Do The Work

Memos to the Universe

HR: Leadership’s Stunt Doubles

Apr 18

Posted by Frannyo in To: HR, Uncategorized | 3 Comments

Recently, a dancer named Sarah Lane has been talking to the press about her role in Black Swan.

She danced some (85%? 5%?- it’s up for grabs) of the scenes in the movie, and is angry that Natalie Portman is getting credit.  Lane stated, “To say that someone trained for a year and a half and did what I did is degrading not only to me but to the entire ballet world. They threaten the entire principle of ballet and I feel like I need to say something.”

And then, there was this important detail,  “Another thing Lane was upset over was that she was snubbed from Portman’s Oscar acceptance speech. “I expected it because at that point, I knew,” she said. “I did wish that she could have said something nice about ballet itself instead of saying that it was so horrible and she’s so glad she’s done with it.”

When your company is on Fortune’s 100 best places to work, does your CEO go up to the dais and thank HR, or all company staff? Does he or she ever say anything about HR, other than how glad he or she is that someone is there to take care of it? Do you find your words often coming out of some manager’s mouth, after you’ve coached them about how to handle a delicate leadership issue? Do you yourself often end up doing the “backstage leadership” associated with the successful role-out of a new initiative, or having the hard conversations when a manager just won’t get it done on his own?

In other words, does Lane’s whine sound familiar? We may think it, but hopefully, unlike Lane, we’ve kept these thoughts to ourselves. Whining and looking for credit never, ever gets you what you want.

Fact is – our job is invisible to most people. And it’s supposed to stay that way. Just like stunt doubles, it’s our job to stay fit, mind the details, do the hard stuff in the background, and let others win the Oscars. While I agree that HR needs to stop enabling bad management, as Jason Lauritsen and Trisha McFarlane have discussed, we don’t get the limelight for doing so. And we sure don’t get to complain about not getting the limelight.

If you want the award, then start your own company.  Whining kills your credibility faster than a knee injury kills a ballet career. Sarah Lane may develop some notoriety in the ballet world, but her career in film is now over before it really began.

 

My Tennis Shoes, My Time.

Apr 14

Posted by Frannyo in To: HR, TO: Owner or CEO, Uncategorized | 6 Comments

I ran today. Around the block. It took 8 minutes. Sad, I know. But it’s progress.

I’m in week five of the Couch to 5K program, and it turns out, running isn’t all that hard – you just have to keep doing it, and run a little more, a little faster every other day. So, I tried it one day. And then tried it again a couple of days later. Because I wanted to. Giving a little effort wasn’t that hard, and it was something I could do on my own time, and quit at any time.

Here’s what didn’t work: trying the same program with co-workers, last year. Here’s what has never worked, in my experience: doing much of anything with coworkers, during work time, that wasn’t related to work and/or a shared passion. That includes, or maybe especially includes, wellness programs. The wellness programs I’ve seen are generally regarded as invasive, irrelevant, and ineffective. If you’re in HR, is that what you want to be associated with?

People only have so much discretionary effort and self-discipline to give their jobs. Do you really want to waste it on something that has no impact on the bottom line?

Focus people on their work, and on using their brains and best efforts to collaborate with coworkers around things that matter to them and can be measured. Don’t waste their time and limited ability to focus on silly, useless initiatives that just make them resentful and make you look patronizing, at best. They’re adults, they know what to do about their personal lives.Whether they do or not is up to them.

Now to enjoy this piece of lemon pie.

 

Tire Tales

Apr 11

Posted by Frannyo in TO: G/A Leaders, To: HR, Uncategorized | No Comments

I developed a flat tire last week, wood screw in the tread.  I got it fixed for twenty bucks by a highly reputable tire dealer.

I’ll never go in there again.

Did they have good customer service? Sure. The lady kept calling me “M’am,” and “Miss Franny,” and asked if I wanted some water.  Did they have decent amenities? Yes, the bathroom was clean, the TV blared the most popular daytime soap for that time slot, and they had both Vogue and People magazines for customer perusal.  Did they fix my tire well and for a good price? Yep.

But here’s why I’m turned off. For whatever reason, this store appears to value data even more than customers. When I arrived, the rep completed no less than four separate screens of data just to input the request. Type, year, serial # of vehicle, license plate number, insurance card, my own home address and phone number, even my email address. It felt like I was trying to buy a last-minute ticket to Tel Aviv with cash.  Even more strange? We went through a similar rigamarole when I paid my little twenty bucks to leave. I had to sign two separate full-page receipts.

