‘HR’ Articles at Everyday People, Page 35

Drop Your Work Face !!

As you read this you’re probably getting ready for the work week. How do you do that? I’m sure it’s probably different for everyone, but there is preparation of some sort. You get your outfit together. You look at your calendar for the next day or even the whole week. The question I have is, “Which face did you choose to put on ?”

For some reason, people choose to act one way at work and another outside of work. In fact, they may have different work faces depending on who they’re interacting with during the day. One for senior management. One for your department. Another for your peers and one more for those who are in roles lower than yours. Gets tiring doesn’t it?

Why do we feel the need to carry multiple personas? What’s so hard about being ourselves? Let me share a story . . .

Early in my career, I worked for a Fortune 100 company as a recruiter. These were the days before “business casual” existed. Our department was going to go together to a company sponsored night at the Cincinnati Reds. We had seats in the stadium and weren’t in a suite. I had never been out with my co-workers socially because I was much younger than them. So, I had never seen them in “non work” clothes. I was geeked to go to the game. I chose to wear a Reds shirt, shorts, a Reds hat and, of course, my red Chuck Taylor low top Converse shoes !!

My co-workers actually stared at me and asked me if THAT was what I was going to wear to the game. They were in casual clothes, but very nice ones. I smiled, said “Yep, trying to show team spirit !!”

I was given the tickets for me and my friend that were separate from the rest of the group from work. You see, I didn’t have the right work face on. I didn’t know I needed one !!

I don’t work at that company any longer, and I’ve watched over the places I’ve worked since then and I keep running in to more and more work faces. This needs to change – especially for HR !!

HR folks need to be genuine all the time and with everyone. You can’t expect people to be genuine themselves unless they see it modeled for them. Doing this will make you vulnerable, transparent and emotional. In other words – human.

Trying to play a game of being different personalities for different people within an organization only hurts you and your company. Also, you need to understand that employees are yearning for someone to be “real” with them. It’s missing in companies today, and that’s a mistake.

This week stop putting on a work face and be yourself. When you see others with work faces, make it safe for them to let them take it off. You’ll be pleased with more and more folks being genuine. Once that happens, then you’ll see true performance occur !!

People. Every. Day.

I’ve had this small voice in the back of my head that has wondered what it would have been like to be a college professor. I’d want to teach students about HR of course. I envision gathering at the beginning of the semester in my classroom. I’m a bit anxious and the students are wondering what is in store. I’m sure most of them are expecting a syllabus on the first day outlining coursework, readings, projects and exams.

After I get everyone settled down, I ask all of the to put down their tablets or close their laptops. Then I ask them to take their textbooks and put them on the ground. The students look concerned at each other wondering what is going on and a few are probably posting on social media about how odd this new professor is. Then I start . . .

“Hey everyone. Glad you came today to HR 101. To get started, I want you to look around the room and see what you notice.”

After a slight awkward silence, I step in.

“I hope you notice your fellow classmates. You see THEY are what Human Resources is all about. If you remember nothing else this whole semester, remember this.

HR is about people. People. Every. Day.”

I don’t want them to enter the field of HR without this essential truth. I don’t want them to have to be reminded after 3 to 5 years that people matter. I don’t want them to ever think that the policies, procedures, regulations and rules that are components of HR should come before people.

It sounds simplistic, but it’s missing in organizations. Every. Day. There are tons of HR pros who are more content with “how’s” of what they do versus the “who’s” they do it with. Instead of seeing the many employees that you come across as tasks that fulfill your daily to-do list, try recognizing them as a mosaic that ebbs and flows on a regular basis.

There is a sea of diversity and variety that you get to work with all around you. Not one day goes by that is the same because you’re working with people (every day). You have the opportunity to choose whether that matters or whether it’s a nuisance.

I have to admit that when I started in HR, people weren’t the focus of my efforts. That was an expectation set forth by the company I worked for. We were more concerned with structure, compliance and making sure people fit within rules and systems. There was little room for creativity or innovation. I thought it was because of the size of the company I worked for, but I’ve found this to be more of the norm for how HR operates (and it comfortable doing.)

After I held a position where the owner told me that the ONLY reason I had a job in HR was for his people, I’ve never looked back. Unfortunately, it’s still not the “norm.” We spend more time on the “stuff” of HR and not the people we work with.

