‘Approach’ Articles at Everyday People, Page 7

Doors

I’d bet a significant amount of money that if I looked in your company’s employee handbook I’d find a statement that says you have an “open door policy.” This infers that people have access to anyone at any level at any time. I’d love to say that this is really the common practice in organizations, but it often isn’t. That’s because being an open door is tough.

Doors can exist in one of two positions – open and closed. I know that sounds obvious, but doors play a bigger part of our careers than we recognize. You hope that people would be willing to communicate openly, but we hesitate, or think that people have some hidden agenda, when they meet with us. That may happen every once in awhile, but it isn’t the norm. The challenge is that negative experiences have such a huge impact on us that they override any positive ones that we have. We end up communicating less than we should or we give partial messages to folks hoping they can come to the conclusion we have in our heads.

I find this to be the case with HR peers as well. I understand that we work with people at all levels and that it can be challenging. However, shouldn’t we be the ones who set the standard and expectation of being accessible? If you ask people in your company who work in other departments, I think you’ll hear that we’re not as accessible as we could be.

So, how can we become open doors?

The easy answer is practice. The hard reality is that it takes courage, patience and a willingness to meet and listen to ALL people. This includes the people that you tend to interact with only when you have to. We all spend more time with people who we’re comfortable with. It’s human nature. Well, we need to fight human nature. Every employee deserves our time and attention. You may be the only person who’s giving an employee an audience. It could keep them engaged, and even better, understood so that they know they’re connected to your company.

Secondly, I think you need to open doors for others. Too often HR is categorized as the group that shuts people down. That may be needed in certain situations, but it’s an awful moniker to carry with you. We live in a time that is extremely self-focused. I’ve never seen this work long-term. You may see short-term success or visibility, but you can’t sustain it. Opening doors for others is something you can do for your entire life.

Recently, an HR friend of mine was in transition. She contacted to let me know. I wanted to make sure she was okay and let her know she had someone willing to make connections for her that she may not be able to do on her own. I also encouraged her to see if she could create her own role and position within a company. I told her to share that she could open doors for their organization by bringing her knowledge, skills and experience. I reached out to two dear HR friends who lived in her area of the country and asked them all to meet each other and network with each other on purpose.

At SHRM17, she was able to share all that had happened after our conversation. She is now a close connection with the two folks that I introduced to her, she found a few new HR roles to consider and convinced a company to allow her to create a role that they had not seen in the past. I was geeked to hear all the great things that occurred from a phone call and two e-mails. Three opened doors.

This week, take a look at two things: (1) Are you truly an open door at work for ALL of your employees and (2) Are there folks in your life that you could open doors for?

When others shut doors on you, and they will, don’t get discouraged. Just look for the next opportunity where you can step in, reach for the knob and pull open a door. It may change your life and the life of others. Trust me. Opening doors is worth it.

Give From Your Overflow !!

Have you ever been so exhausted after an event that you just had to collapse? Isn’t that a great feeling ??

That may seem counter intuitive, but it is refreshing to know that you’ve given your all for something. There are needs all over the world that are yearning for people to give of themselves with their time, focus and efforts – not just their money. The reason it gives us such a feeling of fulfillment is that I think we’re wired to give.

I hear folks every day state that they are “busy.” I understand that we all feel the pull of others come at us from multiple directions. However, I think that when people feel they’re busy, they’re actually trying to express that things that are vying for their time are things they aren’t genuinely interested in.

People have time. The challenge we have is that because we are pressed by things that bother us we get stagnate. When we get stagnate, we lose interest. After we lose interest, we lose the desire to give. The needs of others all around us don’t diminish though. There are opportunities all around us where people can plug in.

What does this have to do with HR and the workplace? Everything !! We need to be organizations that have a culture that provide avenues for employees to give. I don’t think that we should define where people should give, but we should give them the ability to do so. We can assist in this by giving our employees encouragement and helping them understand how not to be “busy.”

Start with yourself. I want you to understand that the issue of giving isn’t time, it’s capacity. All people are filled to their capacity with something. We don’t lack for being full. What’s great about this is that if we hit our capacity, then we can give from our overflow. Once people connect with causes that matter to them, they will find the time in their day to give.