This is a company that, apparently, lets their IT department and their lawyers run their hundreds of tire shops. Marketing and common sense have left the building.

Check it out, HR.  Do you do the same? We recently implemented Taleo as our ATS and onboarding system.  We’re happy because we did have a full-time employee who JUST entered new hire data into ten different systems, taking about six hours per new hire. We were able to free up a lot of time and ensure that the info was entered correctly, by having the applicant do a lot of it themselves when they apply.

Right now, about half of our new hires come from internal referral, and half come from online sources. Internal referrals typically get excited about our company because of it’s “no dumb rules” work culture and the opportunity to build their own career ladders. We had to really think about how to handle their new hire process, since they don’t come in through Taleo.  Do we force them to go through the same process, so we can get them into our ATS?

We finally decided that, though it would be more convenient for us, we didn’t want to be like that tire store. We’ll give them the option to opt in to Taleo onboarding, or we’ll enter the info on our own. We didn’t want someone’s first interaction with my company to bring bureaucracy, internal controls, and dumb rules to mind.

When in doubt, remember who your customers are. It’s almost never IT, HR, or your legal department.

 

 

The Devil’s Drink!

Apr 8

Posted by Frannyo in To: HR, Uncategorized | 4 Comments

Recently, an HR group on LinkedIn has been in full tsssk-tssk mode about some startup that has kegs of beer at the office. Every. Single. Commentator. has written some variant of “OMG the sky is falling! Soon their staff members will start shooting heroin while driving company-branded semis full of explosives into daycare centers!”

Really folks? Really?

I think a lot of HR pros get off, a little, on overreacting to news like this. They think that if they have an opportunity to weigh in, they sure better get everyone’s attention and create an opportunity to be important.  Who cares if they’re seen as patronizing killjoys?! At least they made a point.  And managed to one-up some people who are trying to add a little more fun and humanity back into the workplace.

HR pros: Get over yourselves. Take your Spanx and your high heels off. Crack a smile and a beer with some friends. And, by the way, get some friends, at work.  A good place to start would be buying the first round.

 

 

 

Look! Over There!

Nov 7

Posted by Frannyo in To: HR, TO: Owner or CEO, Uncategorized | No Comments

I recently wrote a post at Women of HR entitled, “We’re All Bullies, Sometimes!” The post was picked up by  Dan McCarthy for a Leadership Development Carnival – I’m excited to have the opportunity to share such great company. Check out Women of HR and some of the other writers at Dan’s Great Leadership blog if you’re looking for innovative thinking on leadership for and by both women and men!

On Being a Fan

Nov 4

Posted by Frannyo in TO: Applicants, TO: G/A Leaders, To: HR, TO: Line Managers, TO: Owner or CEO, To: Staff, Uncategorized | 2 Comments

I’m reading Keith Richard’s autobiography right now. I wouldn’t have expected the hard-partying lead guitarist for the Rolling Stones to be able to put a short story together, let alone 563 pages of detailed rememberances, but he (and most likely an exceptionally patient ghost-writer) sure did. And it costs $30 bucks at the airport book store.

Even though I’m not big on the Rolling Stones, this book is riveting. Keith Richards comes across as an amazed, affectionate, somewhat baffled witness to the birth of something Really Big – this giant mega phenomena of a band he found himself in.  Richards almost never talks about himself. Instead, he spends entire chapters talking about his awe of American blues musicians, John Lennon, and Gram Parsons, pages discussing who taught him open tuning and how it changed the way the Stones sound forever, and paragraph upon paragraph explaining the history of a particular riff, the references to particular old blues or gospel songs and the like. This guy flat loves guitars and the rich history of all the other people who have also played them.

Yes, sometimes he can come off as a bit pedantic, Granpa Keef schooling the young-uns , but mostly his gratitude, sincere awe for those who played the guitar before and with him, and honest humbleness about his own skills really shine through. Keith Richards is unbelievably lucky to still be a fan, a true enthusiast. Given everything he’s seen and done, it’s amazing he hasn’t become a know-it-all and cynic, but at least in this book, not a bit of that comes through.

I think the people who are most successful in business and in life never lose their enthusiasm, that spark of innocent longing and awe. I myself am a huge fan of way too many HR thinkers, leaders, writers, and bloggers. I get a little nervous around them, I talk too much or not enough, I am too aware of my respect for their accomplishments and may make them a little uncomfortable with my fawning.  But I’m cool with that little flaw, because hey! at least I’m feeling something. And introducing myself.