This week, join my class of HR 101. Put away the things of your job and put the manuals of rules you’ve developed to the side and look around the room. See what you notice and remember what HR is truly about.

People. Every. Day.

Resurrecting HR !!

HR is dead.

(At least that’s what people want you to believe.)

It’s staggering to me that there continues to be this on-going conversation that is desperately trying to kill Human Resources. Blogs, magazine articles, conference presentations, etc. It’s happening throughout the profession, and very few people are standing up against it !! Why in the world should we allow people to degrade, belittle and tear down our profession? It’s especially disheartening when some of those voices are coming from inside HR itself !!

I believe that there should always be discourse, dialogue and critique. If that doesn’t occur, then change doesn’t happen. However, trying to move things forward through tearing it down has never worked. Never.

The reason for this post, and the title, is that I truly believe there is a problem and HR does need resurrecting !! Also, with it being Easter, how could you not use this title ??

The problem, as I see it, is that we are working so hard to maintain the status quo, that we’ve lost the urge to stretch and dream to see what HR could be. We feel that keeping things comfortable and in line will make our role effective and needed in organizations. It helps to have some of that, but not as your primary approach. It’s interesting that we encourage others not to settle, but we don’t see that this advice also applies to us.

I’d like you to consider some ideas to make HR alive for you personally and collectively as a profession !!

Stand up and be heard !!

When you hear someone taking a shot at HR and what you do, respond. If that happens in your organization, push back. Bring solutions that elevate the human element of your employees and pull the company together. Quit making efforts to manage to the exception and recognize the whole. If you see negative comments online, respond. Being frustrated behind a screen will not bring about change. Comment, share and respond !!

Get connected and involved in the profession !!

HR is a field of isolation by design because we deal with the difficult side of employee issues. They have to have a safe haven they can work with and come to. After awhile, that isolation builds up and you have nowhere to go. (or so you think). The best thing about being in HR is the other people who practice it !! Having a viable, interactive and living network of HR professionals is essential if you want to thrive in this field. There was never anything written in your job description that stated that you had to quietly suffer.

Reach out. Connect with others who are near you. Make social media the communication vehicle it was intended to be and find out that there are thousands of people who do what you do, and they’re looking to connect as well !! Go to conferences to meet people. Join organizations like SHRM nationally as well as locally. Do it because it makes you a better HR pro, not just because you were told to do it !!

Believe in what you do !!

HR is alive and well. It’s not just a blog post or a rallying cry. It’s a fact. Every day senior management is seeking HR to step up and make sure that organizations are more human. It’s a natural instinct in most of us and the time for suppressing it is past. It’s not time for us to be wildly optimistic, but it is time for us to say – How can we make the workplace better?

There is value in what you do my peers and friends. Inherent, tangible value. As you head back to work this week shake off the cobwebs, drudgery and negativity which can swallow the best of us. It’s time to resurrect HR !! Will you join me ??

A Rocking Chair

This past weekend I was fortunate to be part of a celebration at work. It was a chance to say “Thank You” to a Team Member for an incredible accomplishment. One of our delivery drivers had decided to retire. This may seem like a normal occurrence in the life of a company, but when it happens at our company, it’s a big deal !!

This is true because we’re an anomaly in the restaurant industry. We have several Team Members who have many years of service which is fantastic. Yes, we have turnover but it’s not our focus. Celebrating folks who have 10, 15, 20,25 and more years of service is common.

This retirement celebration, however, set a new standard. You see we’ve been in business for 62 years and this Team Member has been with us for 55 of those 62 years !! That is ridiculous and phenomenal !! I knew he had been with us for a long time, but I had no idea it was this extensive. He started with us when he was 15 years old and has been taking care of guests for a lifetime – literally.

To get ready for this day, we asked around to see if there was anything we could get to commemorate his retirement. His wife was wonderful and she told us, “He’d like a rocking chair so he can sit on the porch and drink a Coke.”

55 years and thousands of hours of service, and he wanted a place to rest and reflect. Epic.

