Posts in the HR Category at Everyday People, Page 37

LLAP !!

This past week an entertainment icon passed away – Leonard Nimoy. He was mostly known for his immortal TV character, Spock from Star Trek. As a devout HR Nerd, Spock has always been my favorite Star Trek character. I admired him because of his loyalty in his relationships and his willingness to always explore who he was and what humanity was all about.

Spock had a signature greeting, or salute, that he gave to others by raising his right hand, splitting his fingers into a V and state, “Live Long and Prosper.” Looking back now, it truly reflected Mr. Nimoy’s life and his journey. He struggled with being identified as Spock for his entire career. He even wrote a book called “I Am Not Spock.” Everyone wanted him to stay in this role because that’s how they saw him. They didn’t know he was a very thoughtful man, poet, musician and artist. After some time, he came to terms with who he was and the legacy his role had. He actually wrote a second book entitled “I Am Spock.”

Did you know the original Star Trek series only ran three years and stopped in 1969? That’s forty-six years ago !! What an incredible legacy !! Yes, there have been subsequent movies, books and other Star Trek series. Those existed only as a legacy to the original show. In fact, Star Trek and Spock have become a part of social culture.

Now, think of how you approach your role in HR. Are you looking at how you practice what you do, or are you just making sure your job gets done? Do you have an “impact approach” or a “legacy approach”?

You see, you make an impact every day whether you are intentionally choosing to or not. Your impact is determined by your behavior, outlook and effort with others in your company. That doesn’t ensure that your impact is positive though. One can impact others in negative ways which have a much longer effect than you can even imagine.

A legacy approach is just slightly different because it still involves your impact. Remember, Mr. Nimoy’s original run as Spock was only three years. If you knew that your “run” as an HR practitioner had a limited time to it, would your daily look at your job be different? Would you put everything you had into what you did so that when you were done, it would be remembered and sustained?

I think that too many of us in HR are either concerned about keeping our job, advancing in our job or just existing in our job. There is an opportunity to not only have an impact, but an impact that truly makes a lasting difference in the lives of the people around us. When you change your approach to one that will leave a legacy, you will see each day in a fresh new way.

I love that Leonard Nimoy came to terms with who he was and his legacy. He was active on Twitter and would finish his tweets with #LLAP for Live Long and Prosper. Every tweet. Every time he would communicate to others.

That is my hope for everyone who practices HR. It’s how I approach what I do and I hope you join me in having a legacy approach to what you do !! #LLAP

Practice the 3 R’s !!

It intrigues me that when the majority of HR conversations occur, they are around broad areas. They range from regulations to compliance, HR technology to HR analytics, performance management to being strategic. Interestingly enough there is something missing in the midst of the noise.

What’s missing ?? Employees.

When I see the myriad of pros and cons about certification options, the argument is between the terms of “knowledge” or “competency.” Again, concepts and not people. The majority of our HR education and training is to become proficient with systems and processes. But, what takes up the majority of our time and efforts? Employees.

I’m not saying this as if employees are a negative. Far from it. Employees are THE reason why I practice HR at all !!

So, if our interaction with employees make up the majority of HR, why are they “missing”? I think it’s because the other areas of HR can be defined and wrapped in structure. We can create systems that have a beginning, middle and end. There is more of a linear approach to these areas of HR, and we appreciate the step-by-step aspects of things that can be accomplished time after time.

Employees aren’t linear. Isn’t that fantastic? Seriously, who wants to be around people who are predictable, bland and one-dimensional? Is that who YOU want to be as an HR practitioner or consultant? Would HR be better if people conveniently fit our lives like a form to be completed? I don’t think so.

What if you did have a system that would help you describe working with employees? What if you had three simple words that could change your perspective towards people each and every day you went to work?

My son is a senior in high school and he just started his first job. He is making smoothies and he’s geeked about it !! He has a uniform to wear, of course, which is intriguing because he’s a bit of a non-conformist like his dad. However, when he saw the message of the uniform, he put it on willingly. Why ?? Take a look.

This is such a positive and uplifting message !! Remember . . . he makes smoothies. When customers come to his store and see the crew decked out in these shirts, how do you think they feel? Even if you had been experiencing a rough day, I think you’d be getting something if it revived, recharged and rebuilt you.

Now, think if you approached HR using these three R’s. If you went into work every day saying to yourself, “I’m going to revive all of those around me !!” Think of the energy you’d bring to your role. You’d never think about being burnt out in dealing with people because now you were going to take the time and focus to revive things.

