Celebrating #PrideMonth at Work!

I want to celebrate Pride month. I run a small SMB recruiting shop. I’m not even sure I have an LGBTQIA+ person working for me. I mean, I wouldn’t ask, I would hope they were comfortable enough to share if they wanted, but I can’t tell you 100% either way. They would have my support, is what I’m saying.

You see, it’s clumsy for me, and I like to consider myself an ally of the LGBTQIA+ community. Imagine what it’s like for other SMB leaders who don’t have the experience and support easily available.

If I worked for a large/enterprise company I think it’s easy to celebrate Pride month. You know if you have hundreds and thousands of employees, you definitely have some LGBIIQA+ working for you and applying to your jobs, and you want to show them support.

If you’re an SMB it’s a bit harder to determine how to celebrate.

I’ve already seen at least a dozen blog posts from large employers saying how you should or how they will be celebrating Pride Month. It’s awesome stuff like:

  1. Attend a Pride event.
  2. Volunteer or Donate to Pride causes.
  3. Be an advocate.
  4. Educate yourself (I love this one!).

Consider your company’s LGBQIA+ inclusivity.

  1. Become an Ally.

Most companies in the U.S. are SMB. I’m going to NYC this week and Pride month is alive and well in NYC! As it is in most large cities around the country.

If you come to small to midsized cities in most parts of the U.S. you would have no idea it’s Pride month. It’s just June.

So, what can SMB organizations do to celebrate Pride month? (please share your ideas in the comments!)

  • You could raise the flag. Does your company have a flag pole? In June, fly the rainbow flag with pride.
  • Hold an inclusivity event. Pride month is as much about celebrating as it’s about educating. We still have so much education to do.
  • Establish Inclusivity Policies. The majority of SMB employers do not have inclusivity policies.
  • Encourage your employees to show support. Have a day where you all wear signs of support – pins, LGBT-themed clothing, etc.
  • Collect donations for a local LGBTQIA+ charity.

All of this does something in your community. It shows them what and who you value. You are taking a stance that you are inclusive for everyone in your community and welcoming.

But, what if an employee asks why are we celebrating Pride Month when we don’t have any LGBTQIA+ in our company? 

  1. Tell them don’t assume this to be true.
  2. Tell them, just because we might not have any LGBTQIA+’s doesn’t mean we don’t want to attract some to work for us, and celebrating shows that community we are welcoming to them.
  3. Ask them why they think it’s not important, often they are just showing a prejudice they have, and it might lead to some great training opportunities.
  4. Ask them how they think you should support the LGBTQIA+ community?
  5. This is really the same thing as #BLM and Black History Month. You might be a small business and not have any black employees, it doesn’t mean to don’t celebrate. Your employees have black relatives, friends, community members, etc. This is about showing you value all of your community.

I’m no expert. I’m just a dude running a small company who wants to support Pride month. I won’t get it 100% right, not even close, but I’m going to start and try.

The Past-Employee Walk of Shame!

I’ve lost jobs and I’ve called old employers to see if they would want to hire me back. I’ve usually gotten a response that sounded something like, “Oh, boy would we want you back but we just don’t have anything. Good Luck!”  Many of us in the talent game talk about our employee Alumni and how we should engage our Alumni but very few of us really take true advantage of leveraging this network.

I was reminded of this recently when a friend of mine took a new job. You know the deal, shorter drive, more money, growing company, and oh, boy, just where do I sign!? The fact was, it was all they said, shorter drive, more money and they were growing, but they forgot to tell him was our operations are broken beyond repair, you will work 7 days a week and probably 12-14 hours per day because of the mess we have, but keep your head up it’s the only way you won’t drown here!

So, now what does he do?

He already had the going away party, bar night out with the work friends with the promises to do lunches and not get disconnected, packed up, and unpack the office into the new office.  Let’s face it, big boy, you’re stuck! Not so fast. He did the single hardest thing an employee can do he called his old boss after 7 days and said one thing, “I made a mistake, can I come back?”

Luckily for him, his past boss was a forward-thinking leader and so this past Monday he did the 2nd hardest thing an employee can do he made the “Employee Walk of Shame”.

You can imagine the looks from people who didn’t know him well, “Hey, wait a minute, didn’t you leave?” Having to tell the same story over and over, feeling like he failed, like he wasn’t good enough to make it in the new position.

