Posts in the HR Strategy Category at Everyday People, Page 6

HR is Wicked !!

Last week my wife and I took in a musical. We love to see shows every once in a while and this was one of the best ones we’ve ever seen !! We saw Wicked and were entranced by every single moment of the show.

The story is a much different tale of Elphaba the Wicked Witch and Glinda the Good Witch in the mythical land of Oz. After taking it all in and seeing something “familiar” brought to light in a different way, I noticed a troubling twist to the story. When Elphaba meets the Wizard of Oz, she is put into a position where she is the enemy, and therefore, “wicked” !! The Wizard even states that the people want someone bad so that he can look good. To that point Elphaba was just trying to fit in because her green skin made her completely different than all of the other characters.

I think Elphaba is a lot like HR in many organizations !! She wanted to care for all of the animals in the kingdom of Oz – the outliers of their society. She wanted to use her powers for good, but people didn’t understand what she did or why she wasn’t like everyone else. All in all, she wanted to be included, but others didn’t want to do that. In fact, they forced her to become wicked because they others could “deal with her.”

Unfortunately, HR acts in much the same way. In the end, we too, allow an organization to put us into a box which they’re comfortable with even though we are not. Why is that productive? How does that enable us to practice what we do well in the company? Why have we become a profession that tends to “accept” our fate?

I won’t tell you the end of the show (if you haven’t already seen it), but it’s really fantastic because Glinda and Elphaba sing about how each other have “changed each other for good.”

I think that we have this opportunity as well. In order for HR to “change for good” we have to be comfortable with who WE are and not how others define us. Also, we need to not allow folks to label us as “wicked” – other terms you may be familiar with is “the No People” “The Police” a “Necessary Evil” or the famous “Ssshh, it’s HR !!” Step in and show people that we are far from wicked. We don’t let other employees treat each other this way, and we shouldn’t let other departments treat us poorly either !!

The great thing about HR is that we DO look at things differently !! We bring the human factors of situations to life and make sure they aren’t overlooked. Don’t ever apologize for doing that – ever !!

Wicked has a great ending for all of the characters. The ones who are truly wicked get their due, and the ones who are truly good have the perfect fairy-tale ending. It’s time for HR to understand the good we offer, the good we are and the good in others. It’s not a make-believe situation. It’s WHO WE ARE !!

What’s Your Approach ??

At times Human Resources feels like it moves at an amazingly fast pace !! There may be some peaks and valleys, but each day is more likely a blur. I know many folks who have to double-check their Outlook calendars just to remind them what day it is.

With things moving so quickly all the time, there is the possibility that the field we should love becomes the job that is more drudgery than joy. If you don’t think this is true, go to an HR Conference and listen to the conversations in the crowds. Most of them are not positive and are laced with unending frustration.

There’s a way out of this constant drain of negativity. It does, however, take a huge intentional effort which many aren’t willing to do. It’s not “hard” but it is different from the norm.

It’s all about your approach . . .

Your approach to your life. Your approach to HR. Your approach towards your employees. And, your approach towards others around you.

Let me share an example that just happened. We are entering the SHRM Conference season. There are phenomenal regional and State events that you should check out and attend. I just attended and spoke at the 48th Annual Northern Ohio HR Conference (NOHRC) in Cleveland. It’s a great event full of great programs, business partners and, most importantly, HR pros.

Often when folks go to Conferences, they are much more focused and concerned with which sessions have Strategic Credit, where are the best seats, who should they go see and what is going to happen . . . every . . . single . . . minute. They willingly walk past every other attendee to get to their session without even greeting each other. The session is FAR MORE important than the other attendees.

Having experienced this more often than I like, I opened my session by asking all of the people who came to take 30 seconds and meet the people around them. The energy level in the room jumped !! People started smiling and they shook off the full day of sessions and activities. Their minds were clear, they were ready for something different and we launched.

I shared with everybody my observation that we struggle with HR because of how we approach it. Just like the conference setting, we are so much more concerned and focused on systems, policies and procedures than we are the people who work with us. People who come to work and want to do great work, be recognized for it by person-to-person feedback and also want to see their company succeed !!

The other example I shared at my session was that when I attend an HR conference, I spend my time almost primarily seeking out friends, meeting new people and getting connected to them. I also attend sessions, but usually to meet others. When people go to conferences with me they better get used to delays because I will get, and give, countless hugs, handshakes and hellos.