How would your day go if you knew that you were recharged yourself and you had the chance to recharge others? I tell you it would be awesome. Knowing that what you did brought things to life would make HR a profession that people would be asking to join !!

Finally, if you looked at rebuilding people and lifting them up on a daily basis, I bet that you would welcome the chance to work with employees. How would people appear to you if you knew your efforts would make them better, more productive and valued?

So, there you have it. The three R’s don’t make people less challenging or unique, but they do give you a “structure” to work with employees. The key to remember in all of this is that HR is about people. As a person yourself, take these three R’s to heart and see how much you, and your employees, enjoy who you are and what you do !!

How’s Your Tank ??

As you read this, you are facing another workweek. What’s your attitude going in? Is it positive, negative, anxious? It’s interesting that we’re always concerned with how we face the workweek, but what about all of the other employees? They also have the same opportunity to decide how their workweek starts.

We’ve become numb when it comes to the workplace. We go through the same patterns and motions as we enter each day. There is truly very little variety. When there is any significant change, we are really thrown off. We want stability and things to be predictable.

But, have you asked yourself if your predictable pattern is healthy or not?

I’ll be honest, I take my amazing work environment for granted too often. I was reminded of this when a dear friend of mine, Brian Griffin, and I crossed paths at a favorite coffee haunt one day before work. As we headed to our cars, he said, “Have a great day !! Remember, you become like the tank in which you swim.”

I couldn’t get this thought out of my head. The workplace is the tank that we jump into everyday and the people we work with are swimming right along side us. If I asked the others around me, what would they say about our “tank” ??

The work environment is a key indicator of your company’s culture. We spend an incredible amount of time in our lives at work so it shouldn’t be something that is just taken for granted. HR has the prime opportunity to work on the fish tank and make sure that it’s healthy, inviting and fun !! Did you recognize that last word . . . “fun” ?? It’s something that can happen.

People want to enjoy their workplace. They may still come to work if they don’t, but that doesn’t excuse HR from trying to change that. So, what things could you address that keep people from enjoying their work? What are things that are within your reach that could be changed with a simple move?

The challenge in making this come to life is that everyone’s workplace is unique. There is no one size fits all formula to make this work. That allows you to be creative. How exciting is that?

This week step back and take a look at your workplace. Evaluate if it is a place where people enjoy themselves and look forward to coming in. If it needs some cleaning, then do that as well. HR should own this.

From now on, before you go into work, ask yourself – “How’s my tank ??”

You’re Involved !!

This past weekend I had the opportunity to attend the SHRM Regional Business Meeting with all of the State Council Directors from around the country. It is one of my favorite events to attend in my role with the MAC. It’s a fave because the group of volunteer leaders that attend this are “all in” !! They help provide direction for their State Councils as well as the SHRM HR Chapters throughout their State.

There’s real value when you’re around people who share the same experiences you are having. This year the entire event had a positive vibe because people came wanting to have their voices heard, share their ideas and opinions with each other and the SHRM Staff, and see movement. There was definite movement and I’m geeked to see the Society listen and act.

A quick side note . . .

If you aren’t a member of SHRM, or a local chapter, and you’re in HR, you should reconsider. Getting involved yourself is how things get better. The more you’re engaged, the more you can share your insight, advice and experiences.

We had a great example of how being involved helps you both professionally and personally.

One of the presentations was with the SHRM Public Affairs folks about Social Media. It’s funny, but as someone who’s fairly active in social media forums, you fall into the trap that others are as involved at the same level you are. I know that isn’t the case, but you lose sight of this.

There’s been a real wall put up by those of us in HR involved in social media pointing towards those who aren’t as active. We’ve done one of two things – we’ve either tried to engage and embrace them, or we chide them for not being as “fully” involved as we are. Social media should NEVER be an obstacle to HR.

Andrew Morton, who heads up the Social Media efforts at SHRM, gave the attendees a refreshing and different perspective. He told us about the 90-9-1 rule of social interactions in communities and forums. It states that 90% of people on Social Media observe (lurk) as their level of involvement in social media. 9% comment (edit) the posts and content they see out on these forums and 1% create content. He used a great video (The First Follower) to make his point.

His contention, and I absolutely agree with him, is that it’s great to be in the 99% when it comes to Social Media because you are still involved !! You don’t have to be the 1% who creates and shares content. It’s a misconception and shouldn’t keep you from being active in the 99%.