It’s like a bucket.

There’s incredible volume within the vessel and the flow of life never stops pouring into the bucket. Remember, everyone has a bucket. Everyone feels busy. It’s not just you. So, since your bucket is going to be filled with work, commitments at home, kids, pets, extended family, etc. That is normal. You’re going to hit the lip and start overflowing. The question is the quality of the material filling your bucket. If it’s negative, then your overflow will come out to tear things down, see what’s wrong with everything and discourage others. If it’s positive, then who knows what amazing things will come forth? The opportunities are actually limitless.

HR people can help control the flow that enters everyone’s bucket at work. We really can. When people come to work, we can be a positive influence with each employee and our culture as a whole. We can clear the path so that people can do well in their role and have productive relationships with others. When we clear out the gunk, then their buckets can fill to capacity positively. Then giving will come more naturally.

This may sound overly optimistic, but it’s something that I’m passionate about and know that works. Take some steps this week to help others to change the flow. Be a giver yourself so that others can give as well !!

Get Rid of the Can’ts !!

Have you ever reflected about your perspective and approach on things in life? Do you tend to look at things logically or emotionally? Are you someone who sees the worst in others or the best?

Chances are you’re a blend. Most people are. I tend to start from a positive perspective on life, people and the situations I face. It’s interesting that being positive is unnerving to some. I’ve had people wonder if my approach is genuine or something that just comes on when I’m surrounded by others. Sorry, that’s just not the case.

It’s appropriate to write about this because I honestly can tell you that my approach was built over years by watching . . . my mother. My mom is the case study for positivity. She sees the best in others the moment she meets them. There’s no cautionary period or gauntlet that she requires people to struggle through before they earn her favor. The other amazing aspect of my Mom’s approach is that she isn’t over the top. It comes natural to her and people are drawn to her. She also is comfortable with people regardless of their background, status or heritage. She’s sees others in one way – as humans. So, growing up with this role model set the stage for who I am and how I view others as well.

My Mom also taught me to look at what you “can” do versus what you “can’t.” I never realized how critical this was going to be throughout my career. You see, the majority of people tell you what they can’t do when they are presented a situation. It’s our first instinct to look at obstacles. I don’t know why that is what we do, but we do. Once this stance is established, the dialogue continues to drum up more and more obstacles. The “cant’s” just pile up on top of each other. Then, when we hit a certain level, we feel that we can finally take things on to fix them.

It amazes me that the majority of people who go to work feel that their only true worth is when they are fixing problems. I don’t understand that. Do we go to work to perform or to repair? If everything is messed up, how does anything ever get accomplished? It’s seems to be a defeatist approach to work.

The folks who tend to say “can’t” the most are the people in HR. I say this with assurance because of how I was taught to practice human resources, and how I hear many of my peers discuss what we do. This has to stop along with one other thing. I know that many people state that HR says “No” too much. I disagree. You see, we’re supposed to say “No” because one of the primary values we add to organizations is to reduce liability. Saying no doesn’t curtail things moving forward. It allows people to move in a direction which has fewer chances to fail !!

We have the ability to be encouragers in our roles and throughout our organizations. We need to be the ones who show others how they CAN perform. We need to be the ones who believe that people CAN work from their strengths. We have to be the ones who are positive first. Every time and in every situation.

You CAN do it !! I believe in you !!

Not Sorry

The title of this post is not something you’d typically see from an HR blog. It comes from a recent lunch I had with a friend. She was talking about working with a new co-worker who said, “I’m sorry . . .” before every response she gave in regards to her work. I asked her how she was trying to change this behavior, and she calmly responded, “I’m beating the sorry out of her !!” I almost spit out my water with laughter. What a great saying.

Please don’t mistake this as asking people to not show empathy in how they practice HR. Empathy is an essential skill we all need, but apologizing all the time isn’t. When I think about how I hear HR peers talk about what they do, “I’m sorry” (or something like that) is usually the lead in phrase. Have you heard (or said) these?

