Tag: employees

Are you reaching out ??

A few weeks ago, my good friend Dave Ryan was the guest host of the Hire Friday Chat (#HFChat).  It’s a chat on Twitter for both HR folks and job seekers.  Dave’s topic was, “Do you have an HR Buddy?”  It was a fast paced chat that really intrigued me.  I was thinking to myself, “Do HR people see themselves as a resource for others – especially those in transition?”

The economy is still rough.  A telltale sign of this was something that happened to me the day after the chat.  I was asked to present a one-hour session on writing a resume and job search tips for local teachers who were losing their jobs.  Over three sessions, I saw 100+ teachers who were upset, confused, disillusioned and not sure what to do.  Oh, by the way, this is the district where my kids go to school.

The sessions were upbeat and I made sure there was a ton of laughter !!  They needed to just let it out a little more than listen to someone tell them what to do.  I also explained that I understood what they were facing because I had been in transition over my career as well.

At the end of the sessions, I was spent.  I went home and crashed on the couch because I had really gone through the whole roller coaster of emotions with the teachers.

I challenged the teachers to start networking and reach out intentionally.  One way I did this was by not giving them business cards.  I gave them my e-mail address and said that the first step in moving forward is to take action.  So, if you want to connect, then you need to reach out first.  An amazing number of them did and I was jacked up once again !!  I also asked them to Link In with me, start searching my contacts and the companies I might know.  Again, an incredible response !!

As HR professionals, I feel that ALL of us (ALL !!!) need to do more to reach out to those in transition.  Here’s why:

  • We can give sage advice on how to deal with HR people – and not have them want to kill us !!  Remember – the last person most of these people talked to was an HR person.  Soften the blow on dealing with HR and show them that we truly can be “human.”
  • We have skills in recruiting and interviewing.  Let people in transition “behind the curtain” so they can be more successful in their search.
  • There’s incredible talent out there right now.  There are many still available and looking who may be that great fit you’re looking for in your company.  Reaching out to the transition community makes you that first choice !!

I could list many, many more reasons why HR should be reaching out.  I know it takes time and effort on top of already full days/schedules.  However, remember this . . .

One day you may be in transition too.

Wouldn’t you want someone who would reach out to you ??

Who gets your attention ??

The past few weeks are some of my most favorite as a basketball fan with the NCAA tournaments (both the men’s and women’s tournaments.)  I’m a giant basketball fan having played since I was young, seeing my kids play and being an AVID fan of my alma mater . . . Ohio University !!

You know Ohio University, it’s that one in Athens, Ohio.  The 1st public university in Ohio.  The one who’s mascot is a Bobcat . . . NOT a Buckeye !!

So, you can imagine my excitement when the men’s team won their conference tournament and made it to the “Big Dance” !!  They were matched up against Big 10 power – Michigan in the first round, but you wouldn’t know that because the commentators from CBS focused on the “more talented and more recognizable” school.

NOTE:  This is not Michigan’s fault and I actually admire their school, and all the schools who worked hard enough to make the tournament.  Please read on . . .

After Ohio U. pulled off the upset to advance in the tournament, CBS then struggled because their next opponent was the University of South Florida from the Big East.  Who would they focus on?  Well, it honestly was a mix, but the commentators stammered throughout the broadcast because neither school was considered “premier.”  OU triumphed again and moved on to play a truly legendary program – the University of North Carolina.

The game Friday was incredible and Ohio University took the mighty Tar Heels to the very last second and just missed a basket that would have clinched the victory.  Instead, they played overtime and UNC won.  I was sitting in my basement so excited about how great my alma mater had played, and was interested in seeing what would be said after the game by Roy Williams, the UNC coach.

Both he, and one of his stars, Tyler Zeller, said that Ohio played a great game and they were fortunate to win.  They both wanted to give Ohio credit.  There was one Bobcat fan who had tears in his eyes.

You see, this is so similar to what we do in organizations.  We focus on the “stars” and the “high performers” because they are well-known, visible and (in most cases) performers.  But where do future stars come from?  What do we do with people who are a great team, but may not have a superstar?

Our feedback to employees tends to be like the commentators from CBS who did this with EVERY team that wasn’t well known or listed as a better seed.  Isn’t it time we look for those who bring great strengths to the workplace every day?

