Everyday People, Page 46

All I Want Is You !!

Desire.

It’s an innate human element. Every person has desires about something. You can determine what those desires are typically by where a person spends their time and money. People can say they desire a variety of things or be more focused. Desires are unique. Even if people are wildly passionate about the same types of things, it’s never really the same.

Desire.

It’s something we want employees to have every day when they come to work. There are countless articles, blogs and efforts about employee engagement. When I see these I think more and more of the effort is on getting “buy-in” as to what a Company offers instead of allowing people to bring their desires to the workplace. We aren’t very comfortable with really allowing people to be who they are.

HR spends an incredible amount of its time and focus on limiting behavior and adding stipulations to systems to make sure people comply and fit in. In fact, most managers talk with the majority of their employees only when needed. That includes sitting down for performance reviews, weekly meetings, etc. More and more of our structures force interactions, but they don’t develop communication or bring out the best in our people.

What if we changed ?? What if HR took the opportunity to be less restrictive and chose to work on ways to bring out the best in people? It’s not the norm in our field by a long shot. It calls for more variety and people assume that more variety will bring instability and chaos. I think that’s not true. There is more variability, but that should allow for genuine diversity and not some trumped up program that makes us “feel better.”

Desire.

Think about it. A workplace that is filled with people who can discuss and share their lives. I don’t think this should be a forced effort in the least. However, HR struggles with this too. I’m not sure why we all have relationships, friendships and interactions rather naturally as a social norm, but we don’t try to foster that in the workplace. I think that if we took the time to not just “talk” with people, but just treat them like the desirous, passionate humans they are, we’d enjoy each other so much more !!

I want to encourage you to take a “U2” approach to this. You have to know that I’m a fierce U2 fan and love all of their work. You could say that following them is one of my desires. One of their fab songs is “All I Want is You.” The song lists many things that someone wants, but the signer responds that all they want is that person. It really is a consuming approach to have the feeling that someone wants you that completely.

I know this is a big step. I also know that it works !! I try to take more and more of my time with my co-workers and find out what drives them. I may not share their same interests, but knowing what they are passionate about is fabulous. It allows me to have more of a connection with them as well as something to check in on when we see each other. It’s very enriching and it makes HR wonderful.

You see in the end – I hope our desire is people.

I Love to Laugh !!

How often are you around little kids? I would have to say that I’m not around them nearly often enough !! Little kids “get it” when it comes to life. They see everything around them as something worth looking at, taking time for, and experiencing. They will do this for their entire day and think that it’s normal. When adults step in to squelch their innate sense of joy and exploration, kids respond with some of the most confused facial expressions possible.

One characteristic that I truly enjoy is hearing children laugh. It’s infectious. They see things that most of us consider mundane or irrelevant, and just flat lose their mind. It’s fantastic !! When a child loses themselves completely in laughter, anyone who is near them will be affected . . . in a good way. They usually bust out in raucous laughter themselves.

I have to confess. I’m a laugher. It’s a loud, belly laugh more often than not. I make sure to laugh every day. Every day. It’s not like I put in a planner or on my To-Do lists. There are just too many things that happen every day that deserve laughter and joy. You never know what it will be, but you will miss it if you’re not looking for it.

I wish more HR people would bring laughter and joy to what they do !! When I get together with my peers, and we can peel back the frustrations of the job, we have more laughs than not. The question is – how can you incorporate more laughter in your workplace? The first thing to do is to take on the philosophy that Charlie Chaplin followed (see the picture).

If you thought that your entire day would be wasted if you didn’t laugh, I bet you’d laugh more often !! There are countless studies that show the healing power of laughter and how it reduces stress. If that’s not enough of an incentive, it also clears the cobwebs and allows you to look at something with a fresh perspective. Any feelings of angst just disappear.

Secondly, you have to take on the Mary Poppins approach where Ed Wynn proudly sings, “I love to laugh, loud and long and clear !!” Laughing out loud is essential. We are way too reserved as HR pros in the workplace. We keep to ourselves and don’t feel that we can express ourselves. That’s truly a shame because we have an opportunity to bring life and excitement to our people, our workplace and our culture. If you chose to look at HR with this perspective, would it change your outlook as to what you do?

This week, stop the grousing and start the chuckling !! Something so simple can be something extremely profound. Look for the laughter. I know I will !!

Friends.

After a great Easter weekend, it’s easy to come back to work because I had the chance to take in something that I value more and more. I hope that I have always valued what I experienced this weekend, but I would have to say that sometimes I take it for granted as well. What am I talking about? Friends.

