‘GCHRA’ Articles at Everyday People, Page 3

WIFO – A New Approach

It’s time for HR to quit trying to focus on the “me” side of HR and look at focusing on others. This approach isn’t happening today and imagine if it did !!

Have you been to HR seminars where they emphasize the WIFM effect of employees? You know, “what’s in it for me?” There are entire marketing efforts and focuses that try to figure this out from a consumer’s perspective. I get it. I’m attracted to things that meet my preferences and styles, but I’m sure they don’t fit anyone else’s choices.

We’re all unique as people. HR struggles with this. How can we provide the “what’s in it for me” factor if everyone is different? It’s impossible !!! Or, is it ??

I think it’s time for HR to try the WIFO approach – What’s in it for others? If we’d do this, we’d be more successful in the end in meeting the needs of most – not all.

Using the WIFO approach, you can really put people first. HR needs to understand that without people, we’re nothing but a giant bureaucratic machine that people see in negative connotations. We have to put others first – all the time !! This may not seem fair, but it really works.

More often than not, HR departments approach the least common denominator when it comes to policies, programs and initiatives. We have a small sample of employees who either make the most noise, or cause the most problems and Wah-lah !! – something new magically appears that we now impose on everyone.

You have to ask yourself, “When I go talk to employees, am I talking about a situation, or am I focusing on them as a person first?” Is it more important to get resolution, or understand what’s happening to them as a person? Try it. Focus on your employees as people first.

I think we don’t think of others first because people rarely think about us as people. Why don’t we change that? If you would take the time this week to e-mail, call or visit an HR peer and just ask them how they’re doing, how do you think the profession would change? I think it’d be amazing !! Intentionally reaching out to others to model what we could do for our organizations.

People are difficult, challenging, amazing, creative, unpredictable and that’s a great reason to be in HR !! You and I need to remember . . . we’re people too.

If I were you, I’d be on the lookout for a call . . .

Whole Lotta Love (for HR) !!

Too often people are tearing down HR vs. building it up. This needs to change now. If we did this, can you imagine what workplaces would be like?

When you think of Valentine’s Day, the first band that comes to mind is . . . Led Zeppelin of course !!

These rock giants defined an all-out, unabashed approach to their music and they renewed the world of rock post-Beatles. I’m a GIANT Zep fan and when I hear any song from them I just get jacked up (even their ballads.)

Don’t be mistaken, this isn’t a tribute to Led Zeppelin. Instead, it’s a call for HR to be as all-in every time they approach their jobs and the field in general. When I go to chapter meetings, roundtables, conferences or read the endless blogs that trash HR, I hear more voices joining in tearing down HR vs. building it up.

When was this ever a good approach to changing anything? Seriously. If we think, “Let’s all show why HR falls short, isn’t strategic and can’t get out of its way in the business world – then things are sure to change !!”

I was talking to Jason Lauritsen recently. He’s a fellow HR practitioner and we were sharing that we want to take 2011, and beyond, to lift HR up and not tear it down. It’s not to say that people can’t be critical, but give solutions not just gripes. Also, we agreed that the human perspective of what we do can’t be buried in the HR/Corporate speak of metrics, ROI, synergy, etc. Really, people don’t talk like that.

Jason and I have different approaches to HR with one common theme – PASSION !!

Passion is a word that isn’t supposed to be set aside for one day in February when everyone is “supposed to be” passionate because a card told you to. We can’t expect employees to be engaged if we’re not passionate about them !! It’s past time for HR to be passionate about what we do, how we influence people’s lives and how our work and perspective assist companies to move forward. Mediocrity isn’t an option. It never was.

The time is now to show a Whole Lotta Love for HR !! What do you say? Are you in?

Image courtesy of Etsy

What if . . .

What if HR took lessons from the Super Bowl and treated employees differently?

Like most of America, I was planted on my couch soaking in the spectacle that we loving call the Super Bowl on Sunday. I saw some of the ridiculously long pre-game, anticipated the commercials and critiqued them, loved the back and forth play between the Steelers and Packers, and watched in awe as the Black Eyed Peas performed the halftime extravaganza. Hours of my day spent watching an event that honestly did little but entertain me – at times.

Sitting in my office on Monday, I began to wonder some comparisons between HR and the time/effort given to the Super Bowl.

What if . . . HR was as excited and focused on cheering on their employees as fans are of their teams in the Super Bowl?

What if . . . HR loosened their grip on rules and let people freely express themselves like they do when they go to a football game? Face paint and all !!

What if . . . HR had a strategy that had employees playing like a team and understood that ALL of the members of the team were expected to contribute?

What if . . . HR coached the company’s employees based on their strengths and put them in roles that allowed them to excel and even win?

