Tag: HR

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

 

What we gain through loss . . .

This past week I lost a large part of my past. The church I grew up in, Ada 1st United Methodist, burned to the ground.

NOTE: Now, please know that I’m well aware that the “church” is not the building.  I hope you read on to see what I’d like to talk about . . .

Many memories happened at this church.  Weddings of my cousins and friends.  Funerals of dear people from Ada including grandparents.  Making pumpkin pies and hard tack candy for our youth group fundraisers.  Holding hands with my first girlfriend while I was supposed to pay attention to the service.  And most of all, tons of experiences that shaped me as a young man and helped define my faith.

Also, this past week, I learned of a friend’s, Dawn Hrdlica-Burke, loss of her father.  Three others facing serious, if not life threatening, health situations.  A continued group of people who remain jobless, and several folks near me recovering from the devastation of recent tornadoes.

Now, if you read my blog with any regularity, you know that I’m generally an extremely positive person !!  It’s not a facade or on-line persona, it’s who I really am.  So, when significant things hit home they really hit home.  It made me think . . .

You see, when I posted on Twitter and Facebook that my hometown church had been destroyed, I received messages of empathy and encouragements from literally around the globe.  That floored me !!  I was so thankful that I had people that cared enough to reach out and give a kind word.  And then I thought again . . .

Every day in the workplace the people around me are going through “stuff” just like this or worse.  Do I take the time to see if they’re truly okay?  Or, do I do the obligatory “Hi, how are you?” waiting for their inevitable answer of “Fine.”  We continue to be polite with each other because that next e-mail or task is really what we’re focused on vs. taking the time to see how someone truly is.

The fact of the workplace is that we want people to focus on the “stuff” we think is truly important like processes, projects and time frames.  We don’t want to deal with people’s “stuff” because that takes too much time, and what if they truly want me to care?

As I mentioned before, I was floored at the responses I received and am thankful that I have people who feel close enough to share their thoughts.  However, I truly feel that many people walk through the doors at work every day with life’s struggles in front of them, and they may have few, if any, people supporting them through what they’re facing.

It’s time for HR to be the model and break this distant approach with people.  People DO matter and it SHOULD matter to us how they’re doing.  It may get messy and you may have to act, but isn’t that great?  We need to be the ones taking the time to see how people really are.  It may be the ONE thing they’re looking for – a genuine connection at work.

This week, break the mold.  Be the Human that others need.  Take the time to get involved with their “stuff.”  It will change the world !!

Get Your Hands Dirty !!

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

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

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

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

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

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

Try a new flavor !!

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

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

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

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

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

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

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

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

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

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

 

 

A Sort of Homecoming . . .

This past weekend I was at the SHRM Regional Council Summit.  It sounds like a very formal name, but it’s not that kind of event.  It’s where the State HR Council Directors get together to get updates from SHRM, share best practices and meet others that are in similar roles from all over the country.

I have to say that going into the weekend, I didn’t know what to expect.  However, at the end of the conference I was even more assured of how amazing HR really is !!  You see, I was able to meet friends from all over the country that I had never met.  We had much more in common than we even imagined.  I’m not talking about being SHRM volunteers.  I talking about great HR pros who are making a difference in the profession and in their companies.

I continue to be amazed that when you experience this kind of camaraderie and energy, that HR people still don’t want to be connected because it takes too much effort or time.  Trust me, being more connected to other great folks only gives me access to more resources and insight into what HR does.

Most of you know that I’m a gigantic U2 fan !!  When I was thinking of putting this together, the song A Sort of Homecoming came to mind.  It talks about a person who’s searching because they’re isolated until they come home.

When I go to events like this at the local, regional and national level, I feel like this by “coming home” to friends who I don’t get to see that often, but I know they’re always there.  I saw the same reaction from others that I met.  We WANT to be together and need to be both as people and as professionals.

