Would your employees hire you?

I enjoy a good conference, and I especially enjoy a good speaker who is reinforcing things I agree with in a room full of thousands of people. I realize that means I’m participating in a self-serving conference experience and not necessarily something that pushes me out of my comfort zone and grows me professionally, but it hasn’t always been that way for me.

When I started attending conferences, I was learning new things in every session. I was opened up to a whole new world of HR and how we can improve what we do and how we do it. Having been in the conference loop for the last 10 years now, I’m realizing that I’m either picking sessions that sound like something I would agree with, or we’ve been basically saying the same things for the last 10 years.

I don’t say that lightly. I think there is still a lot of value in the conversations we are having, but we need to be mindful of the conversations and if we are evolving them or not. We also have to consider, who are we sending to these conferences? If I am hearing the same content for years, maybe it’s time to send a lower level HR professional for them to get inspired and hear this content for the first time.

For all of us who have been listening to the same ideas and agreeing with how things should be for the last several years, it’s time to change the conversation. It’s time to take what you are hearing at conferences and put it to work.

I get it, it’s not easy to do. You have to go to work and pitch the executive team on the things you want to do. You have to sell hiring managers and line managers on it. You have to instill confidence in the team that will have to carry out what you are recommending, but don’t over think it. Lets not make this more complicated than it has to be. Consider one thing, if the employees at your organization had the opportunity to hire you for their HR needs OR outsource it, what would they do? Would they choose you? Why or why not? What can you do about it?

It’s easy to hear speakers say things that you think are wonderful ideas, but the only way to know if it will work in your organization is to talk to your employees. Find out what they need, find out what they aren’t happy with, just talk to the humans that you are a resource for.

If you don’t care if they would choose you or not, its time for you to get out of HR. We wish you well and hope you have a wonderful experience in your next career choice, but its time for you to leave us now.

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Dig out the root

When I was in elementary school one of my chores was to pull weeds in the yard. I didn’t really like that chore much. Day after day I would pull up dandelions out of the yard only to find two or three times as many the next day. If you don’t get to them quick enough they spread their seeds all over the yard.

Finally I learned to use a spoon to dig up the root. The spoon helped me to make sure I got the whole problem so it would stop spreading. Had I thought that through from the beginning, I would’ve really cut down my chore time (and effort) but I’m one of those kids who has to learn things the hard way.

satisfied seal

When we have a problem at work, we have to dig out the root to solve it. The most common avoidance tactic we take in response to a problem is “I’m too busy” to x, y, or z.

But are you really? Because if you would take the time to stop what you’re doing and get to the root of the problem, you may free up some time on the back-end. Accepting “I’m too busy” as an excuse makes the problem build and spread.

It’s real simple. Take the time to find the root and dig it out. If you don’t the problem is going to eventually spread and then it may be out of your hands to solve altogether.

Clap for the heavyweight champ

The people around you can make or break you. For whatever reason some people will believe that your success takes away from their success. Some people believe there’s not enough for all of us. Some people would rather hold you back than work on their own selves. Some people are motivated by all the wrong reasons. These are just a few reasons why it’s so important for you to surround yourself with the right people.

Not just the right mentors, but the right friends.  To become a better person and better at what you do, you need friends that are comfortable telling you when you are wrong. You need people who are willing to give you a nudge in the right direction when you need it. You need friends who you can call when you’re about to have a nervous breakdown right before you go on stage at a training event. You need people who believe in your abilities. You need people who will cheer you on. You need people who want to celebrate your victories.

clap

If you keep people around you who don’t want to see you make it to the top (whatever you define as the top for yourself), you probably won’t make it. No need to make the climb harder for yourself by keeping frenemies around. In 2019, weed out those who are against you and tighten your bond with those who are with you.

My way

Be your most productive self by learning that there is more than one way to do things.

I order what I know I like from restaurants, I usually take the same route to places I frequent, I have specific routines, and I don’t want you kids on my lawn. I like things done a certain way, mostly my way.

thank you but i prefer it my way

Sometimes my way holds the team back though. My way isn’t the only way. My way works for me, but may not work for everyone else.

To keep from letting my way get in THE way, I focus on the outcome. The end goal can get me to overlook someone else’s way that maybe isn’t as fast as my way would be, or as efficient, or as thorough…

You’ll be a better team player and co-worker if you let yourself learn more than one way to do things.

 

Linda…

Career lesson 18 is about to be the hardest for some of y’all.

