Tag: Change

Everyone needs a Homer !!

This past week was tough, and something that no one in HR looks forward to.  One of my co-workers passed away.  His name was Homer.

Homer was amazing !!  He was the first person I saw everyday as I came into the office.  He greeted me with a smile and a warm handshake.  We exchanged jokes, laughed about life and talked about the day, our families and our work.  He loved working for LaRosa’s, and it wasn’t something to “say”, it was what he believed.  His pride in his work showed.

By the way, Homer cleaned the parking lot of the Corporate Office and also two of our nearby restaurants . . . and he was 79.

Homer was a great loving husband, father and veteran.  Also, he was my friend.

Lately, I’ve been seeing a trend in HR and in the blogosphere to group folks together so that we can better “address” or “handle” their generation.  I’m concerned by this because I think it waters down the spectacular fact of our diversity as individuals.  When I was born can be proven, but who I am as a person is an individual characteristic.  I think HR suffers when we try to group people into different categories so they can be more homogeneous.  It may seem “easier,” but it devalues what each person brings to work each and every day.

I’ve said it before, but I truly feel that HR should be practiced person-by-person.  Our employees deserve our focus, attention and care.  If you ever hope to be a diverse organization, then you need to really look at how HR is practiced in your place.  If everyone fits into a giant herd, or a “generation”, then you need to make an adjustment.

This week our company lost a dear individual who impacted the lives of many.  He did this intentionally and unabashedly.  I hope to carry on his example so that others can see how amazing each person who touches our lives really is.  I deeply miss him already.

Look around you this coming week at work.  Is there a Homer at your place?  There should be.

So Much Room to Move !!

Rain for hours.  Mud everywhere. Solemn flag retirement.  Scavenger hunt.  Tons of Euchre games.  Food that is flat amazing.  Big word Saturday (you got credit if you used big words during your conversations). Flames shooting from a lantern, and everyone points and says, “Mr. Browne – look !!  Cool !!”

As I type this week’s post, I’ll be honest, I’m exhausted.  I just returned from a weekend of scouting with the great boys and adults of Troop 941. It’s our annual “advancement outing” where we get our new scouts started along their way, and the older scouts also work on things to advance in their ranks. It seems that every Advancement Outing is filled with challenging weather and unexpected surprises.  This one was no different !!

One of the things I truly love about Scouting is that the focus is to let the boys learn, fail, learn again, teach and then move forward.  The hope is that they get the spark to someday reach Eagle Scout.

It’s interesting because the Troop is a microcosm (big word) of the workplace.  Every boy is different and has quirks that make them truly standout.  As adult leaders, we do our best to guide them to making the decisions that will allow them to truly develop.  We are constantly fighting the urge to jump in and fix it all because we learn that our greatest trial is . . . patience.

The beauty of the system is that the boys can do so many things in so many ways to reach their goals.  This drives some adults (and boys) crazy because they feel that tight structure will lend a successful end for one and all.  Some kids don’t even see the structure (which warms my heart !!)

In the workplace, we in HR use policies as our “structure” and we do our best to enforce, cajole and discipline everyone who falls outside of them.  We think we’re doing our job, but not really.  I think policies are broader than most.  They should be parameters that allow people room to move and perform.  They should never be vehicles for control than can never be fully reached and will most certainly not allow people to be consistent.

We need to be like the scouts who look at eminent danger and say, ” Oooh, cool !!”  I learn something every time I get to go and lay under the stars and the rain and the mud.  Amid all that, you only hear playing, laughter and memories being made.  It’s a great “workplace.”  Maybe we’d all enjoy what we did a bit better if we loosened the reigns and allowed people room to move !!

We’re Everywhere !!

I just returned from an incredible conference in San Antonio, Texas for the HR/TD group of the Credit Union National Association (CUNA).  This was my second time with this group of HR professionals and I have to say that, as a whole, they are some of the most welcoming folks I’ve met in our field !!

I never take it lightly when I get the opportunity to speak in front of any group – especially peers in my field.  I know the challenges they face in their organizations, how others outside of HR view the field and that working with people can be tough.  However, I also know that they have the ability to be amazing in what they do and where they work !!

It was truly fascinating to be inside an HR group within an industry.  Because, you see, most of us don’t even know these great HR pros exist !!

The majority of people in HR have a very narrow focus.  You can read all you want about being “broad,” but most people have either a comfort zone or a personal capacity where they keep their HR community pretty close.  Be honest, we tend to look for HR “voices” either in Social Media or through SHRM National, or local chapters.  These are all great avenues to connect with HR people, but it’s not the only place we exist.  The fact is . . . HR people are everywhere !!

