‘Workplace’ Articles at Everyday People, Page 8

Remember the Who !! #SHRM16

I’m catching up on rest after an exhilarating SHRM Annual Conference. It was truly wonderful the entire time. This year I experienced a new view of the conference as a member of the SHRM Board of Directors.

I have hesitated to write about being on the Board because stating it drums up different emotions for people. Let me give you my perspective about the role. I am truly honored and humbled to be on the Board of Directors for the profession and the membership association that I love. These aren’t hollow words, they’re a fact !!

I get to wear a cool badge that denotes my new role and it gives you the ability to have access throughout all of the venues. I cherished this and didn’t take it for granted because it gave me the ability to connect with more people.

It started on my first day when I met one of the hotel staff who was helping with breakfast, Ahmed. He greeted me with a smile and was kind enough to be up and in uniform at the crack of dawn to serve me and others a meal. I introduced myself and thanked him for being there. Ahmed used the same “trick” I did and read my name tag and said, “Good morning, Steve.”

Now, many people reading this may think that he’s just doing his job like he should. We’d overlook him more often than not to rush to get a plate of bacon and eggs. Our impending meeting, and the others at the meeting, would get more of our attention.

Why did this small introduction matter? On Monday, at a luncheon during the conference, guess who was serving the group? Ahmed. He saw me first this time and said, “Good afternoon, Steve. How is your day going?” I said, “It’s great Ahmed, thanks for asking !!”

I used my badge to walk into all of the different areas all week to thank volunteers, SHRM staff, hotel staff, convention center security and the transportation crossing guards. This isn’t to seek a pat on the back. Trust me. I wanted to be intentional to make sure these people weren’t overlooked. Why ??

These folks are the “who” that keep things going.

There were over 15,000 attendees as well as countless vendors who worked the Exhibit Hall. Without the “who” this event would never have occurred. Mike Rowe exemplified this during his keynote address and it has been his focus for much of his career. He noted how important it was to never overlook people at work because everyone matters.

This is key in our organizations as well. We are enveloped in such a rush of distractions that we walk past the “who” that help our companies succeed every day. HR has the ability to break this pattern because we have the ability and the latitude to make acknowledging others part of our job daily. Honestly, it needs to be in the fabric of our Human Resources DNA. It can’t be something that we ignore or hope that others will do.

People want to be acknowledged for what they do. This is more basic than appreciation. That is key and important, but we need to step back and acknowledge folks. When you take this approach, all of your systems and procedure look different and positive.

People want to do good work. This week step back and thank others. You’ll see that this will change your organization for the better !! Remember the “who” around you every day.

Your Stadium Moment !!

I’ve mentioned this in the past, but in case you missed it, I am a music freak !! I have music playing pretty much all throughout every day and in everything I do. There’s even a hashtag that a few of my friends and I started called #HRMusicShare on Twitter. It captures what people are listening to and it’s a ton of fun. Music is something that brings us all together.

During the summer, I get to enjoy my fascination with rock music even more because the community I live in has free outdoor concerts each week in several venues. My wife and I love to throw our chairs in the back of the car and go to catch two hours of tunes !! This week we went to a new venue and listened to a great cover band who played classic rock hits. They were tight as a band and they got the crowd out of their seats and out dancing.

While they were deep into their second set, the drummer, who was the leader of the band, shouted out over his microphone – “Who has seen our band play before ??” There was a “roar” from the crowd because many had seen them before. He said, “Thanks !!” (and then quietly) “I live for that.” It was his stadium moment !!

If you’ve ever been to a rock concert, the front man usually yells out to the crowd, asks how everyone is doing, and then they wait for the swell of yells and screams as their response. They let it wash over them, and I have to think they are like the local band I saw and that they “live for that.”