You see, PEOPLE are my approach !!

This isn’t an admonishment, it’s an opportunity. People make us who we are as a profession and it’s the most fulfilling approach I know. So, this week, drop one system. Ignore one policy. Skip one procedure.

But . . . approach EVERY person with a new view !! I guarantee you’ll love it !!

Image courtesy of Dragyn Studios

Mr. Browne Goes to Washington !!

This seems to be a “bucket list” kind of year. I was fortunate enough to be elected as part of the Membership Advisory Council (MAC) for SHRM. I get to speak at SHRM National in Orlando this June !! And then, there was this past week . . .

A few weeks ago, I was sitting at the Xavier University men’s basketball game with my wife when I got an e-mail from the SHRM Government Affairs group asking me if I’d consider testifying at a Congressional House Committee. I was very moved and humbled that I was asked in the first place. After I got over the rush of the moment, I had to consider if I should do it or not.

I believe in Advocacy by HR professionals and have done this at the State and Federal level for the past several years. I think we forget that we live in a country where we are allowed to share our viewpoint and participate in our government. It’s somewhat intimidating, but I have found that the representatives and their staff are longing to hear from our community because they don’t hear enough from practitioners. They do hear from many lobbyists with various special interests, but they don’t get our perspective nearly enough.

So, after clearing it with my incredible employer, I said, “Yes.” I went through an interview with staff from the Committee, and last Wednesday morning I was sitting in the Rayburn Building at a long, wooden table in front of a microphone, a timer with lights and my remarks about to testify on behalf of SHRM. As Chairman Kline called on me with “Mr. Browne,” I took a deep breath and began to share my testimony. The questioning from the Representatives was heated at times. I tried to represent my employer, SHRM and HR the best I could. When it ended, I was relieved and still incredibly excited !!

Trust me when I say that I didn’t take this experience lightly at all. To be a citizen sitting in front of members of Congress is something I’ll never forget. This wasn’t something where you had to side with political ideologies. It was a chance to give a business perspective from an HR pro. I hope that people can see that we are a BUSINESS voice !!

I also hope that SHRM, and our community as a whole, can see there are Sr. practitioners who are involved, are engaged and want to move us all forward.

Here is my challenge to all of HR . . . Make your voice heard !!

If it’s in the context of your department, be heard. If it’s with your employees and your Executives, be heard. If it’s in an advocacy role at the local, State or Federal level, be heard.

A wise person told me once – If people don’t hear from you, someone else WILL be heard !!

HR, your perspective matters. Be confident in who you are and in what you do. This is a chance for you to set the example that you want others to follow. Being passive and hoping that things will change, or evolve, isn’t effective.

By the way, as I walked out I asked if I could take my name tent. The staff wondered why I’d want a piece of paper. I told them that today mattered, at least to me. I took it back and put it in my office so I can always remember when “Mr. Browne” went to Washington !!

Be Relentless !!

This past weekend was phenomenal because I spent it with the 50 SHRM State Directors at the Regional Summit. It’s great for so many reasons such as developing leaders, sharing best practices, learning what successes others are having and the most recent news from SHRM itself.

The true highlight for everyone attending was learning from Jason Lauritsen and Joe Gerstandt as Talent Anarchy !! They showed everyone a valuable tool with the Hack Lab. Hacking isn’t “new” to the business world, but it is lacking in HR and in volunteer leadership roles. The level of energy and creativity was incredible !!

They also highlighted their great work from their MUST HAVE book Social Gravity which break down the immense value of our social capital. When this session was completed, there was a sharing of take aways, and a vast majority of the group shared that they were going to work on being more connected to each other.

In fact, my favorite response came from the North Dakota State Director, Stephanie Winterquist, when she said she was going to BE RELENTLESS at improving her social capital !!

It made me wonder if others in HR would be relentless too? I know that “connecting” is an overused plea in HR blogs, but it keeps coming up because people just aren’t doing it !! As soon as the conference was over, and before I caught my flight home, I sent a Linked In invitation to intentionally connect with the folks from the SHRM Leadership Summit that I hadn’t yet. This isn’t to gather more “friends” or “followers.” It’s to find others who can be resources for you and for you to be a resource to others.

HR will sustain its relevance the more it’s connected !! That is an undeniable fact. So, you have to ask yourself – will you be relentless too? I think it’s time for all of us !!