Keith Richards was said to have passed out (soberish) when he met Bo Diddley*.  At least I’m not fainting at anyone’s feet.  And by paying attention to what they’re doing, and trying to learn from them, I’m pushing myself to get better and better at my job. I’m not sure that this will lead to long afternoons smoking hash in Marakesh with Anita Pallenberg, but that’s probably all for the best.

*(or somebody like that, I’m too lazy to go get the book and look it up. But really, you should read it if you’re at all into the Stones. or the 60′s. or women. he talks a LOT about women, too, he’s a huge fan of them. I’ll send you my copy if you like, I’m pretty sure Keith Richards doesn’t need any more royalties.)

The Benefit of Benefits

Oct 25

Posted by Frannyo in To: HR, TO: Owner or CEO, Uncategorized | No Comments

Benefits are the least interesting part of my job, honestly. I don’t think they motivate or reward anyone, and I don’t think most people appreciate them except when they are really in need of them. But since I’m responsible for making sure our entire compensation package is competitive, and all of our biggest competitors offer good benefits, my life right now is all about vendor meetings, plan selections, plan communication offerings, and open enrollment process creation/revision and then of course, actual enrollment.

It’s not easy to compete when your company is literally 1/100th of the size of the companies going after your staff, but we do it, and generally win. Here’s how. We do things right. Every time someone talks about progressive policies, I laugh – my company already lives them. For instance:

  • We don’t care where you work. All of our staff can work from wherever, whenever, provided that the quality of their work doesn’t suffer.
  • We don’t care when you work. There’s no penalty for being “late to the office,” even as just a perception issue.
  • We don’t care how you work – if someone wants to work as an IC, great, we’ll do that. Part time from home? No problem! Road warrior? We’re on it. And you keep the miles or tickets you’re double earning on the airline credit cards.
  • We DO care that your work is impeccable and that you are building a fantastic reputation for yourself, and we want to have staff with personal brands bigger than our brand. We do everything we can to facilitate that.
  • All salaries, all individual performance measures, and how every employee is doing against those measures, is public knowledge inside the company.
  • We throw world-class parties. No, really. Like “take the company to Mexico as a surprise” parties. We foster fun, fulfillment, and friendship on every level, and HR doesn’t plan those parties – the staff do.
  • Instead of planning parties, the HR department helps the company make money. I have revenue responsibilities directly related to finding great independent contractors and connecting them to work that our sales engineers may not have known they could fill internally.

Will benefits be a deal breaker for current staff? Nope, as long as I keep them somewhat in alignment with what our competitors are doing. Will a great company culture where people are valued for their work and their relationships, and are celebrated for just being themselves, authentically, help retain and engage folks? So far, so good. And the fact is, though benefits aren’t what keep them here, it’s worth it to make sure we’re taking every opportunity to show our appreciation for these hard working folks. Even if it means another bunch of lame powerpoints discussing deductibles, plan coverage, and Obamacare.

Missed Connections at HR Southwest

Oct 17

Posted by Frannyo in To: HR, Uncategorized | 4 Comments

The HR Southwest 2010 conference has come and gone, smooth as can be. The speakers were professional and prepared, the record-breaking number of attendees seem to have all gotten their dance cards stamped by every vendor on the floor, and everyone was fed delicious meals efficiently.  The  conference ran, as many mentioned, “like a well-oiled machine.” Everyone did exactly what they were supposed to do – the participants, the volunteers, the organizers, the vendors, the caterers, and the presenters.  65% of the presenters were repeats, brought back because of their popularity the year before and their skill presenting.

Which leaves me personally a bit cold.  I think magic happens when people screw up, speak authentically, go off script, bump into one another, and learn from it. I’m attracted to any group of authentically excited people pushing things forward, creating excitement, and generating buzz.

As someone who lives for the opportunity to try something new, I am often impatient with those who live life with a bit more planning and focus. I think that the stumbling, embarrassing, friendly-to-the-point-of-overbearing way that I interact is what everyone should want. Why do something the same way every year when you can try something new?  Why be reserved and professional when you can speak from the heart?