HR practitioners need to have a stadium moment as well although most rarely experience one. Why is that? The key for me is that most of us are hesitant to take the mic and “be on stage.” I appreciate that we do better behind the scenes at most times, but we often blend in too much. HR in the shadows is limited in its exposure and its influence. So, you may not want to rock the boat, but you may not be rocking things at all.

We can also take note that our employees are looking for their stadium moments as well. We tend to downplay recognition and want to make sure things are more “fair” than over the top. Individuals deserve individual attention. The continue attempt to make all things fit all people has never worked, and it never will. Each person in your company brings a uniqueness to what they do. All together they make up an incredible ensemble. To do this they need someone to bring them to the mic as well. HR can be that person. Make the time to elevate the strengths and talents of all of those great people around you.

HR step out. Be bold. Look out over the crowd and take in all you see. It’s time for your stadium moment !! Go out there and seize it !!

Tall Tales !!

This weekend my wife and I had a date night seeing the musical, Big Fish, which was based on the novel and movie of the same name. It was a spectacular performance that captured you from the moment it began.

A quick summary . . .

The story contrasts the relationship of a father and son who have completely different perspectives on life. The father spins incredible tales where he is the hero. The son is cynical and skeptical about all of the amazing adventures of his father. He can’t fathom why his dad takes things and blows them out of proportion with endless exaggeration. The son wants life to be rational, logical and linear. This difference pulls them apart almost to the point of ruining their relationship.

Throughout the musical, my wife kept nudging me sharply in the ribs. You see, I am a storyteller. I always have been and actually took a class in college to learn how to interpret and share stories. I believe that you can make almost any situation come to life. It’s intriguing though to see how others view this. In the workplace, most people want you to “get to the facts” because they feel that other items outside of this are a waste of time. Their time.

Isn’t it interesting that we feel that time is wasted only if it affects us personally? I understand that people are self-centered, but there has to be a way around this. I don’t think you have to settle on this as a barrier. If we succumb to allowing everyone to be self-centered, you end up with a workplace made up of fierce individuality and no collaboration. People need to work together. You can’t avoid it.

When you go to conferences, or other HR events, you see people drawn to people who are storytellers. In fact, people will listen to those types of sessions even if they have little content. Don’t get me wrong, I don’t think you should ever go to sessions that don’t have content. However, when everything is facts, numbers, quotes and rational thought, it’s just dry. It’s accurate and relevant but lifeless.

In HR we tend to get frustrated because we keep taking a rational approach first. We wonder why people don’t just “get it” and stay within the parameters we establish. They work on paper every time, but fall apart once you introduce them to humans. I love this and think it’s fascinating because instead of trying another approach, we build more and more policies and procedures thinking that we’ll have an intricate enough structure which will finally limit and control behavior.

Try stories because they work. When we were children our parents read us stories to expand our vision and horizons. Weaved within these tales were lessons of do’s and don’ts that applied to our life at that formative time. We think those work for kids, but are senseless for adults. Organizations take great pride in beating the child and the fun out of people because we expect them to come to “work.”

Let me clear something up. You can’t get people to be stronger performers when you wrap things in stories. We love to hear tales of how to do things, and do them well. We also love to hear of magnificent failure and how to learn from it. We talk about engagement of others, but we need to be engaged ourselves first.

This week lead with a story. Share an experience. Tell a tall tale. Watch what happens when you see someone start to pay attention when they were indifferent in the past. Their interest will peak and they will hang on your words as you spin a story to make what they do come to life. I guarantee you will also enjoy what you do more as well. HR deserves life in all it does. Bring it !!

The Second Day

Have you ever started a new job? Do you remember what it was like? I remember anxiety about what I wore, how to drive to the office, where to park and what would happen. You weren’t sure who you were going to meet and wondered what they’d think about you. What would your work space look like? Where do you eat lunch and when do you do that?