HR plays a huge part in this story because it was HR who can make this walk of shame a little less rough. Let’s face it, it is different. You just don’t leave and come back as nothing happened. Something did happen, there was a reason he left and that reason isn’t going away. A transition back needs to be put into place even though he was gone seven days.  It’s not about just plugging back in, it is about re-engaging again and finding out what we all can do better so it doesn’t happen again.

It’s also about making sure you let those employees who you truly want back, that they are welcome to come back (assuming you have the job) and not just saying that to everyone. There are employees who leave that you say a small prayer to G*d and you are thankful they left! There are others where you wish there was a prayer you could say so they wouldn’t leave.

Make it easy for your employees to do the Walk of Shame, it helps the organization, but realize they are hurting, they are embarrassed, but they are also grateful!

Your Future Office has 40% Fewer Seats!

Jamie Dimon, chief executive of JPMorgan Chase, the largest private-sector employer in New York City, wrote in a letter to shareholders this week that remote work would “significantly reduce our need for real estate.” For every 100 employees, he said, his bank “may need seats for only 60 on average.”
New York Times

Feels about right. In my opinion, some sort of hybrid work model for office workers is going to win out. 2/3, 3/2, etc. You work from home (or wherever) some days, in the office some days. The additional flexibility people received during the pandemic is a very hard thing to take away at this point.

The “on average” phrase becomes the issue!

On average, Tim, we only need about six places for people to get there done. Okay, but on Monday’s you’ve asked everyone to come into the office for meetings and such, and told everyone they don’t have to come in on Fridays! Maybe we can find an office building that will let us just rent 4 days a week!

What this really means, is once again, the Office Furniture Industry wins! Did anyone check into see if Steelcase or Herman Miller maybe released Covid onto the world!?! The more time I spend in HR, the more I’m convinced that the office furniture industry really runs the world. About every decade or so, we (HR) is tasked with reinventing work and that means new work spaces.

Yeah, but if we are WFH Tim then you don’t have to worry about it! Yes I do! I now have to worry about employees working at home at their kitchen table hunched over in some chair not designed to work in all day, and I have the worker’s compensation claim. So, it is just a matter of time until I’m shipping new office “home” furniture to my employees to make sure they are taken care of and still have the cool hip culture we want with $1000 work at home chairs that are functional yet still look great in their 1970’s retro family room they’ve been piecing together off Ebay.

You know a great team building activity would be to have us send office furniture to everyone’s house and then we all get on a Zoom call and build it together! Hey, Ikea, get on this!

Hey, Billy, sorry, you got in at 8:30 am, you’ll have to share a desk with Mary until a spot frees up, here’s a folding chair.

This is why we’ll all be building “shared” spaces in our workplaces. Because you know what’s super effective and efficient when you’re trying to get that project done? Listening to some idiot drone on about some Netflix real-life crime drama series they are watching, and you don’t even like real-life-crime-drama, or Todd who is telling you all about it, but you’re stuck “In the Park” the cool nickname HR gave your social share space where work nomads without desks come to get stuff done, but not really done because no one can’t get anything done at the “Park”.

WFH, Hybrid, In-Office.

Everyone needs a seat, but just not all the time.

Welcome to show!

America’s Greatest Threat? Lack of Hourly Workers!

Businesses big and small are desperate currently for workers. Low-skill, semi-skilled, people who have no skill but are willing to be trained. The hourly rate is anywhere between $12-22/hr. I’ve spoken to companies in every market and industry, many of whom will tell me they’ll hire as many people as they can find, they just can’t find anyone!

Now, I don’t want to get into all the reasons of why organizations are struggling to find hourly workers. There are many, and it’s a complex situation that isn’t going away anytime soon. I want to focus on how not having enough hourly workers puts America at a competitive disadvantage in the world.

What Happens When America Can’t Hire Enough Workers?

First, organizations will do what it takes to actually hire talent. They increase wages and benefits, which initially seems like a big win for workers. Businesses will also raise prices, to pay for those additional expenses. Say, hello to inflation. The supply and demand dynamics of labor all happen fairly quickly.

Organizations will look to become more efficient and add technology that in the long term can be a better value than workers. Let’s be honest, this has been happening since the beginning of time, but in times of true pain in hiring, all this speeds up and happens faster than normal. Say hello to the robots!