The video talks about the Lone Nut and his First Follower. It shows that there’s more power in stepping out and connecting where you feel comfortable. You may always stay in the 90%. You may move to the 9%. And, who knows, you might be one of those lone nuts who creates and shares content !!

The key is to remember is that you ARE involved already !! So, relish that, leverage that and make social media a part of how you engage, learn and advance HR !!

I Am Groot !!

I am an avowed HR Nerd. This is something I embrace and have since my high school days. Growing up I collected comic books (unfortunately my mother thought they took up “too much space” . . .) and I loved them. I couldn’t get enough of the action, the heroes, the villains and the stories. I’ve kept that hobby going with my son. He has a collection of comic books too, and we’ve been able to share something else – comic book movies !!

Whenever a Marvel or DC movie comes out, we are at the theater on opening night. This past summer we absolutely had to see Guardians of the Galaxy !! It was phenomenal from start to finish (and my amazing wife bought the DVD for my birthday). If you don’t even finish this post, you should make sure you see this movie !!

My favorite character by far is Groot. You’ve never seen anything like him because he’s like a giant tree and the only thing he can say is, “I am Groot.” It doesn’t matter what the situation is he doesn’t have any other vocabulary. In the movie he is the most empathetic individual in the group. He is caring, heroic and even sacrificial in his friendship. In one scene he protects the other Guardians and when his partner protests, he says, “WE are Groot.”

And this ties into HR how ??

I went to an Ohio SHRM State Council meeting at the Capitol Square Sheraton in Columbus, Ohio recently. When I arrived in our meeting room, there was George one of the Sheraton staff. He turned quickly and said, “Steve !!” and hugged me. “I was hoping you’d be here. Where were you last time?” I explained that I just couldn’t make it and was sorry to miss seeing him. George left the room to tell Theresa and Mike that I had made the meeting. Theresa shared with me that at the end of December she was named Employee of the Month for the hotel and Employee of the Year for the chain regionally. We hugged. Mike came out on a break to tell me about his family and we hugged. The meeting went well and then Sammy came to the room after we had finished for the day just to say, “Hi !!” and said he couldn’t miss seeing me. We hugged.

This is humbling in ways that are hard to express. These great folks aren’t my employees and I see them at most three times a year for less than a few minutes each time. It is always great to see the staff at the Sheraton because we are Groot !!

Too often we get caught up in HR focusing on the people who are only within arm’s reach. Many HR practitioners I know struggle to make connections with people they work with, and that is tough. I understand that it’s hard to encourage you to take in people who are outside your day-to-day environment, but I’d like to have you consider something different.

We can “practice” HR wherever we are and whoever we interact with. This is because people are the basis for who we are and what we do. You don’t have to limit yourself to the systems that you feel you control. People all around you desperately want someone to connect with them, notice them and understand that what they do has value.

You can be that person who reaches out. You can be the person who takes a few minutes to make sure someone isn’t missed. You can be the person who people miss if they expected you to be there. You can be the hug someone melts in because it came at the right time.

This week, take a look and see who is around you. Take the step to be different and reach out. I know this works and I know you have it in you because in HR – We are Groot !!

You Take Me Up !!

Encouragement.

It’s a simple word that carries incredible power. When it occurs, you see people light up and respond in ways that they hadn’t mere moments from receiving it.

Encouragement.

It’s something we’re hesitant to do – especially in HR. People tend to hesitate because we don’t know when you’re either doing it “enough” or “too much.”

Discouragement.

It’s the epicenter of human interaction. It is more comfortable to tear down than to build up. It’s what people have come to expect from their supervisors, their peers and even strangers. Discouragement is the norm. Don’t believe me? Turn on the news whether it’s local, national, or a 24-hour feed. We can’t get enough of the exposure of the most tragic events and the worst in human behavior. Anything that has a positive tone to it is filler at best, and it’s rarely completely positive. That’s too risky !!

Encouragement.

What would happen if you personally took the first step to not allow discouragement to be your filter? What would the workplace look like if people saw HR approaching and they were eager to see you because they anticipated a positive experience? What if you REFUSED to promote, spread or be connected to communication that tore others down? How would work be for you, and others, if encouragement was your benchmark and not your exception?

Courage.

In the middle of both words – Encouragement and Discouragement – is the word “Courage.” When you are discouraging, it takes no effort whatsoever since people base most of their interactions on some level of discouragement. To really encourage someone takes an intentional step out to make sure it happens. It is challenging because people are skeptical. They have experienced encouragement so inconsistently and also often wrapped in some hidden agenda.