The are countless questions and thoughts that run through your head. Most of them also assume the worst even though nothing has even happened yet. After you settle in the parking lot wondering if you’re in someone’s space, you hesitantly go to the front door and the receptionist. All of a sudden you’re warmly greeted and they call into your new boss who comes out and takes you to their office to explain how your first day will unfold. Your shoulders relax and you let out a heavy sigh. The first day then flies by with the mandatory HR paperwork, a tour of the company, multiple introductions to people who say their name too quickly, and then you land at your desk. Lunch is still a mystery because you seemed to either miss it or work through it. Then, the commute home.

You’re all geeked up after a positive experience on day one. You liked the majority of people you met. The work seems to match what you heard in the interview and you dig your new boss.

Then the second day comes . . .

You’re first day fears have been squelched and you are comfortable with the commute and how to get into the building and to your desk. Oddly, no one is there to greet you and the receptionist is already up to their eyes in guests, calls and e-mails. You go past your boss’s office and they wave, and say “We’ll talk later” – which never happens. You go to your desk and you have to figure things out on your own. You still don’t know what to do about lunch.

Sound familiar ?? It happens every, single day in companies across the globe regardless of industry. No one ever explains the existence of “assumed culture.” This is where we just think employees will “get it” because we don’t want to spend time with them because we’re too busy with our own work. When we miss those new folks they start making decisions as to whether they’ll stay or not much more quickly.

I’m heading to the SHRM Talent Conference and I’m geeked !! I think the sessions will be great and I’m looking forward to meeting new HR folks from around the country. I’m also sure that the majority of sessions will encourage HR to look at employees as “talent” because we honestly don’t. We are still stuck in the mire of filling job requisitions and keeping hiring managers calm. Also, the focus will be on the front end of the business or attracting and recruiting people.

Until we start viewing ALL employees as “talent” within our organizations, then our labeling of them will not change. I received some great advice from my boss when I started in my current role some 10 years ago. He wanted HR to be with employees for their entire life cycle – from candidate until the time they leave the company. He wanted to make sure that people didn’t get lost on Day Two.

This is another opportunity and reminder that HR needs to firmly be focused on people and not processes such as on-boarding. New employees aren’t things and tasks and we need to keep that in front of us.

This week see who’s joining the company and make sure their first day rocks, but also greet them on the second day . . . and every one after that so they know that they truly are the talent you sought in the first place !!

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 !!

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 ??

Spoons !!

You may not have know this, but I grew up in small town Ohio. My extended family started out primarily as farmers. A few of my cousins still farm, but the majority of us have ventured into different occupations. We gather every other year for either “Big Thanksgiving” or “Big Christmas.” We do our best to bring together our remaining parents, aunts, uncles and cousins with their children. We’ve been doing this long enough that we’re starting to see great grandchildren !!

It’s a great time because we meet around an incredible potluck meal (always too much food) and activities. One unique thing to note in this day and age is no television, tablets or phones. We put technology away because we enjoy being with each other !! (Odd, I know.) There are many things to do that you can choose from such as a craft project or two, board games and especially card games !!

My son LIVES to play Spoons with his cousins. It is a full contact sport in my family and he recruits as many of the crowd as he can to participate. I’ve played once or twice, but you better be dedicated because it’s raucous and energetic. For those of us who want something more sedate there’s the game of Euchre. We play 4-handed, 5-handed and even 6-handed games !!

If you don’t want to play games or make a Christmas ornament (this year’s craft), you are sure to find a thoughtful conversation about life, work, family, faith or politics. The key to all of these activities is that NO ONE is left out. Not one person. It would be unheard of for someone to be isolated. I honestly don’t know what my family would do if someone wanted to be alone.

When I get together with this incredible group of people, I am re-energized and fulfilled. You never leave with empty batteries. What if this was a model for our workplaces?

I find that people leave work each day more exhausted than rejuvenated. They either drag themselves out to their cars, or they can’t wait to leave and get to their lives. It can be disheartening. However, it doesn’t have to be what we experience.