Since that is the case and HR people are everywhere, what keeps us from connecting?  Let me throw this out to you . . .

We’re surrounded by people every day, and we lose site that there would be an advantage to get to connect with other great HR pros.  The “negative” voices rear their ugly head like – “They’ll probably want something from me.”  “What if they’re creepy?”  “I really don’t have time for more people in my already busy life.”

We’ve bought into the myth that our current relationships can provide all we need to be effective HR folks.  In fact, some companies HR people NEVER leave the confines of their own organization because they’re gigantic and they feel they have all the resources they need internally.

Don’t buy it !!  I can give you countless stories of great HR people I continue to meet, interact with, and connect to others.  I’m glad this faction of the HR world asked me to venture to Texas.  I told them that I was writing about them and hope to see more of them get connected in the greater HR universe.

My hope is you do this as well !!  This week, step out.  Meet one new HR connection.  I guarantee it will only improve what you do and how you look at HR !!

I Don’t Get it !!

This past weekend I had the privilege of seeing my cousin’s daughter get married.  My generation is getting older and now our kids are adults !!  It’s cool to go through this though to see the continuation of life pass through the generations.

I don’t know if I mentioned this or not, but I grew up on a farm with my grandparents.  My mom was a widow and had to work, so my brother and I grew up (and worked) on the farm as young kids.  I mention this because the wedding this weekend was between two farming families.  It is always great to be with my extended family and get reminded of the joy that farming offers.

You see, farmers have EVERYTHING pulling against them !!  The weather could be too hot, too dry or too wet which all affects planting and harvest.  Can they control the weather? No.  Then there are pests, weeds, disease, etc.  These affect and attack crops and livestock.  You can limit some of the damage these things can do, but it’s never ending.  A farmer’s day starts at sunrise, involves some form of hard labor throughout the day and you fall into bed late after sunset.

Every farmer I know loves what they do.  They understand the challenges, and they can be monumental with the slightest shift in everything from the economy to equipment failing.  They are some of the most wholesome people I know and I’m proud to have grown up in a family that still continues this tradition to provide for others.

As I am driving home, I think of all that I have.  Phenomenal job, fantastic wife and great kids.  A home, transportation, etc.  As I listen as I enter back into the burbs, all I hear about is what people don’t have and how we’re missing the newest bauble of technology or convenience.

And I think to myself – I don’t get it !!

Don’t get me wrong, my farming relatives have many of the same things we’re fortunate to have, and I know they’d like to have new things as well.  However, with all this plenty that surrounds me, my family and my friends/co-workers – why is there never enough?

I don’t have an answer to this.  It just puzzles me because in HR we constantly deal with the “not enough” syndrome in the workplace.  Oddly, the farmers get up every day to do amazing things and life moves forward.  I think I’m going to get a model tractor to put on my desk to remind me of my roots . . .

How about you ??

It’s Opening Day !!

This week I participated in a true Cincinnati tradition !!  My family and I went to Opening Day for the Cincinnati Reds.  It was truly a spectacle to behold !! Everyone was smiling, laughing and anxious for the start of a new baseball season.  The smell of bratwurst, pizza, beer, popcorn and peanuts filled the air.

People didn’t want to miss any second of the festivities.  The Reds have always valued this tradition since they were the first Major League team ever.  Fans are loyal and educated about the storied past as well as being encouraged about the current team.  They know stats, performance indicators and have strong opinions about their favorite players.

All eyes were glued to the field when they paid honor to wounded veterans who had proudly served our country.  Next was the unveiling of a gigantic American flag that covered the outfield as an enormous plane flew over the stadium at the perfect moment amid roaring cheers !!  The ceremonial first pitch followed and then we moved onto the game.  You could hear all types of conversations going on all around you, and every “ooh” and “ahh” of the plays on the field was palpable.

Seeing this event was truly a treat for my family and me.  It also made me think . . .

42,000+ people were filled with awe, joy and hope for baseball players that don’t even know they exist.  We go to work everyday with a team of people we need to have succeed more than any sports team ever will.

So, what if we treated the beginning of the day like Opening Day at work?  We were geeked to see everyone !!  We cheered their performance on and wanted to see them bring their best in all they did !!  We knew that each person had a role that made the team thrive and we built on it, encouraged it and gave them the equipment to “knock it out of the park.”

As you start this work week, you can have that Opening Day feel !!  What do you say?

