Tag Archives: Workplace Evolution

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What does HR really stand for: Is it Human Resources or Human Remains?

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Over a year ago I met with a group of people about an upcoming speaking engagement.  As we discussed the focus of my presentation I said, “it’s about putting the Human back in Human Resources.”

Immediately one of the men in the group got really quiet and after a few minutes he said,

I have been in HR for several years, I’ve attended tons of seminars and I’ve NEVER heard anyone talk about the HUMANS.

In the past few months as I’ve been publishing stories and lessons in an ongoing series about “The Real Housewives of Expat Men”, this subject has come up again.

The examples below are real and come from people employed with several different organizations.

Imagine…

  • Organizations that notify their people of life-altering changes with a two-sentence email with no details and no timelines, let alone any discussion, questions or answers.
  • Annual reviews that are delivered over a computer instead of by a live person, evaluating the recipient on objectives they were never told they had and leaving no opportunity for discussion.
  • Bosses that make decisions about their employees lives, don’t communicate those decisions and when they are asked about them, then play the blame game pointing fingers at the titled leaders above them.
  • Families that are days away from finishing their time overseas and have sold things, packed, said tearful goodbyes to friends, and have families at home excitedly waiting for them, that are notified two days before they are scheduled to leave that they won’t be going home now.  And as each day goes by their expected departure date continues to change.
  • HR never responding to emails or phone calls and then one day emailing the office and getting a response that says, “Today is my last day, I quit.”
  • Companies that emphasize that their policy is to make sure that EVERY exiting employee receives a survey when they leave the company – no matter why they leave.  However, when a boss fears the information an exiting employee will share, that survey is never given to the exiting employee even when they ask HR for it.
  • HR admitting that the exit surveys that are received are rarely looked at or used to evaluate leadership and organizational development opportunities.

Those stories make my heart ache.  So I reached out to friends with HR Backgrounds that are Consultants, and Leadership Experts and asked them three questions:

[Tweet “What does HR really stand for: Is it Human Resources or Human Remains?“]

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Why You Should Invest Time Leading Your Boss & How To Do It

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Leading and Communicating with your Boss

SmartBlogScene 1: Your previous boss is gone, a new one has been hired and is scheduled to start tomorrow.

  • You lead a great team that is in the midst of change.
  • A new database that was supposed to help the team is not what everyone thought it would be and has significantly increased workload.
  • Now you’re struggling to meet goals and not knocking every goal out of the park like you once did.
  • Everyone is tired, and stressed but trying hard to stay positive and take ownership.

So even though the new boss seems likable, nerves are high.

As you anticipate the change, how will you engage with the new boss?

Several years ago I was in that situation. I am proactive by nature and wanted all the cards on the table as quickly as possible. And, at the same time, I wanted to be considerate of his transition to a new company and a new job while commuting to another state every weekend.

When week three rolled around, I told him I would like to meet with him for one hour as his time allowed.

When we met I was prepared with a binder of information that included:

  • Pictures of the team.
  • History of the team. (We were pretty out of the box in all of our methods and I didn’t want that to be a surprise!)
  • Organizational charts.
  • All of our metrics.
  • Information about our current state and the plan we were working on.

My intention was to be completely honest about the strengths and struggles of the team. Some of what that open binder accomplished was a great strategy, and some of it was a wonderful surprise, it:

  • Helped him learn more about his job and the company.
  • Invited him to join our team.
  • Opened his eyes to see the people instead of the “human resources.”
  • Introduced him to our fun and innovative side.
  • Birthed an instant ally that knew we knew our business and were on it!

Years later, I realized that open binder was the difference between my team’s easy transition to the new leader and the struggles many of my peers faced as they held their cards close to their chests. While they felt micro-managed we felt freedom and support.

Scene 2: The economy is struggling and layoffs are becoming more normal for many organizations.

As I watched those layoffs occur, I’ve noticed that many times the people that were cut were not necessarily resistant to leadership or change, and not necessarily under-performers. Often they were the quiet ones who were good at leading themselves. People who did their work and never ever called attention to themselves. Many times, their work had a fundamental role in an organization, but in their silence, their value was forgotten.

So if you are introverted, hate drawing attention to yourself, or just don’t like someone hanging over you, what do you do? Dare to be a little uncomfortable, be proactive and call a short meeting with your boss or send a brief e-mail to them once a month.

Emphasis on a short meeting or a bulleted e-mail like this:

Hey Boss:

  • Here’s what I’m working on
  • Here’s how my results measure up over last month’s
  • Here’s a problem I faced and how I solved it or a problem I am facing and what I am doing…
  • Here’s a challenge I’m facing and I may need your help.

Just keeping you in the loop. Please let me know if you have any questions.

Guess what you just did?

  • You invited them into your world.
  • You reminded them of the value you bring.
  • You showed them how you think and the types of problems you usually solve that no one ever knows about.
  • And you enlisted them to help you solve a future problem.

Your leaders don’t know what you know, they can’t see what you see. No matter where you sit, it is your job to bring that understanding to them.

Management is not leadership; leadership is leadership. If you seek to lead, invest at least 50% of our time in leading yourself — your own purpose, ethics, principles, motivation conduct. Invest at least 20% leading those with authority over you and 15% leading your peers.” Dee Hock

How about you?  Is it time for YOU to lead up?

 

 

 

Image Credit:  iStock

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Can Great Customer Service Be Taught? …To Anyone?

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It’s customer service week!!!

Last year I participated in a #PeopleSkills Tweet Chat.  At one point in our chat we were debating if Customer Service could be taught.

I KNOW that it can! As a high school student I worked a retail job after school.  I’ve always cared about people so I was polite and helpful but I’m not sure that I was remarkable.  In hindsight, I am also very thankful that this first experience was in a small town where we all knew each other – as I result I never dealt with an angry customer.

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Employee Engagement | Banging Pans and Throwing Fish in Corporate America

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Increasing Joy at Work Increases Employee Engagement

One evening several summers ago, my husband and I (who don’t have children of our own) were at a playground with my six and seven-year-old niece and nephew.  They took me to the highest part of a fort and told me that I was the princess, they were my guards, and that my husband was “the bad guy.”  I was instructed to stay in the tower and they would protect me!  In the moments that followed, my husband and I were transported back to a world we have nearly forgotten.

As I found myself savoring each second of that evening, I also found myself wondering why we don’t visit that world more often.

The entire experience made me think about the Disney Movie, Monsters, Inc., a movie about Monsters that power their world by capturing the energy in a child’s scream.  Through a series of events they discover that a child’s laugh produces much more energy than a scream.  …Ultimately transforming their entire world.  Do you see the connection to the workplace?  

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Have You Shared Your Vision With Your Team?

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I was a new middle manager on my first trip across the country to the Corporate Office and was seated in the Executive Boardroom for a meeting.  As we were preparing to take a short break, the CEO leaned across the table and asked me, 

“Chery, have you shared your vision with your team?”

I gulped and my mind raced…  Oh no!  I’m supposed to have one of those?  (My mind quickly visualized the formal vision statements that are printed and hung on the wall for all to see.)  As I exited the boardroom, I wandered down the hallway wondering what a vision was and how to get one FAST!