Encouraging Courage.

I read too many HR posts that are also discouraging in nature. In fact, I’ve had conversations that “negative things are what people want to hear” from fellow HR bloggers and practitioners. That is unfortunate and I disagree with this preconception.

I want to encourage you !!

You are in HR for a reason, so make that a reason that has an impact on people intentionally. If you are discouraged yourself, I would suggest a few things to consider:

Connect with an Encourager !! – There are positive people in HR. I know a ton of them and I enjoy being with them and talking to them on a regular basis. They may challenge how I see things, but in the end we lift each other up.
Practice, Practice, Practice !! – There are many ways to do this, but it won’t be easy. Start a journal and list who you’d like to encourage, why you’d like to encourage them and then note how it went when you acted on it.
Know this matters !! – People are always looking for context and a “purpose” in what they do as a profession. Being an encourager will turn the tide of your Company’s culture and even our industry !!
Never stop !! – There will be people who will be resistant no matter how encouraging you are. It is tempting to quit encouraging others. It is also tiring to be an encourager. However, planting positive seeds in the lives of others around you will make a difference.

There may be people who read this and want to tear it down because I’m not being a realist in what they face each day. That would be a bummer, but I would meet them and encourage them as well. There is always something that can be lifted up in another’s life. You just need to be willing to invest the time and effort in others to uncover that and bring it out.

You should know that I am unapologetic about willingly being in HR and in encouraging others. I know you can do this and I will love hearing about what happens when it becomes your norm and no longer your exception !!

V is for Victorio !! #TimSackettDay

As you scan the HR Universe, you hear a ton of skepticism, negativity and angst. It can be draining and you sometimes wonder if there are HR practitioners who actually enjoy what they do !!

Today, we recognize someone who is not only an example of Positive HR, but he also gives us a cool vibe, a social consciousness and a sweet mix of creative chaos !! That person is my friend, Victorio Milian.

I met Victorio a few years ago at the HRevolution event in Atlanta. He introduced himself in his soft tone and made me feel at ease because it was my first time to attend. I was drawn to him because it was obvious that Victorio took the time to get to know you when he met you. We jumped past the small talk of initial introductions and dove into deeper conversations. As I watched him interact with others throughout the weekend, I noted that this is how he approached every interaction.

I dig my friend because he chooses to truly take in life, hold it for a bit, review it and then describe his experience in meaningful ways. This could be when he describes his beautiful family or his deep love for his beloved New York City.

Victorio is an amazing HR practitioner who cut his teeth on doing HR in the retail world. There are many HR pros who steer clear of the retail/hospitality world because of the inherent challenges that this industry offers. Not Victorio. He was in his element. He takes risks and looks at traditional HR and recruiting methods with a different view. The key thing in how Victorio practices HR is that he focuses on people first – every time.

He’s an incredible writer, thoughtful conference speaker and serious music freak. He was key in encouraging me to start the #HRMusicShare hashtag and we share musical choices on a regular basis.

For those of you out there wondering why the HR Social Media community is recognizing one of our own today, that is what #TimSackett day is all about. It’s always cool to shine some light on those that make people, and our field, better. Victorio is definitely someone who does both of those things.

My friend and I still have in-depth conversations on a regular basis just as we did when we met years ago. He is someone I treasure and someone you should definitely listen to and connect with !! He’s one of my must reads on his Creative Chaos HR blog. Check him out.

I would be remiss if there wasn’t some music involved to wrap this post for my friend. I picked a tune that oozes with creativity, peace and cool. Happy #TimSackettDay V !! Cue the turntable . . .

HR is as HR does !!

Over the weekend I was channel surfing (because I don’t have Netflix – no one pass out) to see if something would pop up, and I came upon one of my all-time favorite films, Forrest Gump. I stopped at the point in the film when Forrest is in Vietnam and he runs back into the jungle many times to save his best buddy Bubba, and ends up saving many of the men in his platoon. My skeptical 17 year-old son wanted to me to change the channel, but I asked to let me see just this one scene. He was hooked and we ended up watching the rest of the movie.

I love the movie because Forrest has such a fresh outlook on life and it made me think that we could take many lessons from the film as we practice HR.

When I’m around most of my HR friends, I hear them bemoan how difficult EVERYONE is to deal with – when it’s actually only a few people. I also hear people try to one up others with tales of employee misconduct. The stories that are more shocking and/or vulgar seem to gather crowds !!