Listen.

linda listen

I understand why you may think you know it all, you just graduated with your degree. You passed all your classes and got A’s on all your projects. You studied all the HR legal cases and you memorized the “steps to recruiting” and maybe even competed in a SHRM Case Study competition.

You probably don’t know everything about where you just started working though. You may know case-law and how to plot compensation, but you don’t know why the organization does things the way they do.

You don’t know what it’s like yet to be the benefits manager and sit with employees going through medical trauma who need your help understanding the benefits plan.

You don’t know what hiring managers needs are yet because you don’t know what they do yet.

You don’t know how to run an HR department yet, because you haven’t learned the business yet.

So for today, listen. Take notes. Ask questions.

You might be surprised

At a previous job, a high school internship program was something no one wanted to oversee. One of the issues we had with it was that it came from the top down and we were like “um, we have enough stuff to do, but thanks anyway.”

Another reason we were not interested is because we didn’t have time to waste with high school students when we needed to spend time targeting college students.

The ridiculous part there is, we were being stubborn and failing to consider how engaging with interested high school students might later make engaging with college students easier, but I’ll come back to that.

I remember when the initiative hit my desk and I was like NO WAY! My boss pulled rank though and said his NO WAY over ruled my NO WAY so I was stuck with it.

i-was-voluntold-as-tribute

That meant I had to dig around for any and all documentation we may require for employing high school students; labor laws that mandated what they could and could not do and when they could and could not work; and how to navigate events with minors. Specifically, our annual lake house event. Do the kids get to sign the waiver? Do their parents have to sign it? Does it matter? Etc. All tasks I was not excited about even though I knew that it would be easy enough to find the answers.

Thankfully the first group of high school interns for the program was a small group. The technical mentor was a very knowledgeable employee who really took the time to invest in their learning that summer so that helped a lot too.

My biggest hurdles including incorporating them appropriately into an already established college intern program while making sure they were welcomed, learned valuable things, and had a good experience.

By the end of the summer the high school interns became my favorite interns. They were more dependable, inquisitive, invested, and polite than some of the college interns. (Sorry to my former college interns that are reading this, don’t worry though yall will always be my sweet baby interns LOL #IheartMATLAB…). Anyway, all the interns were great, but the high school interns really showed out.

After that first summer I couldn’t wait for the next round of high school interns. It was also cool that other companies started calling us and asking us how we did it. Since my boss adamantly refused to run the program, I was the go-to for these kinds of questions and I have to admit-that was fun!

Now I get the opportunity to go sit with other companies and help them develop an effective high school internship program. I also help local schools when I can on getting their messaging out to other companies who could benefit from a defined strategic high school internship program. (side note, I do that as much as possible because I remember how much I didn’t want to implement the program so I know I can’t be the only one having that reaction, so I want to help people see the possible end result when I can).

Something I thought would be glorified babysitting turned out to be one of my favorite things to participate in. I also very much enjoy running into former high school interns who can articulate how that experience from our program has helped them on their career path. Once those former high school interns got to college, they willingly became a resource to help with on site recruiting efforts. They basically became built-in brand ambassadors. To be fair, our college interns did too, but there was something to be said about having a brand ambassador on board from the first time they stepped foot on campus.

Moral of the story? Step out of your comfort zone at some point in 2019 and volunteer for something you wouldn’t normally do. If you hate it you never have to do it again, but you might be surprised.

Flipping off customers

I got behind the wheel with road rage from day 1. Like an embarrassing amount of road rage.

From the time I was 16 until I was in my 20s I did not dial it down one single bit. No matter how much my parents or any other responsible adult in my life told me my road rage was out of control. (I know, I was just soooo coool).

Two things finally made me lay off the horn and stop screaming at people. 1) That crazy “Normal” episode of Criminal Minds. 2) Pulling into a potential customer site behind someone I had just yelled at for cutting me off.

The first reason is reason enough, if you haven’t seen the episode no need to go and watch it. If you know, you know.

The second reason was an eye opener because I could quickly quantify what that road rage just cost me if that was the person I was in a rush to meet with.

get off the road

Seriously, what if that person who cut me off was the decision maker for the meeting I was headed into. I wouldn’t have known the difference.

That experience made me realize that once you’re in certain roles, you are always wearing that hat any time you’re out in the community. Don’t get me wrong, that doesn’t mean you can’t be yourself. It probably just means that you should be respectful from the jump and make sure you don’t misrepresent yourself to a stranger… that could become a customer.

Or an employee.

Or a boss.

Or a co-worker.

Road rage isn’t healthy anyway so it was a good habit to break.