“I’m sorry that our benefit costs are going up . . .”

“I’m sorry that wages are being frozen this year . . .”

“I’m sorry that your supervisor is difficult to work with . . .”

You could continue this list of apologetic phrases for hours. I understand that part of our role is delivering difficult news and/or dealing with challenging employee relations situations. However, we don’t have to state how sorry we are to try and ease into how things are occurring. It seems trite, defensive and lacking confidence. We may think we’re showing a softer side, but if you listen to it from the receiver side of the interaction, it sounds wishy-washy.

One of the marks against our profession is that people see us as indecisive within organizations. We may be great “support” functions, but we aren’t viewed as others are when it comes to leadership. I’m tired of seeing this happen. It also doesn’t make sense that downplaying who we are and what we do is a position that should ever be taken. We can’t just hope that someone will bestow the mantle of leadership upon us.

Leadership takes action and being intentional. That doesn’t mean you need to be a jerk or some hard head in order to he heard and taken seriously. However, we can’t keep coming in with an apology either. The shift that is needed isn’t difficult to adopt, but it does take discipline and a willingness to step forward in confidence in the decisions for which you are responsible.

The two best ways to stop apologizing include your approach and the use of context. Approach is something that you control personally. How you assess a situation, how you react and who you involve are factors with every interaction. We should address people who are involved in HR related situations directly and not in hallway gossip. Being direct (with empathy) is what employees would love to see on a regular basis.

The other aspect of approach is context. “Because that’s the policy” is not context, it’s a crutch. It may not feel great to give the hard answer on the reality of circumstances, but it’s needed. Know this – if you give up being the person who brings context to employee relations, then someone else will. It will most likely be their version of context, and it won’t be the truth. We can’t afford to keep forfeiting an area of culture which we should own and lead.

This week stop apologizing when you start talking. State what you want to say and move forward. People may be shocked at first that HR is using a new approach. Trust me though that they’ll appreciate this new HR so much more than what had been there before !!

Leaves.

I love Fall. I mean it. It is my favorite time of year by far. The mixture of cooler temperatures, apple cider, bonfires and the colorful trees make the season perfect. Add to that enjoyment is the fact that I’m a “yard guy.” I get incredible satisfaction from working with my hands doing yard work. From the first time of cutting the grass in the spring until the last piece of trimming after the first frost, I’m geeked. Genuinely, thoroughly geeked !!

I’m in the yard a ton right now because our house has several mature trees. For about a month straight it literally rains leaves all around my house. The grass becomes a vibrant blanket of color. It’s really hard to remove them, but that’s part of the gig. They need to be either raked up or mulched to clear things in anticipation of Spring.

As I was mowing this year’s “crop,” something came to mind. Leaves are a lot like our employees. You see, the workplace is changing right before our eyes. Employees change roles more often than they did in the past. This may happen internally, but usually people move on to opportunities with another company. I’ve heard people say that employees aren’t loyal any more. I don’t think that’s the case at all. Just like leaves, people now work for us for a season. That season may be several years long, or it may be for a short period.

This presents a challenge for HR and traditional company cultures. We tend to settle in and think employees will stay with us forever. We are shocked when someone announces they have a new job. We should have a long-term focus for our employees, but we should balance that with the reality that they may leave. Today’s workforce is fluid and we need to be more agile and adept. This shouldn’t be seen as something that’s frustrating. It gives us a chance to evaluate and bring in great talent on an on-going basis.

On other aspect that leaves have in common with employees, is that we pile on when they change jobs. It is unfortunate that when people leave a company, everyone talks poorly about them. It’s like raking a big pile of leaves and then running to jump into it. What is the purpose of tearing someone down after they leave? Do we only have negative memories of what they did or how they performed?

We need to change this because I contend that if we can only cite negative memories of employees once they leave, then we’re thinking of them negatively now. HR should step in and not allow this negative approach to be pervasive. Here’s a new approach . . .

Get employees fully connected, engaged and contributing every day. Let them bring their best in all they do. Expect it from them and don’t shy away from this. Like leaves, every employee can appear green and the same to us when they really are colorful, creative and waiting to shed what’s common about them and show who they really are. If you do this with your people, you’ll celebrate and congratulate them when they move to their next opportunity.