We met at the restaurant where our driver had worked the majority of his time with us and we did our best to make it a surprise. The turnout of family, friends and co-workers was inspiring. So many people couldn’t wait to also say “Thank You.” As everyone gathered in a party room, we got the jet black rocking chair out of my car and walked through the restaurant. You could hear oohs and aahs as we walked by. I heard “look at that chair !!” and “I wonder who that’s for?”

It was so cool to witness. You have no idea how humbling it was to experience this anticipation as to how he’d react. I asked everyone to have a seat, said a few words of thanks and then asked our retiree to say a few words. He stepped up and was visibly moved. Very graciously he said, “I’ve enjoyed my time here and the people I’ve worked with. It’s been a great family to work for. I appreciate everyone coming out for this. Thank you.” That was it. Beautiful.

I asked him to try out the chair for pictures. He sat down, looked up at me and said, “Look at that, it fits just right !!”

Too often we overthink recognition when it comes to our Team Members. We put our focus on programs and not people. Recognition can be broken down into asking what matters to someone. The differentiator in how HR and companies approach this is whether or not you’re willing to allow individual requests. This takes more work, but it’s worth it.

It’s another example of how we complicate and layer HR when it is begging to be simplified. More does not mean better, it just means more. This week break the mold of conformity in recognition and look at the individuals you need to recognize instead.

Who knows? You might need to go out and buy a rocking chair.

Golden Years !!

“Don’t let me hear you say life’s taking you nowhere . . .” David Bowie

As you read this, you’re probably starting your next work week. What does that look like for you? I can’t venture to say what the details are in what you do because everyone’s job is different. What I’m wondering is – do you have a “job” or are you in a stage of your “career” ??

This year I hit a milestone that never seemed within reach when I graduated college. I am entering my 30th year in Human Resources !! I haven’t been in the same role or at the same company, but I’m still in the field I began. I honestly would have to say that I’m more geeked about HR now than when I started !!

Now, I can’t say looking back that I saw each position I held as a step in my career. In fact, I would even say that the goal coming out of college was not to have a career, but to secure a job. I wanted to be out on my own and be able to provide for myself. It never dawned on me to think of anything but short-term objectives. Also, I have to admit the focus of work was to keep my job and make sure I didn’t lose it.

When I look at the profession, and also at all types of occupations, I think the predominant thought of employees is to keep their job versus growing in a career. This is a reflection of a company’s culture. Honestly, we have more of an expectation for people to “show up” than we do for them to contribute, perform and thrive.

This needs to change. It’s a hidden obstacle within a company’s make-up that is hindering it from excelling by not expecting the best from its people and encouraging them to grow. We tolerate people taking up space each day and think that this is how work works.

I’d love to see HR take the lead in shifting how we view our roles, but we need to be willing to make the first step. HR people don’t typically manage their own careers. We assume positions within organizations, but we never step back and evaluate if this is where we want to be or if it’s what we want to be doing. Aren’t you tired of going to work and just “existing” in your role ??

You really shouldn’t settle. I understand there are times over the course of your work life cycle where you may have to take a job because there aren’t other options. Even then you can choose to approach each job you have differently. It shouldn’t be “taking you nowhere.”

I would encourage you to find HR folks who have managed their career well and connect with them. Ask them what has worked for them and what hasn’t. See how they evaluate work, HR and their lives in general. Trust me when I tell you that they won’t find this intrusive at all. The folks I know that manage their careers well are willing to share their ups and downs.

This week, step back and take a look. Do you just have a job or are you performing at the most recent stage in your career? If it’s only a job, it’s time to change. This may mean changing your role, or it may only mean changing how you approach what you’re doing and understand that it’s part of your career.

You have to understand that you’re in your golden years right now. Don’t wait for some mythical time that is supposed to be bestowed upon you in the future. Time to take hold of who you are and flourish now !!

What’s HR Like ??

This past week I had a very cool experience !! One of our Team Members is going to college and wants to go into Human Resources. He asked if it would be okay to meet. I jumped at the chance !!

Abstract technology background. Cog wheel theme

I went out to the restaurant where he works and we sat in a booth after we made the obligatory introductions. As we settled in, I started, “So, how can I help you?” Out of the blue he gives the most massive question possible, “So, what’s HR like ??”