Companies will offshore, more than they already do to countries with an abundance of hourly workers. China, Mexico, India, various countries in Africa if they can get politically stable, will gain millions of jobs from organizations looking to sell their products in America. Say hello to more jobs leaving our shores. Also, as we’ve seen with the Pandemic, this will cause he further issues with our supply chain in critical times.

What Should We Be Doing In America To Ensure We Have The Hourly Talent We Need?

Okay – I’ve got some ideas. Some you’ll agree with, some you’ll hate, but something has to change. American demographics are not changing. Our labor force is shrinking and we are getting older as a country. We have a crisis staring us in the face, and we are too divided to even see what’s really happening!

  1. Major investment into trades and apprenticeship programs at the high school and post-high school level. Free College? Screw that, rich folks can pay for college. Let’s have Free Trades and Apprenticeship programs. Let’s start these in Junior High and High Schools and continue them post-high school. Let’s have 22-year-old kids making $40-60K a year in skilled occupations.
  2. Blow up public education as we know it. It’s broken, can we all admit to this. About 70% of kids are not college kids, but we force them down the path of college. Let’s have public education that promotes our best and brightest, but also promotes kids who want to work with their hands, who want to work in the arts, etc. If we are the most powerful country on earth, why can’t we have multiple avenues for our kids, whether they are rich or poor?
  3. Encourage our children to once again be firefighters, police officers, home builders, big truck operators, cooks, delivery drivers, etc. Both boys and girls. I was struck when I was in Australia how many construction workers and road workers were female. You rarely see that in America. Our children should feel proud to have an occupation that is helping their community and others, but instead we, as parents, talk down these occupations. Our children are listening, constantly.
  4. Open the Mexican border. Uh oh, he didn’t just say that!? Yeah, you know who has millions of people who want the jobs that Americans don’t want? Mexico. If you don’t want to work that $15/hr job, step aside, there are people that do want those jobs. Plus, actually having a great labor force strengthens America! Would you rather have Mexican citizens come to America and make American products, or have American companies go to China and have the communist government of China make the products sent back to America and much of the profit goes to China or India, or somewhere else outside of America?
  5. Pay Equity laws limiting the spread of pay between the highest-paid executive and the lowest-paid employee. I’m not saying that entrepreneurs and executives don’t deserve great salaries for their efforts and their risks. They do. But should a CEO of a company make a $100M a year and the workers make $17/hr? That just seems a little bit out of line, right? Should a college football coach make $5M a year? It’s a stupid game. A game I love to watch, but come on! We’ve got a bit out of line with the haves and the have-nots.
  6. National Occupation Corp. What if every single American child upon graduating high school, put in one year of service into a select list of hourly occupations? Road workers, infrastructure projects, building affordable housing in their community, building parks, etc. Mormon kids do a two-year missionary to spread their word, and it doesn’t seem to harm them one bit, in fact, most would argue it actually helps them become better adults. Doing a national occupation corp would show some kids they actually love this type of work.
  7. End programs that encourage workers to not work. I’m hearing politicians talk about a 4th Stimulus! Are you kidding me! We don’t need more stimulus! We need people collecting unemployment and stimulus to prove they can’t find a job. They can’t get work. Because for the most part, it’s a lie! There is work everywhere! Our Unemployment Insurance system is broken and needs an overhaul.

How do you like those ideas!? A little GOP, a little Dem, a little socialism! If you’re a regular reader of the blog some of those ideas, coming from me, probably surprise you. This is how desperate I think this situation is! We are facing an economic meltdown in the future if we don’t fix this issue, that will make the great recession look like child’s play. America can not be without a great labor force, and right now, we are quickly trailing the rest of the world in the one thing we always hung our hard hat on.

“I Fully Reject the Employment Model of Pre-Pandemic America!”

This was an exact quote on a comment on one of my blogs about how hard it is right now for companies to find talent in America to work hourly jobs. This isn’t the first time I’ve heard something like this from an old GenZ or very young Millennial (basically early to mid-’20s).

What does this even mean!? 

Let me interpret, for the older millennials and GenXers in the crowd who are actually working and don’t have time to learn the GenZ vernacular. This is actually a cross of GenZ and Snowflake which can be very confusing sometimes to understand.

What this person is trying to convey is that they don’t believe they should have to work a job for pay and benefits (employment model of Pre-pandemic America). They actually love the employment model of Pandemic America – which is either sitting at home and getting paid to mostly not work, or actually just collecting unemployment and government stimulus to the tune of about $1000 per week, to do nothing at all.