This weekend for our Easter gathering, my family got together with two of our closest families. Our children are now all young adults and we have been together since the birth/infancy of each of the seven kids. We aren’t related biologically, but these two families are as close and as dear as any family member could be. There was nothing unique, magical, or overwhelming when we got together. We went to church, shared an incredible lunch where everyone pitched in, played outside, laughed, shared stories and memories and ended the day with warm hugs as everyone went on their way.

So, what in the world does this have to do with HR ?? Absolutely everything !!

You see, many HR pros continue to struggle and practice in what they do because they try to gut it out on their own. You can be somewhat effective in this approach, but the key word is “somewhat.” Now, I’m not talking about having a “network” or your own personal “Board of Directors.” Those are important, but this is something more basic and essential.

Because HR folks are in a field that has more challenges than rewards at times, you need friends. Friends are people you can open up with and not fear about being judged. Friends are people you can laugh with, share with and encourage through all types of situations. Friends may have answers for you as a resource. At other times, they might just be present for you when you feel no one else will.

For far too long, HR has been taught that you aren’t supposed to develop relationships at work. You’re supposed to keep an arm’s length distance from others in the event that you have to be the negative voice sometime in the future. This stance has put a dark mark on our profession and the people who practice it. How in the world can we say we’re in a field to care for people, but we’re not allowed to be close to them? It seems way too out of kilter for me.

I do my best to develop as many friendships as possible as I can with other HR folks. I want to make sure that people have at least one person who wants to know who they are, what’s going on in their lives, how things are in their corner of the HR universe, and what they love to do. I usually call folks every night on my long commute home just to check in and see how they’re doing. I don’t schedule it or make it formal. I just call them to let them know that I’m there for them and can’t wait to hear what’s happening in their lives.

When I go to conferences, I do the same thing. I want to meet and get to know as many humans in HR as I can. We need friends. It’s something that keeps us grounded. It’s something that needs to be the norm and not the exception.

So, this week as you head back into work, reach out to someone else in HR. Check in to see how they’re doing. Be a friend. Trust me, you’ll love every moment !!

Image courtesy of Oozie

A Daily Mantra !!

This past week we celebrated a Team Member’s 30th anniversary !! This is a rarity in any organization these days. She truly is beloved. When we sent out the notice that we were going to recognize her, many people, including several Executives and Senior Leaders, cleared their schedules to make sure they were present.

Our recognition program is very personalized. We meet our Team Members during their shift and at their location. We finally learned that recognition needs to be focused on the employee and not the HR program or benevolence of the company !! This simple shift has made recognition meaningful for all involved.

What made this occasion so great was the impact that this Team Member has had. EVERY person who came to say congratulations had worked with her including the CEO and the President of the company !! She has literally touched the lives of an incredible number of people who passed her to take on loftier roles in the organization.

When everyone gathered, there were loads of hugs, laughs and stories shared. She had at least one story about everyone who came. Here’s mine . . .

She is truly unique and salty !! When I started in my role, my first interaction with her was because she had hung signs in the kitchen that said, “Make sure to put away your mother*$#*%ing glasses !!” She heard that HR wanted to talk to her and she was ready for me. I told her that I’d like to take the signs down, and asked her why she felt the need to say these things. She didn’t miss a beat. “Do you see all the glasses sitting around ??” There was never any ill will or intent in her approach.

No one has ever felt threatened or hurt by her coarse language. When I talked to her I got to know her better and she got to know me as well. I make sure to drop by and see her every once in awhile and she says, “Hey, Steve, I haven’t put up any f*#$ng signs lately.” And, we howl !! We’ve both learned from each other over the years.

The whole time we were recognizing Louise, it was very emotional. We shed tears, laughed until it hurt and reveled in the stories from her 30 years with us. It was fantastic !!

As we were wrapping up, the President of the company shared this . . . “Recently, I read that to have a full life people should laugh out loud, cry out loud and touch someone else’s life every day – and Louise that describes you perfectly !!” You can guess that tears flowed freely.

I think it’s something that all of us as humans can take on as our mantra. This isn’t just an “HR” thing. You see I believe that our workplaces are full of people like Louise. It’s just that so many people continue to think that HR’s focus is on the negative. I hate when I hear people trying to learn from HR horror stories because that’s when idiotic policies, procedures and programs come to life.

I could have jumped her when I saw her signs. I could have written up a tenured employee because she was using harsh language. I could have overreacted and jumped to conclusions, created a massive anti-cursing policy with 5 levels of progressive discipline. Or, I could talk to her and hear her side of things.