I don’t think living in an environment of constant truth or dare scenarios helps us personally or professionally. If we only see the bad things around us, or the flaws and negative characteristics of others, how can we ever hope to move an organization forward? It’s no wonder people cast a negative light on HR when all they hear are HR horror stories.

What if we saw life as Forrest did? Sure, the movie is filled with a character who “happens” to experience almost every single major historical event in the U,S, personally, but it’s a movie. If you notice, Forrest isn’t swayed by his good fortune, his fame, or his run ins with Presidents or other famous people. He takes it in stride. This is also true when the dips in life hit him and he experiences loss of his mother and his beloved Jenny.

We come across opportunities every day to interact with great people. What’s our mindset when we’re about to meet with them? Are we burdened by it? Do we think the worst is sure to happen even before we talk to anyone? Do we jump to extremes and make broad-based decisions, policies and procedures because the interaction we just had should become the law of the land for all people going forward (even though it was an exception to how work usually goes)?

Forrest is unflappable. The only time he struggled with his situation was when Jenny introduces him to his son and Forrest worries if his son is smart or not. I think that he would have loved him either way, but it was obvious he didn’t want his son to face the same challenges he did in how people saw him as stupid – or less than others who were “normal.” He always responded “Stupid is as stupid does.”

Think about it becoming HR is as HR does. Forrest always let his actions show his intent and genuine approach toward life. We should do the same. HR’s behavior needs to be unflappable and able to not only take life in stride, but enjoy it because we never know what the next step will be.

Forrest thought his life turned out exactly like it should have. It was filled with extraordinary adventures which he thought were just normal situations. He wasn’t fazed. It’s a fabulous approach each day and something I’d encourage each of you to try !! Every person we meet may be an incredible adventure just waiting to happen. Don’t miss it !!

“And that’s all I have to say about that.”

Carnival of HR: Make HR Better Edition !!

It’s time once again for the Carnival of HR !! I asked people to submit posts and give their thoughts on “HR would be better it . . .”

I was honestly overwhelmed by the incredible response !! This edition contains posts from some HR bloggers you see on a regular basis as well as some that are “new” voices that you need to take in. (Make sure you scroll through the whole page so you don’t miss any of them !!)

Before I list the links to these fab posts, I want to share how I’d make HR better . . .

It’s simple and the Carnival is a great example. I have this audacious goal to connect all HR people together around the world. A great way to do this is to share other’s work on a regular basis as well as connect with the bloggers on purpose. So, as you read the works included, follow the authors on Twitter, look for them on Linked In and connect with them going forward. I enjoy each of the folks who submitted and hope you do as well !! Let’s see how they would make HR better !!

Gem Reucroft (@HR_Gem on Twitter) stuck straight with the theme and I dig that !! HR would be better if . . .

Doug Shaw (@dougshaw1 on Twitter) keeps things simple, yet profound with Three Little Words.

Keith Gulliver (@KeithGulliver on Twitter) follows suit with simplicity in Better If . . .

Kristina Minyard (@HRecruit on Twitter) encourages us to see if our perspective on HR is positive or negative in Pride and Perspective.

Heather Kinzie (@LeadingSolution on Twitter) jumps alongside and asks us to be committed in her How I Would Make HR Better post.

Justin Harris (@UnlikelyHRGuy on Twitter) asks folks to Recruit Different.

David Kovacovich (@DavidKovacovich on Twitter) wants us to have perspective on how policies affect HR in Is Policy the Enemy of Trust?

David D’Souza (@dds180 on Twitter) offers insight if you’re starting out your career in HR with Making HR Better (or not making it worse)

Mary Faulkner (@mfaulkner43 on Twitter) wants all of us to join in Making (HR) Leaders Better !!

John Sumser’s (@JohnSumser on Twitter) HR Examiner always has forward thinking posts like this one from Neil McCormick – My 2015 wishes for HR.

Jonathan Segal (@Jonathan_HR_Law on Twitter) shares his 8 New Year’s Resolutions for HR.

Maggie Frye (@Maggie_frye on Twitter) gave a step forward with the theme with her post HR Would Be Better If . . .

Dwane Lay (@DwaneLay on Twitter) moves us on the continuum of Resolution, Evolution, Revolution.

Nathan Hopper (@nathanhopper on Twitter) gives the theme a twist with HR – The New 4 Letter Word.