Their idea is in Post-Pandemic America they would like to continue to get paid a living wage and benefits to do what they want. That might be something very productive and useful, like volunteering to help children to read or older people to have a better life in their later years, or it might be growing weed in their basement. This employment model is much more attractive to them. I get great pay and benefits to do what I want, not being told what to do by “the man”.

“The man” doesn’t actually have to be an actual “man”, it might be a rich woman or rich non-binary person. Basically, anyone who would make money off of their labor is now “the man”. They also reject anyone making money from their efforts, except for themselves. Which is actually wonderful if they would start their own business, but that would take work that feels too similar to an employment model of pre-pandemic America. Because of course, they would then become “the man”.

And you wonder why you can’t find anyone to come work for you? 

Some would believe this to be a socialist movement that has began to grow in America, mostly started by Bernie followers. No, this isn’t socialism, this what happens when you helicopter and snowplow parent your way to a generation that thinks the world should revolve around them.

I should only get A’s because my Mom says I’m the smartest little boy on the planet. And I should only get first-place medals because I showed up to the game. In fact, we should all get first-place medals because there should be no losers in the world, only winners.

And we truly wonder why terrorists want to bomb our country.

The world, in the end, will be truly harsh for these people if they don’t change. The world, since the beginning of time, has winners and losers. If you think socialist societies don’t have winners and losers, you might actually want to read about the history of socialist societies and inequality.

Do CEOs of companies need to make one hundred times more or a thousand times more than the average worker? No, probably not, but if you think you can just show up to a job and you should be within ten times of a CEO’s salary, you’re actually just ignorant.

This isn’t a political statement. This is the real world. Every single elected politician in the house and the senate is more wealthy than the average American by a giant margin. All of them. Winners and losers. People who take risks to start a business get all the bad and all the good. America, for good and bad, was built on Capitalism. It’s not perfect. I don’t know of a perfect society or culture in the world.

So, I do not fully reject the employment model of pre-pandemic America! 

Is it great? Nope. Can we do better? Yes.

Have we changed the employment model any over the past century? 1000%

Worker safety, health and wellness, D&I, training and development of skills, employee engagement, candidate experience, you could literally list a thousand improvements that have been made to the American employment model. And we’ll continue to improve.

I have hope that we’ll get better and solve our pay equity issues and we’ll continue to improve our diversity, inclusion, and belonging for all employees. America is a big and complex situation. Change does not happen overnight. For how bad young people think we are now, we have made tremendous strides along the way.

Okay, time to end this, I’m starting to feel like this guy…

What Happens When an HR Pro Gets Harassed at Work?

On episode 58 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss what happens when HR pros get harassed in the workplace. JLee shares her story of being harassed at work as an HR pro, the process that followed, and then discusses the situation and process with KD and Tim.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

1:30 – Tim got his first Covid vaccine. He’s the first of the crew to get it! He got it at an old Sears!

5:00 – First topic of the day: JLee shares her story about being sexually harassed at work.

12:30 – Tim asks JLee what percentage of women have experienced harassment in the workplace. She says well over 50%.

15:00 – KD asks JLee what happened after she reported the harassment. JLee asked HR not to do anything about it and she confronted the harasser herself.

19:40 – JLee says that she felt like she needed to handle it herself because she was a strong female leader. She also notes that she didn’t have confidence in the HR employees to handle it effectively.

21:50 – Tim asks JLee if she thinks what this person did was a fireable offense. She says that from her HR perspective, it seems like this employee shouldn’t be working there because of the repeated offenses.

23:00 – KD says that he misses employee investigations. JLee doesn’t miss them, and Tim doesn’t miss the lose-lose investigations.

26:30 – JLee says that her boss at the time was very protective of her and she worried that the boss was going to do something if she didn’t handle it herself.

30:20 – KD asks JLee if she thinks other global cultures have caught up with workplace behavior and treatment. She thinks that some pockets of the world are more progressive than others, but overall they have not caught up.

33:00 – Tim mentions how as a society, we’ve started the practice of guilting companies into doing the right thing. He mentions the example of disparities in the NCAA March Madness tournament with the men’s teams and women’s teams.