Their past will get raked up or mulched to show they what they did built the value of the company while they were there. You have a chance this Fall to change your perspective about your people. Take a breath of the cool air and celebrate the leaves all around you !!

Be Different !!

Have you ever had someone tell you that you’re “different”? If you have, I’ll bet you didn’t like it. We don’t want to be seen as being outside the norm. Throughout our lives we do our best to blend in because it’s more comfortable for us, and we feel safer being in groups. It’s not easy to stand away from the pack.

What if you did step away from the crowd? What would happen? Would you have the stamina to stay outside and be different?

The reason I’m asking these questions is that many HR practitioners take the safe path. Trust me, I’m not calling for you to be contrary just for the sake of standing out. However, I am asking you to consider how you practice HR. Doing things traditionally within organizations will allow you to be effective . . . to a point. There are tasks that we need to perform in order to keep structure and parameters in our companies. This aspect of our function should occur naturally and provide a foundation for HR practices, polices and procedures.

Do you move past the foundation? If you do, then you’re beginning to be “different.” It’s true. What we need to take to heart is that organizations expect us to have a strong base, but they are looking for more. It’s not enough to just make sure that things are in order.

One thing to note is that stepping away from the crowd isn’t negative. It’s not going to cause you to do things that take away from practicing great HR. It should allow you to be the businessperson you were meant to be. We need to come to terms that it is no longer enough to only practice HR. It just isn’t. We can’t continue to think that we’re needed in organizations if we aren’t contributing to the success of the company as a whole.

There are many ways to differentiate yourself. Some things are specific to the type of service/product your company does, but there are three items that can be implemented in every type of company.

Solutions not problems

I received a great piece of advice from an HR executive. He said, “Everyone brings me problems. I need you to bring me solutions.” He was talking about others in HR. His experience was that he could tell if an HR person was strategic or not by how they approached him. If they only brought up problems, he knew they weren’t strategic. We need to bring solutions to organizations. It makes us different.

Span the Levels

People tend to work and interact with people at the level they personally hold. Executives work with fellow executives. Middle management hangs with and collaborates with those in similar roles, and the front line staff stay with their peers. Great HR practitioners don’t see the levels. They move up, down and across with ease. It takes great effort to not get stuck at your level. However, when you do it, it makes you different.

Build Relationships

There is a step that goes past the ideal of making the workplace more human. That’s thankfully becoming the norm, and I’m geeked to see that. The next step is to build relationships. There’s a healthy way to do that across departments. The reason to do this is so that you can understand your employees better and more intentionally. Knowing information about their family, their interests and their hobbies matters. People are longing for acknowledgement and connections in their work. Step out as an HR person to make build their relationships and be different.

The small plaque pictured above is where I plan to stay and I hope it becomes the mantra for you and all of HR. Once you find ways to be different, don’t change. Stay that way.

Changing Lives

I’ve mentioned in the past that I am fortunate to have amazing kids. They’re really adults now, and they’re still amazing !! I remember that when they were young they asked what I did for a living. When I told them that I was in Human Resources, they didn’t have a clue what that meant. It was difficult to explain employee relations, compensation, training and development, benefits and strategy. So, I simplified it for them.

“I hire people and give them jobs.”

They nodded and understood, but then asked, “Do you fire people too?”

I’ve always been candid with my kids and explained that firing people was part of what I did as well. There faces wrinkled up and they shook their heads as they said that that wouldn’t be fun to do. I told that that I agreed and that I never enjoyed that part of my job.

Termination is a hidden facet of HR. We don’t talk about it enough, and when we do, it’s about the legal aspects of it and our insurmountable fear of litigation. I understand that there could be potential legal considerations involved with terminations, but it shouldn’t be our primary focus. We lose the perspective that is as the base of anyone losing their job.

It changes people’s lives.

Think about it. When a person came to work on a particular day, the last thing that entered their mind was that they were going to be let go. This may not be the case if a company has a history of downturns and layoffs, but those are usually the exception and not the rule.