Get Your Hands Dirty !!

This weekend my wife asked me to start sprucing up the house for the impending graduation gathering for my daughter in three months.  I needed the nudge because I was dreading the work ahead.  I love being outside, but this level of yardwork was going to be massive !!

One task was to realign the wall I constructed several years ago around our front landscaping.  There are 150+ pavers that span the front of the bed.  Now, this wall has needed attention for some time, and I would see that one or two pavers were out of line, and I’d get them back into the wall with minimum effort.  However, when I looked at the work in front of me it was more like an orthodontist facing a challenging set of crooked teeth.

The chore almost put me in the ground.  To repair the wall and get it where it should be took over four hours of digging, removing roots, being covered in mud and replacing about 1,000 worms who were wondering why they home was being “remodeled.”

I had to get my hands dirty and fully throw myself into the project in order to see a better end result.  As I sit here typing, I’m exhausted and yet invigorated !!  This simple project reminded me that we all need to reexamine how we do HR.

  • How many times do we see systems that need our attention, and we do a quick fix or update just to give it a little more life, when it needs a true overhaul?
  • How often do we sit behind our desk and shoot off an e-mail when we could go and see someone face-to-face to see what their situation entails first hand?
  • How often are we critical of how others handle HR situations, when we could be more integrated with them to help them succeed?
  • How often do we look for “best practices” when we should be creating “next practices” ourselves?

This list could go on and on.  So, the opportunity before us is pretty simple.  We need to get our hands dirty.  This week take a look at the “wall” that you see every day and see if it can be torn down, reconfigured and brought back to life.  It’s worth the work !!

Try a new flavor !!

You may know this, or you may not, but I work in HR for a restaurant company – LaRosa’s, Inc.  It’s a pizzeria that is truly an iconic company !!  We’ve been in business since 1954 and we’re doing well.  To be in business that long and stay relevant, you have to have some staples mixed in with new innovations to keep things fresh.

What does this have to do with HR ??  – EVERYTHING !!

Just recently, we began adding the new Coke Freestyle machine at our locations.  It allows you to get a drink in over 100+ options.  (My favorite is raspberry Coke Zero).  When the machines go into a store, there is a lot of buzz and experimentation.  We also do our best to let you know of new options and flavors for you to enhance your dining experience.

With over 100 choices, you’d think that people would jump right in and try every flavor they could.  Even if it was only to eliminate the ones they didn’t quite like for the ones they do.  Amazingly, many people venture out to drink . . . Coke and Diet Coke.

This isn’t “right” or “wrong,” it’s just that people are used to the norms in their lives and change is more difficult than we think.  All this machine is doing is offering something you already like (a soda or pop) with new alternatives.  Doesn’t seem like a big jump, but it truly is.

When I hear HR folks tout that they are “change agents,” I get concerned.  I’ve met very few HR folks who are comfortable with change, which is the same as our employees.  Change is difficult, but what we’ve missed along the way is that “change” occurs daily whether we want it to or not.

HR tends to think change happens in broad strokes or inventive initiatives.  In reality change occurs most of the time in small, incremental bits.  This tends to be much more sustainable than making huge strides.

So, where are you in this change continuum?  Are you someone who drives change?  Are you someone who shepherds change as it goes along?  Or, are you someone who cleans up after changes happen?

I propose that you be on the leading edge of change in your area, your profession and at your company.  HR has the ability to be innovative, creative and sustainable.  However, we need to understand that change is a vital part of what we do.  Businesses change and we need to be there in stride with them.

So, this week try a new flavor !!  Step out a bit from what you normally do and try something new.  Make “change” a regular part of who you are and what you do in HR !!  I think you’ll like it !!

 

 

What’s at the end of your tunnel ??

I love being in HR !!  For those of you who know me, this isn’t some random blogger’s statement.  I’m genuinely passionate about HR and love to see how the field can to continue to develop, evolve and grow.  That brings me to this week’s observation . . .

The majority of folks in HR suffer from “tunnel vision.”

By this I mean that too often we take the stringent and narrow when it comes to our policies, procedures and systems.  We continue to create and develop systems to keep folks in check (i.e. attendance systems, don’t do this/that policies, etc.)  At the same time, I continue to hear HR folks who are frustrated with what we do.  We belabor the fact that people continue to work around our systems and we don’t know how to get things back in line.

The reality of this frustration is that you can’t get things back in line – nor should you !!  There is absolutely nothing wrong with structure and focus.  People work well when they know there are boundaries.  But, boundaries are different than walls !!