40:00 – JLee remembers that she has all of the email correspondences of her dealings with her sexual harassment. She’s an A+ HR employee!

The Single Most Desired Trait Employers Want: Being an Adult!

Don’t buy into the hype! “Oh, just do what you love!” That’s not being an adult, that’s being a moron! Just do what makes you happy! No, that’s what a child does.

“Tim, we just want to hire some ‘adults’!” I hear this statement from a lot of CEOs I talk with currently!

That means most of the people they are hiring, aren’t considered adults by these leaders. Oh, they fit the demographic of being an adult from an age perspective, but they still act like children!

I tell people when I interview them and they ask about our culture I say, “We hire adults”.

That means we hire people into positions where they are responsible for something. Because we hire adults, they take responsibility for what they are responsible for. If I have to tell them to do their jobs, they’re not adults, they’re children. We don’t employ children.

I think about 70% of the positions that are open in the world could have the same title –

“Wanted: Adults”.

Those who read that and got it could instantly be hired and they would be above average employees for you! Those who read it and didn’t understand, are part of the wonder of natural selection.

How do you be an Adult?

You do the stuff you say you’re going to do. Not just the stuff you like, but all the stuff.

You follow the rules that are important to follow for society to run well. Do I drive the speed limit every single time? No. Do I come to work when my employer says I need to be there? Yes.

You assume positive intent on most things. For the most part, people will want to help you, just as you want to help others. Sometimes you run into an asshole.

You understand that the world is more than just you and your desires.

You speak up for what is right when you can. It’s easy to say you can always speak up for what is right, but then you wouldn’t be thinking like an adult.

You try and help those who can’t help themselves. Who can’t, not who won’t.

My parents and grandparents would call this common sense, but I don’t think ‘being an adult’ is common sense anymore. Common sense, to be common, has to be done by most. Being an adult doesn’t seem to be very common lately!

So, you want to hire some adults? I think this starts with us recognizing that being an adult is now a skill in 2021. A very valuable skill. Need to fill a position, maybe we start by first finding adults, then determining do we need these adults to have certain skills, or can we teach adults those skills!

The key to great hiring in today’s world is not about attracting the right skills, it’s about attracting adults who aren’t just willing to work, but understand the value of work and individuals who value being an adult.

I don’t see this as a negative. I see it as an opportunity for organizations that understand this concept. We hire adults first, skills second. Organizations that do this, will be the organizations that win.

The Motley Fool has a great section in their employee handbook that talks about being an adult:

“We are careful to hire amazing people. Our goal is to unleash you to perform at your peak and stay out of your way. We don’t have lots of rules and policies here by design. You are an amazing adult and we trust you to carve your own path, set your own priorities, and ask for help when you need it.”

You are an amazing ‘adult’ and we trust you

If only it was so simple!

What was the hardest manual labor job I’ve ever had?

I was a “Picker” for a large supermarket chain in their warehouse on the second shift. What’s a “Picker”? I Picker was a position that would take an order from one of the grocery stores that used our warehouse, and I would drive around on a pallet jack and physically pick all the cases and items going to that store on a semi-truck.

A pallet jack isn’t a Hi-Lo, it’s more like a “Lo-Lo” it held two wood pallets, just off ground-level and the goal was to build those pallets up to six-eight feet, wrap them tightly in plastic shrink wrap, and then load them onto the truck. Some orders took 15 minutes to fill, some took over an hour, every single one was different.

The warehouse was giant. Like ten football fields with aisle after aisle of products, you would find in a large grocery store. Some heavy, some light, all shapes, and sizes. It was a Union shop, but I was a temp summer worker. So, most of the workers were full-time, long-term Union workers, over 90% men. My Dad was an executive in the offices of this company. A family friend was the Union Steward in the warehouse.

This job taught me that I didn’t want to work manual labor my entire life! 

But, it also taught me to respect the true value of manual labor jobs.