Giver or Taker ??

Have you ever been unemployed? I have. It’s happened a few times in my life. I’m not talking about transitioning from one job to a new one. I’m talking about not working in your profession. It’s hard.

The reality of the financial implications hit first and you’re kind of taken over by fear. You think that EVERYONE would want to hire you immediately, and that you’re sure to land your next job quickly. That rarely happens. These items aren’t “new” and there are countless blogs and pieces of advice for jobseekers.

However, I think there’s a HUGE opportunity for HR to make a difference and turn the tide for people who are in transition. Likewise, there’s a HUGE opportunity for jobseekers to take a different approach in their search as well. It takes a different mindset for both sides of the unemployment quandary.

I grew up in Ada, Ohio (otherwise known as the center of the universe). It’s a rural village in Northwestern Ohio that can be compared to growing up in Mayberry from the Andy Griffith Show. People are very down to earth and full of sage advice. My Dad has lived in and around Ada his entire life. He pulled me aside one day and said, “Steve, there are two types of people in this world – givers and takers. You need to decide which one you’ll be.”

I know my Dad didn’t come up with this saying. However, he and my Mom have been the model of givers in all areas of their lives. I’ve tried to live this in my life as well. It’s where HR needs to be too in my opinion.

I think HR folks should make themselves available for people in transition. I have been working with people who are between jobs for years. Here’s a big difference – I haven’t hired any of those people, and I haven’t charged them a dime for my time and efforts. Sometimes, I meet for coffee, take a phone call, review a resume or make a call to someone as part of my network. At the HR Roundtable I facilitate, people in transition are welcome to come, share their resume and network with HR pros to show others that they have always been talented pros themselves. I truly get geeked when a person sends me an e-mail to tell me they’ve landed !!

You see, I believe great companies who hire great people will be companies that differentiate themselves from the pack. Why wouldn’t I help other companies get better? To me it’s the benchmark for great HR !!

Here’s what I’d like to challenge HR and jobseekers to do . . .

Intentionally network with each other even if the person in HR isn’t hiring. HR folks know others in HR. So, even if the company isn’t hiring, a person may open a door to someone who is !!
Don’t ignore the long-term unemployed HR. Talented people are everywhere around us. Look at people for what they bring to your company, not how long they’ve been between jobs.
Remember to help others first. Too often jobseekers get their next job and forget the network who helped them land. Don’t be a taker !! Be forewarned on this. Folks I know who have only used others to get a job are usually looking for another job in 18 months. Avoid this behavior and keep networking.
HR folks – connect with other HR folks. We still have miles to go before we truly become the “community” people write about. Link In with each other. Follow each other on Twitter. Meet each other in person. We can help others by being more connected ourselves.

Finally, understand that my Dad’s saying is true whether you read this and act or not. So choose who you want to be. I know this – by giving to others, my life is richer every day and I wish the same for you !!

Talkin’ ‘Bout My Generation(s) !!

Something has been bothering me for some time now. When did we realize that we have generations in the workplace? Haven’t we ALWAYS had people from various generations in the workplace?

It truly is disappointing that we have taken to labeling people due to when they happen to have been born. For instance, technically by my birth year, I am at the tail end of the Baby Boomers. I more strongly identify with Generation X personally. But, I would have to say that, I have a touch of Millennial and whatever the newest generation is being called in me as well.

Any time I hear someone in HR bemoan the perceived weaknesses and challenges of a generation in HR presentations or on blogs, I hear The Who and their epic song, My Generation.

Roger Daltrey belts out ” People try to put us down . . . Just because we get around . . . Things they do look awful c-c-cold . . . Hope I die before I get old.”

The lyrics are indicative of how I think EVERY generation feels when they are shoved into a stereotype so that others can “deal” with them. Tell me how this enhances a workplace?

I give a presentation where I bring out a vinyl album, a cassette tape, a CD and my iPod – all of the Beatles White album. (Didn’t ignore the immortal 8-Track, just didn’t have one anymore) I ask a younger person to tell me what the LP is and the answers range from frisbee, to plate, to tray. It’s fun to see how things have changed. What hasn’t changed though is the message !! You see each form of music is just what each generation used to capture it, but the songs are still magnificent in each medium. The same is true about people. It’s just that WE need to look at it differently !!