I’ll be honest. I was speechless for a moment. It wasn’t the question I expected. He didn’t want to hear the oddyssey of my career or honestly anything about me. It was incredibly refreshing !! He wanted to learn about the field, the profession, the ins and out as well as the ups and downs. By the way, he’s a millenial.

According to the myriad of HR writing that exists in the blogosphere, this young man wasn’t living up to his stereotype. He was engaged, interested and curious. He wasn’t a slacker who was looking for something inane like work/life balance or how to make a gigantic salary while being a lone wolf who doesn’t know how to communicate because he grew up with technology. Have I covered them all yet ?? But, I digress.

It was the best hour of my week. A chance to sit down and talk about how and why you can be passionate about HR and thriving in it as a career. So, what did I tell him HR was like ?? Here are a few of the key things I shared.

HR is Essential !!

This may seem a bit crass as an assumption, but it is a deep held belief by me. If an organization has humans, it has a need for human resources. I don’t mean to belittle this at all because too often organizations think they can just wing it and hope that nothing horrid happens without HR. I understand that not all companies can have a full-time HR pro, but you can get HR resources that can assist you.

This reality of being essential gives HR a bright, tangible and valued future. This isn’t about “how” HR is practiced. It is, however, the anchor for our existence !!

HR is NEVER the same !!

I explained that if you want to get into a field that is predictable, mundane and full of absolutes then don’t go into HR. I did warn him that there are HR pros, and companies, who limit the scope, involvement and impact of what HR does for them. It saddens me that this exists, but I wanted him to have a holistic view of what he was pursuing. I think the constant ebb and flow of variety in HR is what sets it apart from most professions. You have to remember that you’re whole professional existence is surrounded by people. And people are NEVER the same . . . ever !! I explained that this can either be exhausting and frustrating or it can be energizing and exhilarating !! I think he knows which set I follow.

HR is a great career choice !!

I told him that this factor was hard to find and I appreciated that he was checking out the field by talking to HR pros. You see, I wasn’t the first person he talked to. I was the third. I was geeked when he said, “I haven’t heard this positive outlook about HR yet.” I told him I wasn’t surprised. I told him that I have a big, hairy audacious goal for ALL HR pros to be connected as well as passionate about who we are and what we do. He liked that and said THAT is what he was looking for in a career.

We closed the meeting by getting him connected on Linked In, adding him to my global HR network (The HR Net) and one more critical thing . . .

I told him that I’d be available for him whenever he needed me and for whatever other insight and advice he needed as he entered the world of HR.

You see, I didn’t want him to see a stereotype of a generation either. I’m geeked for his present and his future !! And to think it all started with one question. If someone had to ask you, what would you say ?? What’s HR like for you ??

I hope it’s full of hope, positivity and passion because then you’ll understand how incredible Human Resources really is !!

The Eyes Have It !!

Every so often I am fortunate enough to travel for HR. I’ve been an active volunteer for SHRM for over 15 years now and it’s always cool to me to get to go to a place away from home and see my peers. I never take it for granted and I’ve been able to venture out to places I may have never gone to on my own.

Travel is a unique thing. When I first began to travel, I think I was like many of the folks I encounter now. I was anxious and uncertain of where to go and what to do. People are constantly milling around you and they look as anxious as you feel. Many people are rushing without care or concern of any other human within 25 feet of them because they need to get to their airplane gate, taxi or desk at the hotel.

I decided that if I traveled like this, I would be miserable, frustrated and impatient with others. That runs completely counter to who I am and how I see others. So, I slowed down and looked up. I no longer buried my head down to join the mad rush to the next destination. Instead, I really took a different approach . . .

If you don’t know, I’m a very intentional person. I sincerely want to meet and know every person that I cross paths with. I’m intrigued as to who they are and what they do. I know there’s a chance that I will meet someone that may not be “safe” or could take advantage of me, but my experience says that this is rare. This brings me back to my new approach – I make eye contact with people.

I don’t gawk or stare. I don’t fix on someone to be overt or creepy, but I look at people and if we connect, I really take a giant leap !! I say, “Hello !!” That’s it. Nothing more.

If someone wants to chat, I chat. If someone gives me the head nod, I reciprocate. I do this with the driver from long-term parking, to the ticketing agent, to the TSA ID checker, to everyone I meet. When I do this I get one of two responses. The one that is unfortunately the majority is that people avoid making eye contact because they don’t want to interact. I get that, but it’s disappointing. When people do make contact and chat, it’s fantastic !! Why ?? Because I truly feel that people today want someone to notice them.