I’m so glad I took the last approach.

I made sure I was Louise’s last hug. It was warm, caring and I told her how much she meant to me and to the lives of so many. She pulled back and said, “Thank You. Now get out of here you . . . “

I Need a Hero !!

We drove to the theater with great anticipation hoping to get tickets in time for the 7:45pm showing of the brand new Captain America: The Winter Soldier. The great ticket seller at the box office confused us when he said, “7:45 ?? The next show is at 7:15pm.” We were early, but that meant we couldn’t get dinner before we went to see the show. We decided to stay and head in to the theater. The staff had us stand against the wall and form a line because the prior showing hadn’t ended. We were an hour early.

As we stood there, the line to get in grew . . . and grew . . . and grew. I didn’t remember a line forming before a movie like this since I saw the various Star Wars movies as a teenager. Everyone was patient, but you could feel the energy building and building as we got closer to the showtime. The line was opened, and my son and I walked in and got the perfect seats for us. The entire venue was filled in the next 10 minutes.

I didn’t know if others had a tradition like I do with my teenage son. You see, every superhero movie that comes out means that we will be there to watch it. I think we’ve made every Marvel, DC Comics, and smaller brand movies that have been released. It is a shared experience that I truly cherish !!

It was a great movie !! (You really should see it !!) I loved it because Captain America is “odd” compared to most superheroes and most people in general. You see, he’s completely selfless. He is 100% others focused. I love this attribute about him and want to encourage this in others as well.

By the incredible turnout at the movie, I can surmise that people find this attribute attractive as well. We don’t see it often enough. We live in a society, and work in companies, that are more self-focused than others-focused. It seemed that people are looking for a “hero” of some sort.

I’m not going to get into the definition of what a “hero” is because most heroes are active behind the scenes doing things that others never notice. You see, I believe you can be heroic by being there for others and meeting their needs. It doesn’t have to be something magnificent, but it does need to be something tangible.

So often in HR, and in articles about culture, we focus on making sure to identify the WIIFM (What’s In It for Me) factor. What if YOU were what’s in it for others? What if YOU chose to reach out and be there to meet the need of someone else in work, life or the community?

What would happen if YOU helped someone else AND expected nothing in return? I think the world would be an amazing place !! I know that it’s unlikely that many people will read this and try this, but I believe that the “Captain America” effect can happen in your life and in the lives of others.

So, this week shed your ego. Open your eyes and see who could use a hero. Then step up and act. You’ll be glad you did !!

Red Card. Green Card.

I am writing my weekly post a bit later because I’m fighting off a food coma !! A group of friends and I just went to Boi Na Braza – a Brazilian steakhouse. It was spectacular and way too much food, but loads of fun. Anytime you can mix friendship and food is great. More relationships are built and deepened when breaking bread is involved.

The system the restaurant uses is incredibly effective and very simple. The servers walk around with skewers of different types and cuts of meat. You can have as much, or as little, as you’d like. The staff never has to ask if you want to consider trying something new because they follow a simple two color card system.

Green means that you would like to see what’s being offered and red means that you want to take a break or stop for awhile to catch your breath (and make some more room.) Since I work in the restaurant business myself, I was fascinated that service was broken down to the flip of a card !!

I wondered what would happen if we could have this two-sided card at work? What if we could use this system in HR when we had to address behavior in the workplace? We could show the green side for all of the behaviors we liked, and quickly turn it over to red the moment a behavior came up we didn’t care for. Wouldn’t that be simple enough?

Unfortunately, I think we get stuck on the red card too much. We think that we can affect, change and control behavior through endless policies and procedures. We spend more time saying “No” than we do “Yes” in our jobs too. I think we get set on this pattern of practicing HR and think that by saying no first we are addressing the situation. However, we really aren’t being effective at all. We’re just avoiding taking the time to analyze, contemplate and come up with a resolution to the situations we face.

I’d love to see us use the green card more often in all that we do in HR. If we tried it, I think we’d develop a more consistently positive approach to what we do. I’m not talking about mindlessly agreeing with things as they come up. You can face situations, look them over and then move forward. It may mean stopping a practice or eliminating something that no longer has use. But, that can be positive as well.

You see, at the restaurant, you kept the green card up to see new things, try new flavors and have a broader experience. That kind of life and approach to HR is exciting and fulfilling !! So, which card are you going to turn over when you go to work this week ?? My green one is already turned up !!

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 !!