It saddens me that HR even considers labeling people when we fiercely fight to not do this in every other aspect of our job. I know Boomers who are more hip than Millennials and Gen X’ers that should have grown up at the turn of the 20th century.

Let’s do this instead . . .

We should value the diverse experience, culture, background and age of everyone we work with. Learn who they are as people first versus categorizing them into some box that we think makes it convenient. Quit assuming the worst of people and accentuate their strengths instead !! People who know that you value who they are will automatically be engaged because the focus is on THEM and not their generation.

We work with a tapestry of extremely diverse people who bring an incredible breadth and depth of humanity to work everyday. Any time that HR narrows this, we only lose out. Refuse to be narrow !! Go against the norm and dive into the myriad of generations around you.

Sochi, the Media and HR !!

The 2014 Winter Olympics are in full swing, and I have to tell you that I’m a fan. It’s a chance for the entire world to come together for a common purpose through sports. I’m not a skier, skater, bobsledder, luger or curler. Although, I think being on the US Curling Team would rock !!

With all of the pomp and circumstance, bright colors and international community comes an unfortunate dark side. It is truly almost unbearable to listen to the blathering commentators. During the opening ceremony, one of the visual special effects where snowflakes were supposed to transform into the five Olympic rings failed. It caused a global uproar and Twitter exploded !! In fact there’s an account on Twitter that focuses on the things in Sochi which are “wrong.”

The negativity doesn’t stop with the talking heads of NBC in their studios, during the Today Show or the Evening News. It continues during EACH event !! We’ve never been a country who admires that other countries actually send athletes who also compete alongside us. The coverage is so U.S.-centric that we only get to see an extremely small portion of the actual competition even though it’s hours and hours of TV coverage. Then, during the coverage, the analysts talk about all of the errors people make instead of focusing on how amazing it is that this athlete is representing an entire country !!

I get sick of it. Ironically, it reminds me of how the majority of HR is focused. Entire company cultures go to work each day to focus on “what’s wrong” with work and especially with their employees. I know I’ve been guilty of this because it’s so much easier to be negative vs. being positive !! It has to stop.

Just think what would happen if your culture refused to be negative !! I understand that there are challenges in every workplace. But those are opportunities, not obstacles. HR should make it there mantra that ALL systems that touch, or affect, people in the organization should be intended to encourage, develop or address folks where they are.

If someone is lacking a skill, then take the time to teach them what they need. If someone is struggling with a person/boss/management, talk to them directly without having the approach of “making a case.” If there are differences between people or departments, be the glue who connects the dots and show how to integrate people’s strengths instead of harping on people’s differences.

I could fill an entire post on these types of if/then statements. The key is that we need to be more like Sage Kotsenburg who won the Olympics 1st gold medal of the games and the first in his inaugural event. He was stoked about his performance and his press conference is a great mixture of awe, excitement and “dudeness.”

He only focuses on what he was able to do and how cool it was to do it !! If we in HR, were like this and could be positive and excited about what we did, just think of the possibilities !! Turn off the negative and see what happens. I think you’ll be geeked !!

My Fellow HRians !!

This past week the President of the United States gave the State of the Union address. Regardless of where you stand politically, it amazes me that we live in a country where it’s leader addresses the nation with his plan for the coming year. There are companies who never fully communicate the Strategic Plan for their company let alone an entire country !!

While the address occurred, there were several of us who participated in a chat on Twitter that was coordinated by Lisa Horn, SHRM Director of Congressional Affairs, and Chatrane Birbal, Sr. Advisor of Governmental Affairs for SHRM. It was fascinating to hear people’s takes on things, but the underlying trend of the majority of the entire speech was . . . HR !!

Seriously !! You can break it down like this – Employment and job creation (HR), Immigration (HR), Education and Training (HR), Retirement programs and MyRA (HR), Minimum Wage (HR), Equity in Pay (HR), and hiring the long-term unemployed and veterans (HR).

That’s amazing !! When I read countless posts and articles about how HR is going to disappear or be irrelevant, I have to chuckle because we were the entire fabric of the COUNTRY !!

How much will get done? Hard to say. Will politicians get in the way and muck things up? Probably. Do we have to fall into that same trap of inactivity and infighting ?? NO !!