It also taught me so much about life, work, and fitting in on the job:

  • Instantly the union guys knew my Dad was in management, and boy did I catch sh*t for that! I quickly learned to have tough skin and you better give back as well as you were getting in that environment.
  • About a month into this job I came home at 2 am and woke up my Dad crying telling him I was going to college (Yes! Crying. It wasn’t my proudest moment, but it was memorable!). It was physically hard! It was hot. It was dirty. I didn’t want to go back in. I was working next to guys who had been doing that job for twenty-plus years!
  • A Union-shop has formal and informal rules. To survive you must quickly learn the informal rules or you won’t last. I was told specifically to slow down my work pace or all four tires of my car would be slashed. Even though I wasn’t even making rate and all the full-time union guys ran circles around me!
  • After you filled an order you had to go get another. There was one lady who did this, behind a glass window in an air-conditioned office. You could feel the cold air through the hole in the glass. Very quickly you learned there were easy orders and hard orders, and orders you could more easily make “rate” on. The lady was a big girl, normal looking, middle-aged, to see all of us guys sweet up to her like she was a runway model trying to get easy orders, boy that was a site! Always be super nice to the person doling out the work!
  • You need to find your tribe. I wasn’t the only summer temp, college kid, there were a bunch of us and we found early on it best we stick together. We ate lunch together, found each other on breaks, helped each other when we could. The union guys weren’t going to help.
  • Hard-ass manual labor jobs are marathons, not sprints. We worked 8-hour shifts, but almost every night had to do mandatory 2-4 hours of overtime. They wouldn’t tell us if we were working or not, because if you knew you had to work 12 hours that night, you were not working fast!
  • I was 18, the legal drinking age in Michigan was 21. After our shift on payday, all the guys would go to a bowling alley down the street that was open until 2 am. They would cash our checks and let us drink like men. Young guys would be drunk after two beers and the union guys would take the summer guys’ cash when they were in the bathroom and give it to the waitresses! Always keep your cash in your pocket!
  • Second-shit sucks! You go in around 3 pm, if you’re lucky you get out at 11 pm or midnight. Go home, can’t sleep, finally, get down around 3 am, wake up at noon the next day and basically start it all again.
  • Union or Non-Union manual labor shops are really going to test you. The fact is, they want to work with people who are going to work. Really work! If you don’t carry your weight, eventually it will come back to more work on everyone. So, they push you to try and quit because they only want people around them that really want to be there or have to be there, but show up and work!
  • I had so much fun at that job with probably the most diverse workforce I’ve ever been in. We were all in the middle of it and equally giving each other sh*t constantly. All of which would have gotten us all canceled and fired today. It was in many ways a brotherhood. What happened on the floor, stayed on the floor. Very much workers vs. management.

I think every single kid, male and female, right after high school, but for sure before they graduate college should have to work a manual labor job. Too many kids come into the work world with this warped perception of what work is, and too many look down on the millions of workers truly busting their backs doing the work you don’t want to do.

At the very least, I would prefer to hire a kid with a solid degree from a state school who I know worked a manual job or two in their life, then a perfect student from Harvard who never got dirty. Our society has in so many ways devalued ‘real’ hard work, manual labor, no-skill, low-skill.

What was that hardest manual labor job you ever worked?

Hiring for a High Give-a-Damn

Josh Zywien, the CMO of Paradox, made a great hire this past week and I sent him a note telling him so. I like to do that. He knows he made a great hire, but it’s always nice to get a note confirming your belief! If you don’t know Josh, you should give me a follow, he’s one of the good guys in our industry.

Josh responded to my note with a statement I wanted to share because it’s profound:

I like to hire people who have a ‘high give-a-damn’! 

I absolutely love that and told him I was stealing it!

What does hiring for High Give-a-Damn Mean? 

It’s one of those intangibles you know when you see it. Like porn. Hard to explain, but when I see it, I know what it is. High Give-a-Damn (HGD) individuals don’t just care about their job and their company. HGD is pervasive in all aspects of their life. You’ll see it come out in other ways away from their career as well.

The High Give-a-Damn Traits:

  • High attention to detail
  • Live an orderly life
  • Most likely, well-kept house, clean, probably makes their bed every single morning.
  • Classic fashionable dress style not to stand out, but you notice them
  • They say the right things and the right times
  • They can be counted on
  • Follow-through is impeccable
  • They give a shit about stuff that matters
  • Have a habit of taking care of their physical & mental self, more than the average person.

People with HGD don’t drive around in a messy car with a coffee stain on their shirt. They might not have a lot of money, but what they have, they take care of. They do more with less because part of HGD is not to waste resources, both professionally and personally. So, you take care of your stuff. Part of your ‘stuff’ is your personal self.

I’ve written about organizations “Hiring Pretty” in the past. About the scientific research that shows organizations that tend to hire more attractive people actually have higher results. There is a bit of this in HGD. Individuals with HGD most likely get the most out of the attractiveness they have.