I continue to find that people are vastly different.  This fascinates me because it makes it all the more difficult to come up with HR systems full of absolutes and must have’s.  So, I take a different path and I’d like you to consider it as well.  Here’s what I do . . .

My tunnel is a kaleidoscope !!  Like you, I need to focus, but by looking at each person and situation on their own within the parameters of the systems we have, you get a new image every time !!

Doing HR this way IS more challenging, but isn’t that cool ??  Also, I find it to be incredibly less frustrating and even more consistent because people know that I’ll evaluate the circumstance based on what they’re facing.  It has led to things being more decisive in most cases, and it’s also given my department more flexibility and the ability to make sure that we take the time to look at all facets of what’s facing us.

I used to say that HR is gray and not black/white.  I’m changing that to HR is psychedelic because that is the landscape that I see people moving through.  Why don’t you join me and turn the tunnel to see what new images you get ??

Image courtesy of Worldwide Hippies

 

It’s okay to ask “Why ??”

My wife and I are fortunate to have two amazing kids !!  They do well in school, are active in our church and our community.  I’m proud to say that.  For those of you who have kids, or if you’ve even been a kid, you know that kids ask one question infinitely.  “Why ??!!”

It doesn’t matter if things are crystal clear and there’s no reason for this question, it happens anyway.  More often than not, I just want them to do what I say and have some faith that I am not leading them down some dark path with my request to clean their room.

Recently, I heard a presentation where the speaker pulled back my eyelids on this question that often seems so annoying.  He explained that people in the workplace ask “Why” because they’re seeking context, not to annoy.  They want to understand the reasoning for decisions.  Seems to be a great trait actually.  I actually agree with him and when I sat back to think about it, I ask “why” all the time.  So, why do I get annoyed when others do it?

I think it goes back to the feeling that we’d like people just to do what we say when we say it.  If we have to spend time explaining things, then that means we’ve lost time doing something else that “matters.”

It’s time for all of our eyelids to be pulled back in HR.  If we’re not asking why for context, and even to challenge, then we can’t expect the status quo to ever move.  Just going along with everything doesn’t show well and we shouldn’t settle and sit back.  Also, we can foster a culture where it’s not only safe for employees to ask “why,” but it’s encouraged !!

If we continue to promote that we want a learning environment that focuses on development, then we must allow people to ask “why.”  What are we afraid of if we did this?  If employees felt safe, and inquired about their work, wouldn’t there be a greater chance of an enriched workforce?  How cool would that be?

So, start a new behavior today and allow people to ask that infinite question. This time when it’s asked, answer them.  Give them context and see what happens.  I think you’ll enjoy the results !!

Put a Little Love . . .

This past weekend I was at the University of Indianapolis with my daughter who decided after this visit to join them next year as a Freshman.  It’s a time of transition for me, my family and my daughter.  Why should that matter to anyone but us ??

Good question.  You see, I’m experiencing a “transition” in my personal life and it just hit me because SEVERAL of my friends have been facing transitions as well.  Just this past month the following has happened:  four HR friends lost their jobs, one HR friend lost her father and another his mother-in-law, three HR friends are struggling with their marriages and/or divorce.  It shouldn’t matter . . . but it does !!

As HR people we don’t take time to know what’s really going on in people’s lives because we think it takes too much time.  Also, if we know about what’s happening we might have to DO something with that information.  Another pressure we face is we have managers who think that personal situations just get in the way of work that REALLY matters.  Ironically, if a personal situation comes up that involves them personally, then they want us to take note.  Huh !!

What would happen if we did take notice of people’s personal situations?  I don’t mean to take it to a creepy level.  Instead, I propose this.  Take note of the various highs/lows that people choose to share and SHOW GENUINE INTEREST instead of passing glances and quick “Hello’s”.  We keep asking people to handle change, and yet we ignore the transitions and changes that are happening to them everyday.  Just by listening, we may relieve the anxiety, pressure and uncertainty of what they’re facing.  I take great joy in laughing with, crying with and rejoicing with people I work with and know that because those events truly matter to them, they likewise matter to me.

You can’t keep asking people to put the “H” back in HR if you aren’t willing to model it yourself.  It made me think of the great 70’s song “Put a Little Love in Your Heart.”  I love the Annie Lennox/Al Green version (in this link).

So, I’m excited about the new transition about to happen as my daughter continues to grow and head off to college next year.  I’m excited about your transitions too because it truly makes “the world a better place for you . . . and me . . . you just wait . . . and see !!”