This is a real chance for HR to have its voice heard within the walls of their companies, their local communities, their states and the US as a whole !! If you aren’t advocating for these issues so they actually hear the perspective of HR professionals, then this is your chance to shine. Look at what’s before you instead of sitting in the shadows and complaining about more things that are forced upon you due to regulations and legislation. I’ve personally advocated at the State and Federal level and it’s invigorating !! Legislators want to hear from people who actually do the work instead of only hearing from lobbyists.

The key you have to remember in all of this is that if you choose not to advocate or raise your voice, someone will who is on the opposite side of what you believe. I’ve seen this personally happen.

You can be an example as well by modeling positive behavior in how you practice HR in your company !!

Look at how you compensate your employees. If there is inequity, address it and be consistent.
Look at the long-term unemployed and veterans groups as pools of talent and experience versus thinking about what they “don’t have” for your company. Investing in people who WANT to work for you is often more valuable then a pretty resume !!
Be knowledgeable about the impact of immigration, minimum wage, retirement programs and training have on your organization. Be the business voice to Sr. Management about these as an expert and stop waiting for someone to come to you. Be proactive !!

I hope you can tell that this jacks me up !! I hope you see the signs that are extremely visible in front of us. The landscape is wide open and it’s a chance for us to step up, be heard and move an entire country forward. I’m geeked and hope you join me, my fellow HRians !!

Some People . . .

” . . . are worth melting for.” – Olaf

My wife and I went to see Disney’s Frozen this weekend. It is magnificent !! If you take nothing else away from reading this post – go see this movie !! One of the best characters, and a real show stealer, is Olaf the snowman. He is hilarious and beautifully naive and caring.

During a key scene, he does his best to keep Anna warm in front of a fire even though he begins to melt. She is worried that he will be harmed when he breaks out the line that “some people are worth melting for.” Yes, I was crying and I’m good with that !!

It made me think of those around me in my life that are in this category. I’m very fortunate to say that there are several. I’m very thankful that I’m surrounded with people who I value and would do almost anything for. I hope that you have people in your life that you would “melt for” too.

In HR, I think we lose sight of this because our focus is often on those that may be challenging or frustrating. We tend to slink back behind procedures, policies and processes because those things aren’t emotional, unpredictable and ever-changing.

If you don’t look at others as someone you would “melt for,” you may want to evaluate why you’re in HR. That may seem harsh or extreme, but I don’t think so. Olaf doesn’t see what he’s doing as a sacrifice, or something out of the ordinary. In fact, it’s natural because he cares for Anna – which should be our focus on everyone we come into contact with.

This is also tough in today’s social environment because the majority of what is being written, retweeted, and shared is self-focused. People beg and seek to see their name and their work publicized. I struggle with this to be honest. I love seeing the work of others !! I learn from others and, in many cases, I’ve reached out to get to know the authors personally and not just treat them as some avatar that is unapproachable.

I’d really love to see this change on the social forums and in the workplace. I think that if we had the approach that we would be willing to deeply connect with others, naturally, we’d find that the “community” everyone writes about would exist as a tangible, viable force. This group would innately move companies, professions, associations and lives forward.

So, can you do this? Will you join me? Is this feasible, or utopian? In the end, I choose to be like Olaf and put myself out there for others because there are some people truly worth melting for !!

Image courtesy of Walt Disney World for Grown Ups

Happy #TimSackettDay Kelly Dingee !!

One of the things I truly hope to see in my HR “lifetime” is that the two communities of HR practitioners and HR folks in Social Media as one body. A great way to do this is to recognize one of our own.

This year’s #TimSackettDay person is Kelly Dingee. Kelly is the bomb and one of the best resources I know when it comes to recruiting and sourcing. She is a practitioner who is not only rocking this facet of HR – she is also encouraging us all to look at things differently so that we make talent relevant in our organizations !! She is a regular contributor on Fistful of Talent (another great resource you need in your HR quiver to regularly read !!)

Make sure that you connect with Kelly. You can find her on Twitter (@SourcerKelly), Linked In and Google + as well as Fistful of Talent.

Recognition isn’t something to be jealous about because the focus is on someone else. Recognition is an opportunity to share and highlight someone who brings insight, value and new approaches. Kelly is one of those folks.

So, please join in recognizing Kelly on #TimSackettDay (another great HR practitioner) !!

I hope that today is just the start of you recognizing the great HR pros that are all over the planet. Remember always . . . We Are Better Together !!