It doesn’t mean the person has to be naturally ‘pretty’ but think of the time when you took that one selfie, that one time when you were feeling super cute, had that one hat on, the light was right and now it’s your favorite IG photo. Yeah, that, but now what if you did that every day? That’s HGD. “Felt cute, not ever gonna delete!”

Now, at this point, you might be saying, “Tim, all of this seems superficial. There is nothing here about skill or performance, about actually being able to do the job.” Yeah, I’m not only hiring for HGD and nothing else. This is about, what if I had three people who had similar skill level, education, experience? At that point, my tiebreaker is who has the most HGD?

Who is going to bring the most HGD to the team? Because in the end, when I’m going to war with my team, I want people who give a damn. Yeah, we might be making widgets for crackheads, but I still want people who want to make the best widgets for crackheads. People who want to make sure that crackhead has the best experience with our product and service. (Right now, Josh is like, WTF, how did I get in a Tim Sackett Blog Post with Crackheads!?)

Not enough Hiring Managers are hiring for HGD. In fact, as a society we kind of gone soft on HGD. We have this belief that you can be HGD in your personal life, but not your professional life, or vice versa. The reality is true HGD is always on or never on as a personality trait. You either give a damn about your life, or you don’t. I want to be around and work with people who are HGD.

The Bad Idea Trap!

2020 wasn’t the best year for a lot of people and as such we have so much excitement and anticipation for what 2021 will bring, but we are cautious. Already in 2021, we’ve seen some hangover of 2020!

We believe that 2021 and into the near future will be a bit of a struggle for most organizations. Some character building years ahead of us. We’ve come out of a decade of growth, pandemic hits, and now we have some rebuilding to do.

I truly believe when tough times hit, we see the best in people. As professionals, we work harder than ever to get to the success we want. We come up with all sorts of ideas and things to try to get us back on top. Therein lies the problem.

You see, there is this funny phenomenon that happens, that has now been proven in science. Turns out, during bad times, we come up with more bad ideas than good ideas!

Why do we have more bad ideas than good ideas during hard times?

A great historical example (that might have some context to 2020!) was during the 1920s and 1930s. Extremely hard economic times in Germany led to the rise of the Nazis. I think we can all agree, 100%, the Nazis were a very bad idea. But, because of the awful economy, many folks thought the Nazis were a great alternative.

Turns out, depressions, pandemics, social uprisings, etc. Lead us to more bad ideas than good ideas. We start grasping at straws, believing we are trying to help. We are testing out stuff to see what works when we think nothing is working when in reality, we might actually be starting something worse.

To go along with this, when times are awesome, no matter what you do, you probably are less likely to screw something up. “Hey, we did this crazy thing and our sales were up 3%!” Great, maybe if you didn’t do that crazy thing your sales would have been up 10%, but now you think that crazy idea, that bad idea, actually was positive!

Great times cover up many of our bad ideas. Bad times shine a giant light on our bad ideas.

Why am I talking about Bad Ideas? 

2021 might be a ripe time for bad ideas! We all will be pushed and stressed to make things happen. Leaders are going to look for ideas. It’s our job to come up with ideas. Most of those ideas are going to be bad. Sorry, but that’s just simple math. Most ideas are bad, some are good, very few are great.

In HR and TA we tend to believe that our ideas, our projects, our programs, etc. don’t have a giant impact on organizations. Actually, they have more impact than you think, but it’s mostly long-term impact, not short-term. We want these ideas to have an immediate impact, but people and culture tend to take time.

That is why, in 2021, we have to be very careful about the Bad Idea Trap.

I want you to go out and test and try things but move a bit more cautiously out of the gate. Be willing to shut things down quicker. Be more aware of the timing and how your organization is doing. If your organization is killing it, great! Go have some fun, break some things! If your organization isn’t doing well, slow down, take your time, don’t allow yourself to be in a rush, even though it’s going to feel like you should be.

I can’t tell you how many times I’ve been in a large corporate meeting room with a bunch of people and some well-meaning executive starts off with “there are no bad ideas! Let me have them all!” Yes, there are bad ideas and the worse idea is a bad idea that is chosen to move forward!

Maybe our 2021 Slogan in HR and TA should be “Yes, there are Bad Ideas!”