What would happen if we had a great focus about ALL our employees?  What if we expected the best from everyone and gave them the opportunity to perform?  What if we quit focusing on negative and what isn’t working with things, and instead, encouraged people to do their best?  Then, when they do, give them feedback on their success !!

I’m proud of Ohio University and what they accomplished.  I can’t wait to see what happens next season !!

Image courtesy of the College Book Store, Inc. page on Facebook

 

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 !!

 

 

Thanks Coach !!

This weekend my daughter’s basketball career came to an end.  She is a senior in high school, and her team was beaten in their first tournament game.  I knew that we’d have these “last” things during her senior year, but it was still very tough.

But, it was amazing as well.  You see this year was different than most with basketball.  My daughter is phenomenal.  If you remember nothing else from this post, you need to remember that.  Two days before tryouts, her coach asked to talk to her before practice started.  The coach told my daughter she needed to make a choice.  She told her how much she cared for her, and that there was a place for her on the team, but she would never play.  This was devastating to say the least.

My daughter, like all kids, had worked for countless hours and years playing basketball.  She’s always been a great role player and never the star.  She knew that and so did the coach.  The coach told her that she’d like to offer my daughter another option for her Senior year – to be an Assistant Coach.  My daughter balked because she thought that was another word for “manager.”  She was hurt and didn’t know what to do.  The coach asked her to think about it overnight, talk to her parents about it as well as other girls on the team to get input.

That night I received a call from the coach asking me how my daughter was doing.  I told her that she was hurt, confused, and there were a lot of tears.  The coach asked me if my daughter told me about their conversation, and I said she had.  She told me how much she cared for Mel and our family being involved with the program.  I told the coach that I absolutely understood her position and that I appreciated her being up front with my daughter.

Then, the amazing part happened.  I said, “Coach, you’re running a team and you need to put the best team out there. I deal with this every day in HR and I understand that you’re doing what you can to succeed and I support that.”  The coach said, “That’s why we chose Mel to be an Asst. Coach because I knew you and Debbie would understand.”  I told the coach, “Thanks (many tears).  You see, my job is to raise an adult, not a basketball player.”  The coach said, “You’re doing a great job because she’s a great kid !!”

So, my daughter was Coach Mel this year.  She helped in many ways and was more included in things than she ever was as a player.  A few weeks ago, my wife and I escorted her across the court during Senior Night along with all the Senior players.  My daughter showed her strength as a team player and a leader as a coach.  We couldn’t be more proud.

Mel’s coach did something that we in the HR and business world need to do more of: (1) Care for our employees, (2) Recognize their strengths, (3) Be candid about their role and how they can best contribute and (4) Allow them to do that and flourish !!

I really appreciate that Mel’s coach took the time to keep her indcluded and create this role for her this year.  She has been, and will continue to be, an incredible part of our daughter’s life.  She has left a permanent mark of a positive role model.  She’s imprinted our family’s lives as well along with the other girls and families in the program.

So, even though the season ended this weekend, her actions will last forever !!

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 !!”

Are you full ??

This past weekend I had a real treat by spending it in Amish Country in Ohio.  It gives a whole new perspective on life because this culture chooses to live life differently than the vast majority of us !!

This post isn’t a commentary on the Amish, but it is an observation.  As I watched the buggies passing me by and sampling way too much amazing cheese, I noticed a sense of contentment that I don’t see in many people.  These good folks lives are not only are based on their faith, but also on what they choose what to fill their lives with.  The brash realities of a world that exists in a completely opposite realm faces them every day, and yet they continue to live their lives with pride.

As an HR practitioner, much of my day is surrounded by people – and I dig that !!  One of the true challenges I run into is how to respond to people who consistently seem frustrated with almost all aspects of their work and the people they work with.  The more I listen, and sometimes pry, I notice a pattern.  Much of their frustration is based on the sense that they’re “too busy” and “no one understands.”

When I step back from these conversations I try to look and see what is making them “busy.”  All of us are full.  No one says they have extra time on their hands – quite the contrary.  But, what are we filled with?  Are the things that consume our daily lives productive, or not?  It’s not hard to fill your day with “stuff,” or to focus on the areas you’re most comfortable.  It’s human nature.