If HR would be geeked about what they do and who they work with, we’d have a start in the right direction. My son doesn’t care about the card game. He wants to be with his cousins and share an experience that is sure to be uplifting and memorable. I want to be like him and get people to have their work also be significant and meaningful. Even the most “simple” interaction could be fun !!

Also, making sure everyone is connected where they can contribute is key to a viable organization. Allowing someone to be isolated while at work only hurts you. Step in and find out why they are disconnected. See if you can get them plugged in. Have many avenues for this to occur. Try not to be set in your ways and be willing to explore new ways for people to latch on.

This week step back and see what you can do personally to make sure work is fun. You never know, that game of Spoons may be right in front of you !! Just take the time to invite people to play !!

Be a Story Listener !!

This past weekend I had a true adventure. I went to visit my son at Ohio University for Dad’s Weekend. I have a vested interest in this not only because of my amazing son, but because I’m an alumni of OU as well !!

Every single moment of the weekend was wonderful whether we were at one of the planned activities or just hanging out together enjoying the people, sounds and movement all around us. It was also spectacular because OU is a beautiful, old campus with distinct architecture wrapped in majestic fall colors from trees that have been there for decades. There was a chill in the air too as people rushed from location to location.

I could continue to go on and on about many aspects of my weekend because I love stories. I am very willing to share a story any chance I can. There are a myriad of blogs and research that show the power of storytelling. This weekend, however, I was reminded of something that is even more powerful.

The best part of Dad’s Weekend was listening to my son and his new friends tell me their stories and experiences. It ranged from stories of discovery to tales laced with uproarious humor !! The young adults that we met were excited to see my son and share stories. This isn’t different than most social encounters, but there was one exception.

When people tell stories, the impulse to share your story is strong. We often get into a pattern of “one upping” each other. It’s hard to let a story stand and sink in. There’s nothing wrong with exchanging stories. I think we do this because we want to make connections and ties with others by showing that we have similar experiences.

The opportunity I’d like you to consider is to strike a balance and be a story listener sometime. When you do this you’ll capture other’s emotions, passions, opinions and perspectives. If you’re eager to jump in and share your stories as well in a conversation, you may squash other’s interest even though that wasn’t your intent.

Now, this isn’t a post to throw out the old saying, “That’s why you were given two ears and one mouth.” I don’t believe that silence is listening. A great story listener also shows interest and is genuinely eager to hear what the story from others includes. If you’re only biding time “listening” until it’s your turn to jump in, you’re not ready to be a listener.

I took as much time to sit back and enjoy what my son and his friends had to say as I could. I was geeked to see how much they’re growing as young adults, and intrigued into how they’re making decisions in their collegiate environment. The more I listened the more I was actually involved in their stories. They would get to certain points in what they were sharing and ask what I thought. They weren’t speaking just to hear their voices. They wanted to engage me in their conversations. It was wonderful !!

So, this week when you’re in your HR role, take a breath and see if you should be a story listener. Show interest in what employees have to say. Resist the urge to finish conversations in believing that you’re saving precious time by cutting people off. Trust me. The more you listen, the more you’ll actually hear, and you’ll actually enjoy the daily interactions you have so much more !!

All the Time !!

One of my favorite daily things to do is randomly call friends on my commute home. I have almost an hour in the car, and it’s a great way to make the time go by. (Don’t worry, I’m a hands free user.)

This past week I had a great conversation with Heather Kinzie from Alaska. She’s a great HR pro and I highly recommend you connect with her !! We were chatting about life and work and she was telling me her thoughts about work when she said something profound. She noted, “I don’t want to work at a place where I’m half a person all of the time !!” I almost swerved off the road because that statement rang so true.

Heather wasn’t bemoaning a certain environment or employer. She was just stating the sentiment that affects the vast majority of employees who go to any workplace. You’ve had to see the statistics that are out there right now that state that 70% to 80% of workers are disengaged in their current role. That is staggering to me because we instantly personalize data like this and think of our own workplaces. What we don’t do is compile the number of workplaces that exist. If 70% to 80% of workers are disengaged in ALL workplaces, then we face a massive obstacle each and every day regardless of where we work.