What if . . . HR itself expected the best in people and sought to make sure that they had all of the equipment, training and facilities in order to be their best everyday they came to work??

What if . . . HR took that approach that it’s a “championship” field to be in instead of looking for ways to tear itself down?

What if . . . HR knew that even if it comes into an organization as an underdog, that it can rally the staff to grow, compete and add value to the company?

Last Friday, one of our Team Members had a birthday. Big deal, huh? You see, at my company when it’s your birthday, you bring in snacks to share with the office. People usually bring in sweets, but Friday was different. As I walked upstairs I smelled grills. The “snack” for this person’s birthday was that he made everyone in the office a fresh omelet to order !! Seriously !! It was phenomenal.

Here was someone who did something unpredictable, unconventional and unparalleled. He is a great Team Member from Finance that you’d never expect to do this.

He was a great example of “what if . . .” So, HR, look at things in a new way. See the greatness that works around you everyday.

Do you know what would happen if you did this ?? What if . . .

No apologies

It’s time for HR people to quit complaining about knowing each other. Instead, we should be doing all we can to get to know our connections as real people.

Disclaimer – (all good HR people know how to do these . . .)

The following post may seem like name dropping, but it’s not. It’s about the value of getting to know the people we choose to follow and be connected to. If that makes me a “clique” former – so be it !!

Now for the post:

Last week the coolest thing happened !! I received a DM on Twitter from Bryan Wempen asking me what my day looked like. I was a little confused by this since Bryan is normally in Tulsa, OK and I’m in Cincinnati, OH, but I responded. Turns out he was in town and wanted to see if we could get together. To say I was GEEKED would not give this enough credence !!

Bryan is someone I met through Twitter and also through his incredible blog radio show, Drive Thru HR, which he co-hosts daily with another friend – William Tincup. We went to our Boudinot location for LaRosa’s and had some great conversations over great pizza !! I learned more about him, his family and great stories about career, college, etc.

You see, Bryan was inadvertently helping me reach a goal I set for myself for 2011. I want to meet as many of the people I’m connected to as possible in real life !! I think this really matters.

I think HR people in the Social Media space are struggling with “what’s next?” when it comes to where things are going. The piece that’s missing is that we long to really know each other.

Coming up in the next few months, I get to go to the Northern Ohio HR Conference to present and catch up with Joe Gerstandt as well as 100’s of other attendees who may/may not be involved with Social Media. Also, in April I’m going to HRevolution 2011 and couldn’t be excited enough to meet others that I read about, learn from and communicate with.

There’s more to come in 2011 including the Ohio HR Conference in September where I’m fortunate enough to be this year’s chair !!

I feel that too many HR people keep their heads down when they go to great events like these and worry too much about HRCI credits, where to sit in the room and if the person sitting next to you is going to “bother” you by tweeting instead of listening to the speaker.

Time for this to stop !!

The GREATEST resource at these events are the people sitting next to you, the people in the exhibitor halls and the people milling through the halls !!

So, no apologies. I plan to meet ALL of you – and I can’t wait !!

What Do You Expect ??

This post asks HR what their focus is when it comes to their employees. Do they dread seeing them, or do they think they’re amazing?

When you think of your employees, what comes to mind?

Do you have positive thoughts? Are you fondly reminded of how amazing the folks are at your company ??

What do you expect? Seriously. Have you taken the time to reflect on how your focus is as an HR practitioner when you go into work each day? Are you looking forward to working with the people around you, or do you dread it?

If I asked you this in person, I’m sure I’d hear a positive response because you’d feel a little awkward because we’re only supposed to talk about surface level things to keep things within a social norm. It may be the way you truly feel, and I hope it is.

However, when I keep my ear to the ground and listen to other HR pros, I hear more negative things than positive things. I hear people grousing about the difficult person who did this, or the person who takes ALL of my time, etc.

Don’t you think your employees see that in you? Don’t you think that they’ve come to expect HR to be the department who brings the bad news? Not very encouraging is it?

I think that we’ve made the rock prophet Don Henley’s words come true from his vintage song “Dirty Laundry” on his debut album I Can’t Stand Still.

“Dirty little secrets
Dirty little lies
We got our dirty little fingers in everybody’s pie
We love to cut you down to size
We love dirty laundry”

I know that sounds harsh, but when I listen to HR people they tend to talk about the 10% of people who cause them the most problems instead of focusing on the 90% of people who are GREAT !!

I love HR Horror Stories as much as the next person, and I could add my share of them – believe me. However, it’s time to change the tide.

People will see HR as a positive force in organizations when, and only when, HR is positive itself !!

So, what do you expect ?? Let me know.

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