We are all constantly surrounded by people and yet we act as if we’re completely alone. We surround ourselves with social media, but we really only look to see if people notice us. It’s time we change our approach – especially in HR.

Each and every day we’re surrounded by employees, clients, vendors and new people. Are you taking the time to pause, make eye contact and greet them? Do you stay long enough to see how someone is really doing or are you in your own mad dash because your e-mail is more important than the person you just passed ??

It’s time we looked up from whatever we think is more important and notice the people around us. You never know if the “Hello !!” you give will be just the thing that someone else needs more than anything. Trust me when I say that people aren’t doing this. People deserve to be recognized and noticed.

This next week start making eye contact. It will change your view of others, your work and the world around you. I’ll be watching and when I see you, I’ll be making eye contact – guaranteed !!

Do The Work !!

Do you enjoy meeting people personally and professionally ?? Does there have to be a compelling reason to do so ?? Is the only reason you meet people is because you read a blog post that tells you to ??

I’ve been thinking about this lately because I thrive on meeting new people. That’s a fact. Whenever I go to a new environment, I reach out to meet people. I really want to get to know them, know who they are and something unique about them. I understand that this isn’t the norm and I wouldn’t recommend it unless you have the capacity to take in more and more folks.

You see, I’m not a collector. Many people who network are because they have some ulterior motive that is intended to result in a sale of their services or products. When this occurs, people are only scratching the surface of truly connecting and yet people continue to do this. Just last week a person who was a guest at the restaurant I work at came up to me and said, “You look friendly and are always smiling. Here’s my card, I represent . . . .” I was floored. No name. No introduction. Just a chance to whip out the 30-second sales pitch because this is how you think it’s effective to meet other people. I threw his card away.

Let me share an example of how networking has a lasting effect – as it should !! My best friend, Fred, calls me every week. Every. Week. He checks in to see how things are with me personally and professionally. He also just stepped up to run a monthly networking group, GETDOT Cincinnati, as their new President. By the way, he’s officially “retired.” Meeting new people really shouldn’t matter to him anymore should it ??

Fred is not only a dear friend, but he’s a great mentor and example that you need to have relationships with those in your network. That is the key !! If you can’t tell others about a connection past a rectangular piece of paper, then they really aren’t a connection at all. Remember, if you’re too busy to make time for others, don’t have them in your network and don’t be in theirs. That may sound a bit harsh, but great connections encourage each other. They don’t use each other.

The key to networking is to Do the Work !! I think that having a viable network and being an effective networker should be a mandatory skill for all business people and especially for those in HR. Let me be clear – this is a business skill and not a job hunting skill. We’ve lost sight that having a set of “go to” people makes you a stronger professional in your role both within your company and in your industry.

The challenge I see is that HR people are hesitant to reach out and meet others in our field. I don’t understand this because I’ve only seen it benefit me personally and allow me to have access to incredible folks !! This isn’t a factor of being extroverted or introverted. It is a factor that we don’t see the value of taking the time to connect with others.

This week, I’d like you to start doing the work of connecting. Make a commitment to connect with one or two new people in HR. Send them a Linked In request with a personalized invitation. Be active on Twitter and connect with other HR folks and share HR blogs you read with others. Go to events and find a few people you don’t know and take the time to intentionally meet them.

Be good with adding just a few people to your network each week. If you have a larger capacity, meet more people. However, commit to making sure they are connections and not collections. You’ll be a stronger HR pro when you have others around you that can encourage you and share their experiences and knowledge.

I hope you understand that I know that this makes a difference. It will be some of the most meaningful work you’ll ever do !!

A or B ??

Do you remember taking multiple choice quizzes and exams? I always enjoyed them more than essay questions because you could at least make a choice. Every so often though you’d have a quiz where the answer could be “a”, “b”, “c”, “a and b”, etc. That was difficult because you had to put more thought into your response versus rushing through the exam with your No. 2 pencil to just get done.