Robin Rothman (@robinlrothman on Twitter) adds great thoughts for Happy New Year 2015 and beyond for HR.

Jennifer Payne (@JennyJensHR on Twitter) is the facilitator of the fab Women of HR blog and she also has a look forward with 2015 . . .Welcome to the Future.

Julie Waddell (@jawaddell on Twitter) shares her insightful thoughts on I Would Make HR Better By . . .

Michael Carty (@MJCarty on Twitter) wants to see HR get more social on HR Directors need to up their game on data and social media

Neil Morrison (@neilmorrison on Twitter) about owning who we are in his post – It’s Not You, It’s Me

Joe Gerstandt (@joegerstandt on Twitter) asks us to be reflective on Start First With What You Believe

Heather Bussing (@heatherbussing on Twitter) shares resources and a broader perspective with 5 Books to Make HR (and Everything) Better

Sarah Williams (@TheBuzzonHR on Twitter) shares her view on How I Would Make HR Better

Ernie Tamayo (@ErnieTamayo on Twitter) breaks our filters with I’d Make HR Better . . . By Dropping the Millennial Stereotypes

Craig Farrell, a person looking to get into HR, shares HR Would Be Better If . . .

Chantal Bechervaise (@CBechervaise on Twitter) asks us to also simplify what we do with Back to Basics: Treating People As People

One of my fellow HR rockers, Peter Cook (@AcademyofRock on Twitter) puts a great musical spin on the theme with Punk Rock HR – A Manifesto for Better HR Strategy and Practice

Barb Buckner (@BarbBuckner on Twitter) shares really cool thoughts on her take on HR Would Be Better If . . .

Liz daRosa (@lizdaRosa on Twitter) adds a positive spin on things with Let’s #MakeHRBetter

Joe Abusamra (@Joe Abusamra on Twitter) takes a talent angle with his post Stir the Talent Warehouse Pot – Nuture, Engage and Prosper

Lisa Rosendahl (@lisarosendahl on Twitter) wants us to look at things differently with Changing the HR Story

Neil Usher (@workessence on Twitter) has a manifesto that we all could follow !! – A manifesto for everyone

Elizabeth Lalli-Reese (@TXStrategicHR on Twitter) gives our theme a healthy spin with Start the New Year Right: Workplace Wellness

Mike Haberman (@MikeHabweman on Twitter) gives some succinct advice to us with Advice for HR to Live by: Just Stop It!

Ian Welsh (@ianclive on Twitter) looks at this year and ahead with How Can We Make HR Better for 2015 and Beyond?

Sabrina Baker (@SabrinaLBaker on Twitter) has an optimistic take on things with The Biggest Opportunity Facing HR in 2015

Jessica Miller-Merrell (@jmillermerrell on Twitter) offers a great approach with Be a Lean, Mean, Creative Recruiting Machine in 2015

A fun and creative look at HR from Liz d’Aloia (@HRVirtuoso on Twitter) with Lead Like Carol Burnett

Robin Schooling (@RobinSchooling on Twitter) comes with one of our fave catch phrases with I’m from HR. And I’m Here to Help.

Broc Edwards (@brocedwards on Twitter) asks if it’s possible for Making HR Better?

Melissa Fairman (@HrRemix on Twitter) gives us The Only Quote You Need in 2015

Ben Eubanks (@beneubanks on Twitter) encourages us to Develop an HR State of the Union Address

Tanveer Naseer (@TanveerNaseer on Twitter) asks Did We Succeed in Putting Our Employees First?

Sharlyn Lauby (@hrbartender on Twitter) wants HR to Embrace Organizational Outsiders

Love Ben Martinez’s (@HRHound on Twitter) approach with 3 Words to Ditch Your New Year’s Resolutions

Kyle Jones (@KyleMJ6977 on Twitter) wants us to Be Better Than Yesterday

Fun and different outlook from Peggy Hogan (@PurpleInkHR on Twitter) with HR Would Be Better If It Was Purple

Brad Galin (@bradgalin on Twitter) keeps things down to earth with Improvement begins at home!

A unique opportunity for HR from Steve Brewer from Burrt Jones & Brewer (@honestdesign on Twitter) – Why doesn’t the HR Department have more of a role in workplace design?

And to wrap this great compilation for this Carnival of HR, Carlos Escobar (@cescobar on Twitter) with an environmental twist We Need More Plants in Our Buildings

Make sure you connect with all of these great HR folks !! I’ll be checking to see if you do because I want all of us to Make HR Better !!