I saw many folks get connected on Twitter and social media this weekend because they met others who find it successful.  I saw people share incredible resources from SHRM and their states that make HR better in every aspect from Employee Relations to Advocacy to Compliance to Culture and Professional Development.

So, this week, quit trying to do HR on your own.  Reach out and get connected !!

Try a conference, attend a local HR meeting, or send an e-mail to Link In or join Twitter.  You are part of an amazing community who wants to be connected to YOU !!  Take the step and make that happen.

 

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 !!”

It’s Been Quite a Year !!

One year ago, I jumped into the blogosphere after I received my site as an incredible gift from my sister-in-law, Kathi Browne.  Quick side note – she’s incredibly talented and I think you should click through on this link to get more connected to an incredible business and HR resource  . . . but I digress.

I wasn’t quite sure what to expect entering the world of blogging.  It was daunting to be honest because I read the great work of so many each day.   I wanted to make sure that this wasn’t a hobby, but would strive to be three things: genuine, consistent and encouraging.

I understand that there are many things in business and HR that raise both concerns and frustrations.  I’m not naive, and I experience those things in my roles both as an HR Director and in my volunteer life with SHRM and Boy Scouts.  The difference is that I choose to take a different path, and suppose I always have.

There are more opportunities to be positive than people choose to take.  It isn’t how most people look at things, and that’s a shame.  So, as I enter my next year of blogging please note that I hope to lift our profession up even more and move it ahead.  It doesn’t mean that you can’t have a critical eye toward things, but it does allow you to approach things differently.

Thanks for sticking with me this first year.  I truly appreciate everyone who chooses to read this blog.  I hope that we continue to connect.  If you feel so inclined, drop me a line at [email protected] or write a comment.  Connect on Linked In, Twitter, Facebook, or join the HR Net, etc.  We can only get better as a profession if we do it together.

Until next week . . . and hopefully years to come . . . Peace to all !!

Connecting the Dots !!

Most people start the New Year with resolutions that quickly fade or fail leaving people with a feeling of sluggishness.  Sweet !!

I want to offer an alternative and that is to make 2012 intentional !!  Let’s start with a story . . .

I went to SHRM Leadership this past fall with other SHRM State and Chapter leaders and directors.  Many people spent time with folks from their own state or region because they’re familiar with each other and it is a great time to get away.  I, on the other hand, spent much of my time meeting great folks from Illinois, Florida, Alaska, Kansas, SHRM staff, etc.  I couldn’t get enough of meeting HR folks from other areas to see how we connect.  To me, this was the best way to spend time because there are so many amazing HR pros all over that do great things.  I had to see what they were doing.

So, I’d like to throw out this challenge (and opportunity) to all of you in the HR community – In 2012, start connecting the dots !!

I know that the whole “social media” thing can be overwhelming and noisy.  However, I find there are  folks developing and sharing great content that you can use in many facets of our work.  We need to stop thinking that isolation works for us as a profession and do what we can to be more connected.

Now, I’m not sure what that looks like for you, but let me list some suggestions:

  • If you’re someone who reads blogs – take a step and leave a comment.  Bloggers love to hear from folks who read their work.  If you feel compelled, then comment.
  • If you haven’t been to a local HR forum, then go to one.  Try them out and see where you can connect in person with other great HR folks !!
  • If you haven’t been to a conference or Unconference, then make plans to go to one this year.  You’ll find incredible people, just like you, connecting and learning more to advance the profession.
  • If you haven’t met folks in person, then take the steps to do that !!  One of the true highlights I had in 2011 was meeting social media HR folks in person.  It has led to incredible personal and professional relationships.
  • If you’ve just been service oriented in HR at work, change that and be intentional !!  Organizations expect HR to be dynamic, relevant and integrated.  Take the steps to make that happen !!

It’s just a start, but I hope that you take the next step to be more intentional.  I’ve already been making plans to meet more great HR folks in person and I’m using the same list for myself.  It’s time to take action !!  Will you join me ??