We like clarity in the workplace. We’d prefer to have things fall into a multiple choice format so that tasks and relationships would fall into place smoothly. This may work well with things and tasks, but it rarely is that clear when it comes to working with people. This is because people are so diverse in every way.

I heard some sage advice recently from my pastor who was talking about relationships. He stated that when it comes to interactions between people we can either choose “a” or “b” broken down like this . . .

A = Assume the worst and B = Believe the best

It floored me !! This is so true in our workplaces and especially in Human Resources. Far too often I think the majority of people choose to assume the worst in others. Even before any words are shared, we make assumptions about how the conversation is sure to progress. We get bogged down and think that every time we meet with someone it’s going to result in more work for us. The power of this negative approach is extremely hard to ignore. It’s also challenging because we “just know” that the person we’re interacting with is assuming the worst as well.

I’m a choice “b” person !! I honestly go into situations believing the best will happen. It’s something that was modeled by my parents and it always seemed to work and also felt natural. It’s odd that even as I type this I sense people reading this and being skeptical or cynical. Believing the best of others doesn’t mean being naive or Utopian. Let’s be honest about something – I know that people will disappoint me because I’ve disappointed others !! Choosing to believe the best does not mean to overlook situations or treat them at a surface level.

I just don’t think something bad is going to happen when I meet other people. In fact, if someone does disappoint and/or hurt me, I will still believe the best will happen the next time I meet with them. I have come across some people who want to intentionally try to not let me believe the best in them, but I try because I think they deserve it.

If you choose to believe the best, I promise you that HR will be great for you every single day. It doesn’t have to be a battle for you to choose “b” and not “a.” I think it’s key to surround yourself with others who believe the best. There may not be as many of us around, but there are quite a few. Connect with them and see how much this group will encourage you to keep believing.

So, here’s the test for you as you enter the workweek – “A” or “B” – what will your choice be ??

Without Ada . . .

. . . there would be no Super Bowl !!

That’s a fact. You may not know this but my hometown, Ada, Ohio is the home of the Wilson manufacturing plant that makes all of the footballs used by the NFL. The great folks who work there get featured every year on Super Bowl Sunday. There are around 6,000 people who live in Ada which makes it awesome, but often overlooked.

If you look around today, we suffer from a “culture of celebrity.” We can’t get enough of it. Whether it’s sports, movies, or politics we focus on the few and neglect all those around them. The past two weeks have focused primarily on Peyton Manning and Cam Newton, the teams two quarterbacks. A NFL roster has 53 people on it, but we focus on one. The other 52 players are critical for the quarterback to be successful. However, focusing on the long snapper doesn’t make great television.

There is an alarming trend happening in organizations that is also focusing on the “few.” You see constant blog posts on how to handle and develop your “high pots” – high potentials. They range from warnings on what happens if you ignore them to “X” number of steps to make sure they succeed.

Don’t get me wrong, you should look for people who are current and future leaders. That isn’t new, it just isn’t done consistently so we focus on it. When you make celebrities in your companies, your attention turns from all of the great employees you have to a select few who may, or may not, become the people you’ll hope they’ll be. Also, I’ve seen that some people pegged as high pots learn about this and turn into major prima donnas.

HR practitioners get sucked into this trap as well. We think that if we can get these high potential people to take on great roles, then we’ll receive kudos as well. I’ve even seen performance management systems geared toward high pots only. Another trap is that we try to stay in the Senior Management spotlight because we think we’ll have a more significant impact if we are visible to the top of the organization chart. What about the other employees who come to work and contribute every day? What about the people who make the footballs?

Great HR is made up of people who have an endless view that looks out across the entire organization. Each person is known, valued and expected to be someone who adds value in their particular role. When HR is based on the fringe of any particular group, you actually end up making narrow decisions thinking that they will affect the entire organization. This just isn’t true.

In my opinion, every employee is a “celebrity” who has high potential. The key is that they have an HR person who sees that in them and doesn’t overlook their contributions for someone who is more shiny. Growing up in Ada with people who make the essential football gave me a perspective to never overlook anyone.

You need to step back and see if you’re trying to create celebrities, or engage all people. I think you’ll see if you work with the whole team, you’ll be more successful than trying to focus on one or two people.

So, every time you sit down to enjoy a Super Bowl or a NFL game, remember someone made the footballs !!