Since termination changes the lives of those affected, I think it’s key to keep some things in mind in how we can approach this facet of our job from a human perspective.

People should “earn” it – What in the world does this mean? I follow a rule of thumb when it comes to termination. I only want to see someone terminated if their behavior warrants it. I don’t believe in building cases for, or against, someone. If a person’s behavior and actions are unacceptable, they should be talked to directly and intentionally. If their behavior doesn’t change, they should know that it could lead to dismissal. Having this context is much healthier and actually leads to fewer terms.

Show grace – When you have a termination discussion, show grace. This is never easy and should never be something you enjoy. Even if the employee has been very challenging, losing their job changes everything at the moment it occurs. There’s no exception. Your approach makes this process either easier or more difficult. I have been in HR for over 30 years now and I still get anxious any time terminations are involved. You need to put yourself in the other person’s shoes. Treat them with dignity and grace. It matters.

Be a bridge – If the termination isn’t volatile, I would recommend that you provide assistance to see how you can help them with either networking or landing their next great gig. You can be a positive influence during a negative time in their career. This may seem out of bounds or not what companies normally practice, but it differentiates you and helps with you being with them throughout their entire life cycle with your company.

Terminations are a fact in our field. You have a choice to do this well or continue to struggle with it. When you remember that what you’re doing changes lives, you’ll do it better I promise.

You Have A Choice !!

Have you been watching social media lately? Even if you aren’t on the forums, the media makes sure to share tweets from political candidates. There’s one consistent feel to the majority of what is being shared – negativity.

Honestly, most of what we consume is negative. We either swim in it willingly, or we get frustrated because it seems that we can’t escape it. What is ironic is that we’re expected to make a decision on things like an election by all sides slinging mud at each other. It isn’t only politics. Stories of the failures of others makes up the majority of our “news,” and we don’t cover all items – just the ones that are the grimiest.

A great friend of mine and I had an exchange this week on social media where he stated that he might just stop participating on the forums because all he sees is negativity. It was a solid observation, but I jumped in and challenged him. I agree that there is so much darkness that is around us, but I think you can be genuinely positive.

You have a choice !!

One of the choices you have, which my friend shared, is to step away and stop being active on social media. I’m floored by the number of my peers who used to encourage and espouse the value of social media who are now silent. I miss hearing their perspective and insights. I respect this choice, however I would much rather hear from them.

Another choice is how you use social media. Every time you get on a social media platform, you have a moment before you post. It may be a brief moment, but it exists. Instead of instantly lashing out and reacting to what someone says, step back and think. Then respond.

I don’t feel comfortable in throwing out extreme views, although I understand why people share them. When you’re as emotionally vehement in return, why are you surprised when people dig in on their sides of an argument?

When I respond, I choose to be positive. It’s not hard for me to do, but it goes against the tide of the majority of messages. I think that going against the flow is what is needed – especially on these forums. You have to trust me that I’m not naive or sheltered on what is happening in the world today. However, adding to the negativity of a situation only continues to pile on and drive it further down.

People are looking for an alternative voice, and that voice is positivity. I’m not talking about puppies and unicorns. I am talking about seeing what’s good in others and how to arrive at solutions. I am talking about having discussions, and even disagreements, on items. I am talking about lifting others up to encourage them and show them that they can contribute, add value and succeed.

This is the choice I make when I use Social Media. Will you join me in going against the flow? I hope you do. You just have to make a choice.

I Will Follow !!

Followers.

It’s amazing to see how a word can transform and become something completely different. I’ve always thought of the word as a group of people who were willing to get behind someone, or some effort, that they believed in. I still do.

However, with the constant flood of Social Media, the term has taken on a new life. Now the word “followers” is associated with those that click a button on a social media platform in order to connect with another person. This action may have substance, or it may mean that they’re connecting to follow a trend. It’s a false sense of popularity and visibility that also carries weight. Countless lists that rank people on social media look at the number of followers as a metric to show “influence.”