But, what if we sat down and made a list (paper or electronic) of what our day consists of?  Would we like what we see?  Do we like what we fill our lives at work with?  Too often I hear people churn on what isn’t happening, or what’s not being done.  There’s validity in that, but the approach isn’t constructive.  Making strides forward with intent with what you have available (culture, resources, staff, etc.) is much healthier.

It reminds me of the good people I was with this weekend.  Maybe we would all benefit if we were a little more “full” like the Amish.  What do you think?

Have You Played Lately ??

I have !!  Man, the past few weeks have been full of FUN !! And, I work in HR !!  How cool is that?

We had our Christmas Party for our store Managers at Star Lanes at Newport on the Levee.  There was bowling, eating and billiards surrounded by tons of laughter and stories.  It was very casual and loads of fun !!

I also had the privilege of speaking at the chapter meeting of the Greater Cincinnati HR Association (GCHRA) and the event sold out !! Yikes !!  The presentation was on Leadership through HR, and I had a blast.  Lots of laughter, stories and food !!

Then, this weekend I went to the National Museum of the US Air Force on the Wright Patterson Air Force Base with my Boy Scout Troop.  We went through the miles of planes and years of history on a scavenger hunt, took in an IMAX movie and even got to tour through past Air Force One planes.  The boys (and certain adults) let their imaginations run wild and pretend we were fighter pilots.  We all picked our favorite planes that we just HAD to have !!  Again, more laughing, fun and memories.

The ironic thing during all of these activities . . . no one got hurt.  No one was upset.  No one was negative.

It made me start to reflect about what we do in HR.  Is it fun?  Do we allow people to play?  Or, are our processes more important than people?

How about our Associations, Conferences and gatherings?  Fun ?? Parts of them are, but there are also a myriad of rules and structures with good intentions, but limit people from enjoying themselves.

Why is this?  Is someone playing at work, or having fun that threatening?  I’ve said this before. Do you know what happens to kids when they grow up?  They become our employees !!

This week start a new practice before people make silly New Year’s Resolutions that they will strive to break vs. keep.

Have fun at work !!  Quit looking for others to engage you.  Be engaged first yourself !!  Fun is different for all of us, but look around at your company’s culture and see if it fosters creativity or compliance – innovation or conformity.

I plan to play more and more and pull others along with me. Let’s see who’s more productive in the end !!

 

You can count on me !!

You may, or may not know, that I am an incredible music freak !!  I can’t get enough of it and this Thanksgiving weekend a true classic popped into my head – Count on Me by Jefferson Starship.

When my extended family gathers for either Thanksgiving or Christmas, we call it BIG Thanksgiving or BIG Christmas because there are so many family members that attend.  Before we eat and open with a prayer, we count off – literally.  We have had a few family members pass away over the years, but we never stray from this tradition.

So, it begins 1 . . . 2 . . . 3 . . . 4 . . . etc. until we get around the oval. (It’s never a circle because there are too many folks.)  This year we had 35 and it’s been as high as 60.  Included are aunts, uncles, cousins, their kids, and starting this year the newest generation has it’s first engaged couple.

I know that you need to be careful about what you do/don’t share on-line, but I’m 47 years old and completely cool with that.  If you met me you’d say I’m at least 28, so age is not the focus here. My family has been getting together intentionally between 50 to 60 years because I have aunts, uncles and cousins older than I am.

Think about that.  Being together, intentionally, for 5 to 6 decades and NEVER missing a holiday.  We’re not unique in this and I’m sure there are families who have met for centuries, but the point of the gathering is this . . . we COUNT on each other to be there all the time.

It’s a great example for you personally as well as an HR professional.  You NEED to be counted on, and others NEED to count on you !!  Too many employees are out on their own within a company and they need someone they can rely on.  Remember, you aren’t their for Management, nor are you there for employees.  You’re there for EVERYONE !!

Is that how you approach HR?  Have you even stepped back to look lately?  Just think how HR would be viewed in organizations if people knew they could be counted on !!

This week, start something new and reach out to someone in our profession and get connected. Be someone that others can count on !!