In HR, we express that we want people to bring their “whole self” to work, but that’s not really true. We want people to bring as much of themselves as fit our systems and norms. We freak out if people are outliers and work so hard to make people conform. This isn’t an indictment, it’s an observation. Since this is the culture of most companies, it’s not surprising that someone would bring half of themselves to work – all of the time.

Is there anything we can do to shift this state of malaise? I think there is. However, it will take a truly radical step for HR. You see, we are the controllers of conformity. Our systems, procedures and policies scream for same mindedness and behavior within a tight framework of parameters.

I think there should be company norms and the majority of these happen naturally. If your company’s leadership and/or industry is more formal, your norms will follow. If they are more hip and edgy, your norms will follow there as well. HR has to look at how it makes these cultures come to life to see if you’re allowing people to freely move and perform in these environments, or if we’re making sure that people show up.

You see, the best cultures can be stifled if our HR practices are more focused on being visible and seen (i.e. showing up), or if they’re on performance. If your culture truly champions performance, and your focus is development and shepherding within that culture, then people will bring more of who they are to work – all the time.

What is the big concern? If we looked at having less control, would chaos really ensue? Trust me when I say this – If your HR systems are built to control folks, you actually have no control at all. You don’t have a work environment, you have an institution. People can’t help but be disengaged because the environment doesn’t even exist to encourage them to be engaged.

This week look around your company. Do you see “half people” ?? Are you existing as a half person yourself in HR ?? This needs to change and it starts with you. Don’t settle for environments where people only exist. Instead, work intentionally on building an environment where people can, and are expected to, thrive !!

Listen. Respond. Repeat.

How many people do you encounter in a regular day? Do you meet the same people every day, or does it vary greatly?

I know that I have hundreds of interactions every day and they are rarely the same even it is with some of the same small group of people. I understand people’s desire for these conversations and situations to have some commonality, but they rarely do. The differences may be significant or they be just a slight nuance that adds something new to the mix.

This constant variety is often a challenge and source of frustration for HR pros. We want to take some time to breathe or synthesize one interaction when another one happens on top of what we were just responding to. Since this is the reality of human resources and not the exception, we need to have a method that better prepares us to work through situations instead of facing a constant start/stop pace every day.

I have found that the longer I practice HR that deconstructing works for me far more often than creating something bright, shiny and new. So, I’d like to introduce how I handle the beautiful myriad of interactions I encounter. This is what I do . . .

Listen. Respond. Repeat.

They are three simple words, but in order for you to be consistent in taking this approach, you need to address some things that are in our way. I was talking with a great friend this week and he was sharing the challenge of the perceived motivations we think people have. We do our best to guess what will drive and engage people and this lends us to making assumptions about them without talking to them. Having this approach leads to more misses than hits. It’s true that you can “know” your people, but the circumstances of life are constantly moving. Therefore, people exist on a continuum and not in set places.

If you use listen, respond, repeat as your approach going in to interactions, you will eliminate those assumptions you may have because other’s are sharing first. Please note that this suggestion isn’t listen (sort of) and then come up with a solution while people are still talking !! I say this because we are so consumed with getting things done and moving on that we see our time as being wasted by the interactions we have.

If you think interacting with people is a waste of your time, then you may want to get another career.

Trust me. If you follow this approach, your employees won’t know how to react initially because it’s not what they’re used to from anybody. Most managers and supervisors also have perceptions that try to keep their employees in boxes versus taking the time to get to know them. Wouldn’t it be refreshing to see your employees surprised by you? It is very cool to see how they respond.

This coming week I hope you try this simplified way of practicing HR. Remember the first two steps work when you use the third. Take the time for your people and repeat it over and over. You’ll soon see that you take each encounter with people as something you’ll enjoy !!