Taking the time to get to know our people more deeply makes us vulnerable, but it’s worth it. People have been coming to work forever with little to no meaning. They look for ways to connect, and we should be that connection !!

I think this is a perfect way to position HR. We have a chance to look internally first to see what our soul could be and then we could integrate that throughout our company’s culture. We all have it in us !! Let’s try it and see what happens !!

How’s Your Tank ??

As you read this, you are facing another workweek. What’s your attitude going in? Is it positive, negative, anxious? It’s interesting that we’re always concerned with how we face the workweek, but what about all of the other employees? They also have the same opportunity to decide how their workweek starts.

We’ve become numb when it comes to the workplace. We go through the same patterns and motions as we enter each day. There is truly very little variety. When there is any significant change, we are really thrown off. We want stability and things to be predictable.

But, have you asked yourself if your predictable pattern is healthy or not?

I’ll be honest, I take my amazing work environment for granted too often. I was reminded of this when a dear friend of mine, Brian Griffin, and I crossed paths at a favorite coffee haunt one day before work. As we headed to our cars, he said, “Have a great day !! Remember, you become like the tank in which you swim.”

I couldn’t get this thought out of my head. The workplace is the tank that we jump into everyday and the people we work with are swimming right along side us. If I asked the others around me, what would they say about our “tank” ??

The work environment is a key indicator of your company’s culture. We spend an incredible amount of time in our lives at work so it shouldn’t be something that is just taken for granted. HR has the prime opportunity to work on the fish tank and make sure that it’s healthy, inviting and fun !! Did you recognize that last word . . . “fun” ?? It’s something that can happen.

People want to enjoy their workplace. They may still come to work if they don’t, but that doesn’t excuse HR from trying to change that. So, what things could you address that keep people from enjoying their work? What are things that are within your reach that could be changed with a simple move?

The challenge in making this come to life is that everyone’s workplace is unique. There is no one size fits all formula to make this work. That allows you to be creative. How exciting is that?

This week step back and take a look at your workplace. Evaluate if it is a place where people enjoy themselves and look forward to coming in. If it needs some cleaning, then do that as well. HR should own this.

From now on, before you go into work, ask yourself – “How’s my tank ??”

Be a Builder !!

When I look at the vast field of HR, I have to say that I am swayed to the power of Culture more than other facets. I truly believe that people decide to either stay at a company or leave it because of its culture.

Cultures vary with each company that exists. In fact, you could even note that each department within a company has its own culture. With so many different environments, it seems difficult to think that we keep trying a “one size fits all” approach and think that it will work. There are too many factors to take in, and it’s honestly exhausting to try to make everything fit.

In the past, I thought that changing the culture in an organization was the answer. I fell into the mythical trap that things can only get better if things are viewed as wrong and then fixing them. That is extremely presumptuous when you step back and think about that. To think that a culture can only improve if it’s first destroyed devalues all that has been in existence before you were part of that culture yourself.

This week something hit me like a ton of bricks. It was an actual Aha moment !! What if you built your culture instead of changing it ??

You may argue that this is semantics, but I don’t think it is. Building a culture is working from the environment you currently experience. I’m not saying that everyone has the best culture, but it is what you have to work from. If you have a construction approach and not a destruction approach, you can see where there are opportunities to build. Think of how healthy you would be as an HR person if you were adding to things instead of limiting them or tearing them down.

You need to understand that this is contrary to how we currently practice. We are doing way too much justifying and reporting in our roles. Reporting is important, but reports exist because of results. Without actions that generate results, your reports are shallow and mundane. If your focus were to evaluate, take some measurements and see how areas of your culture could be enhanced and improved, imagine what could happen !!

We are always looking for ways to enjoy what we do, and this can be the start of building our profession to be even better. It takes some risk to see things positively and differently, but it’s worth it.

So, this week strap on your tool belt and your hard hat. There are cultures out there where you can be a builder !! They’ve been waiting for you to get started !!

Image courtesy of People Matters (one of my fave blogs !!)

Sorry, We’re Closed !!

This weekend, my son took a giant step of leadership and initiative !! He began work on his Eagle Scout project. He started building a shed to replace a POD for the Animal Friends Humane Society who currently has to pay to have the POD for food storage for the animals. The project is massive, but he is more than able to take it on. Have to say the “proud father” tears often swell to the surface when I think about how amazing he is !!

One of the keys in doing a project like this is that you get first-hand experience on when things go well . . . and when they don’t.

Josh had ordered the shed from one of those big box hardware stores and everything was scheduled to be delivered on site (a mile from the store) the Friday before his first workday on Saturday. We stopped by the store on Friday night just to make sure that everything was ready. The shipping supervisor looked a bit confused and dumbfounded when Josh asked about the delivery. It looked like it was “supposed” to have happened, but another employee hadn’t entered the firm delivery in the computer, so it didn’t exist.

Another key to an Eagle Scout project is to adapt.

Josh asked if we could compromise and get a rental truck and get some of the material to make the shed’s base and floor for the next day because people were scheduled to come and help. The store agreed and waived the rental fee for the truck and apologized for the mistake and confirmed that they could deliver the remainder of the materials on Sunday. Josh added an extra work day, but still moved forward.

On Saturday morning, we arrived to get the rental truck and pick up the material for the floor. We were directed over to the lumber yard, and we were the first customers for the day. A young man in a Security shirt came out of the guard shack and the following happened.

Guard: May I help you?

Steve: We were told to come back to the lumber yard to get material.

Guard: Sorry, we’re closed.

Steve: What ?! (confused and frustrated from the original delivery being mixed up) They told us to come back here.

Guard: Sorry, they must have told you the wrong information. We’re closed.

Steve: But we need to get the lumber. You don’t understand, we have people . . .

Guard: It’s okay. I’m just messing with you. We’re open. Come on in. Can I help you get to where you need to go?

We busted out laughing !! The young man saw that we were in a hurry and had to “get things done.” He noticed we were missing out on starting the day getting some material to do some project. We weren’t there to enjoy the experience and he was supposed to just do his job.

The thing is – he was doing his job better than anyone could have imagined !! He chose to take a rather mundane job (checking people in and out of a lumber yard ALL DAY) and make it enjoyable. I loved his creativity and told him that I appreciated his approach.

I’m sure if typical supervisors had seen this interaction, the guard would have been coached if not disciplined or terminated. We want people to WORK and be productive. We have spent years beating the passion out of people, and yet we expect them to bring the workplace to life through their jobs.

I had to come back later Saturday morning, because you always have at least 3 return trips to hardware stores during a project, and I saw the guard again. I couldn’t resist, so I said, “I see you’re open now !!” He didn’t miss a beat, “Yeah, you just caught us because we were closed ten minutes ago.”

HR needs to take note to give employees permission to love what they do and who they interact with. Work would be a better place if we looked at how to make people smile in what we do regardless of our role.

That young man made our day !! I’m sure glad he was “closed” !!