I’m learning that there’s real value in control, in not messing up something that’s not broken, in keeping your game face on. While in Fort Worth, I ran into a couple of friends who attend HR Southwest every year.  These two have had the same jobs for ten years. They contribute steadily to their company and rarely speak out of turn. They’re great. They’re totally needed in their organizations. They have dignity, integrity, and they are respected for their hard work. They may not be the most networked people in the world, but they know the names of every employee and have the ear of their CEO, because they rarely abuse it. They’re not on LinkedIn, or Facebook or Craigslist, they’re not using social media to recruit and they don’t care that it’s blocked at their work. They get the right applicants for their jobs using traditional job boards and they’re happy as can be.  They rolled their eyes when I brought up social recruiting. And that was pretty much the response that most of the social media crew got when trying to make that connection with attendees.

What’s hard is finding common ground between those of us in HR who are more restless, excitable, focused on the future, and those who really are great at doing the real, day to day, steady work of impeccable HR.  I think that common ground starts with respect. So let me state right here that I have the utmost respect for the organizers, volunteers, and attendees of HR Southwest. I appreciate that every HR department is shaped by the organization it serves, and that every conference is shaped to fit what the audience requests year to year.  Thank God there are people who are awesome at putting one foot in front of the other, staying on the path, while people like me tumble from shiny object to shiny object. We need you to keep at it! Thank you for your diligence, discretion, and professionalism.

But you really should try LinkedIn.  Really. 

http://indierawk.tumblr.com/post/405851647/anatomy-of-a-hipster-162

HRSouthwest – HR Conference Vendors: Wake up!

Oct 13

Posted by Frannyo in Uncategorized | 2 Comments

HR Southwest has been a working vacation for me. I’m looking for vendors in particular arenas, and came here prepared to talk to, get quotes, and close some deals. ONE of the six vendors I’ve talked to was informed enough, focused enough, and ready to talk business. So we closed the deal. Everyone else wanted to do a short demo and sign me up for a later call, didn’t want to be so crass as to talk price, or didn’t ask enough questions to show me what I needed to see to get excited.

I know that most of the people who show up at regional HR shows just want their card stamped, at most, and don’t value interactions with vendors. Everyone knows that HR doesn’t write checks. And you’re tired, and it’s a long day, and your feet hurt, and you’re away from your families and “real work” doing something that doesn’t seem to matter much. And giving away 30-cent geegaws to people who are practically drooling over them can put you to sleep, just as a way to get through the day with any faith in humanity.

But when you have someone in front of you who does write the checks, wake up. Get out of Conference mode and make things happen. You might be glad you did.

Cadillac Dreams

Sep 13

Posted by Frannyo in Uncategorized | No Comments

(Note: this post is the third in a three -part series about getting HR Pros interested in social media.)

My great-grandfather and grandfather had a Cadillac car dealership in my oil-patch Texas hometown. Now, selling Cadillacs in Texas from 1935 to 1985 was almost too easy. But my granddad made it even simpler by always following this final cliche: “Sell the dream, not the details.” He meant that people who bought their first Cadillacs had dreamed of that day for their entire careers. It was their marker that they had arrived, that they were Somebody. When you focused on helping them fulfill that dream, the paperwork and payments were easy, inevitable, not even a bump in the road.

Convincing people to take a risk and invest some time into learning new technology is no different. People will do a lot of new things on their own, if we tap into their motivations. My grandmother finally got online when she saw that her sister had more current photos of her grandchildren than she did. My partner, who is notoriously tech-lazy, rapidly became the house expert on downloading videos when we got rid of HBO and a new season of “Dexter” started.  Neither of them went through training on how to use AOL, in my grandmother’s case, or iTunes, in my wife’s case. Most online tools are designed to be as intuitive and newbie-friendly as possible, and learners with a driving goal will figure out any minor glitches along the way.

When attempting to get HR pros involved in social media, we’ll do better if we focus on the WHY than the HOW. For instance, I always emphasize that I got involved in social media back when it was bulletin boards and listserves because HR can be really lonely if you don’t reach out to other people in the same circumstances. I also talk about the personal and professional opportunities that my participation in social media has helped create. I never tell them how to get on Twitter or use an RSS feed until they ask.

People make decisions based on emotion, either on how they feel today or how they believe they’ll feel later.  No matter how much we believe HR pros “need” social media, and how much we know it can help them and their companies, coming at them with statistics, how-to’s and smart-ass remarks will just turn them off. We have to connect, make them feel good, and then appeal to their personal dreams to make any progress.  People don’t buy a V-8 engine and whitewall tires. They buy a dream, be it a Caddie or winning in their careers.