Now, before you get all riled up, I’m not against these lists, this level of visibility or having a method for people to connect with each other. What does concern me is that leadership is watered down because following is no longer something that has significance.

In organizations, senior management invests in many people who they identify as “high potentials”. I’m not a fan because people perform at different times of their careers at a peak level due to the work they do as well as the environment or economic climate they are experiencing. I do believe that all employees have potential, but the isolation of a select few rarely leads to optimal results. The assumption is that high potentials are great leaders. In most cases these folks are charismatic and very visible to the “right” people. There are countless examples of people who are deemed to be the future of the company that either don’t pan out or leave because they were able to get someone else’s attention.

Leadership is written about daily in several blogs. It is something that is critical in organizations and people are striving to continue to define it, identify it and make it thrive. What is intriguing to me is that HR rarely jumps in on this topic either personally or organizationally. We typically position ourselves to support and respond to others who take on leadership roles. This needs to change.

HR is in a perfect position to lead in all they do, and this is especially true in identifying those who should assume leadership roles within a company. I want you to consider a different, and much simpler benchmark, when seeing what leadership looks like.

Look to see who others in your company congregate around. See who is the person whose opinion is sought on a regular basis. This may, or may not, include people who hold current “leadership” roles by title. Titles don’t automatically infer leadership. Leadership is said to be better defined when you look over your shoulder and you see people there. In others words, do they have followers?

People want to follow and rally around someone. They look for leaders who focus on others and not just themselves. This is where having followers is key. As the observer of the organization, HR needs to see where this is occurring and take note. These are the people to check out and see how they are leading. They may be your real potentials that will continue to grow and succeed !!

This week step into a leadership role HR. Find out where the leaders and followers are in your organization. It’s imperative that we do !!

Do Good.

Have you been through a season in your life when everything either seems to be passing you by, or seems to overwhelm you? Have you been at a point when something that seems should be simple turns out to halt you in everything you do?

These questions are the reality of many people who surround us every day. We may, or may not, know that they are struggling, but it happens. Chances are the people you call co-workers are trying their best to work through life. Is this something that we should concern ourselves with as HR practitioners? We’re honestly taught not to even allow “life” to come into the workplace because people are supposed to show up to WORK.

We write, speak and pontificate about methods and numbered steps that will ensure stronger employee engagement or emotional intelligence, but we skip over the situations that people are in. It’s yet another example of how we complicate HR when it could, and should be simplified. I think that when it comes to working with others, it boils down to a simple phrase . . .

Do good.

When you are with others at the workplace – do good. When you find yourself in situations involving conflict and differences of opinion – do good. When things elevate and may get heated and people lose their cool – do good.

I may be in the minority here, but I believe that this is the foundation block of what Human Resources even is. Without it, we are no different than any function within an organization. There is another component to this approach, never stop or tire of doing good.

When you step back and understand that people mask the facets of life, both great and challenging, in order to even make it in for another day of work, you’ll realize it can become exhausting. However, no one is stepping into this gap and providing an outlet for people. HR has to be the profession that willingly and genuinely steps into the lives of others. When people know that they have someone they can connect to and that you will genuinely listen to them, you can honestly feel the pressures of life slowly release. As that release occurs, their heads will clear and it will allow them to PERFORM and not just work.

There is one last facet you should consider if you become an HR person who follows the approach of doing good. It’s about you. Where, and who, do you go when you are constantly dealing with the lives of others? How do you make it without breaking down yourself?

We have the same pressures and situations in life that our employees have. However, HR people tend to be isolated in companies because they don’t have people that they can confide in themselves. Here’s a chance for us to transform our profession.

It’s time for HR to do good . . . for each other by being there for each other.

The absolute key for me remaining in HR is the network of peers that I have who are my friends. They are people who also “do good” in their roles and we make sure to reach out to each other intentionally to know each other, our lives and what is happening. Joys and concerns. Highs and lows. Struggles and opportunities.

You need this in your life. You need others who understand you. This is essential to thriving in HR.

So, reach out to each other and connect on Social Media, make a phone call, drop someone a note. Be an encourager in another HR person’s life. Never stop and never tire of . . . doing good.