Category Archives: Culture

Will 2015 be the year of the Quotas?

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We still haven’t really made a dent in this diversity/inclusion thing have we?  The numbers don’t lie.  81% of healthcare workers are female, less than 18% of leadership positions in healthcare are filled by females.  The same is true in the service industry, the restaurant industry, etc.  Similar numbers can be said about African Americans and Hispanics in almost every industry.

The world is changing and we keep doing the same thing.

HR shops are trying to change our behaviors and how we think, but they are working against thousands of years of ingrained behaviors.  A few training courses aren’t going to change this level of programming.

People hate quotas in hiring.  They view the word ‘quota’ in the same vane as they view other words that lead to hate speech.

No one wants quotas.

That’s the problem. Quotas work.  Quotas are a measure that organizations can see and do something about.  Oh, we need five more females. We better go hire them. It’s straightforward. It’s simple to understand.

I get what’s wrong with them, we talk about that all the time.  Rarely, do we ever talk about what’s right with quotas.  When I was in HR at Applebee’s I had a ‘diversity quota’ on my leadership staffing.  It was measured as a percent of the overall staff and our diversity in leadership was measured as females, African American, Asian, Hispanic, etc. Basically, the only thing that didn’t count was white guys.

It was frustrating to me because I had very high diversity within my leadership team, but to continue to get high ratings I had to keep hiring diversity, even if it meant that one day I would have 100% diverse leadership. This rating was important to me because I got bonused on this rating. Having a diverse leadership team was very important to Applebees.

What Applebee’s leadership knew was that I was never going to get to 100% diversity.  It wasn’t their goal.  But, they knew to move the needle on diversity we needed to start measuring the color and kinds of faces we were hiring.  Quotas.

It worked.  It showed those working for our organization that we were serious about hiring diversity, so much so, that we were going to ensure this number moved.

Quotas are bad when they are used for bad purposes and good people get hurt by this.  I wasn’t passing over better white guys when hiring leadership at Applebees.  I was searching for better diverse candidates overall and hiring them.  Our leadership makeup needs to reflect our employee makeup. That is better hiring.

Don’t discount quotas in 2015.  If you truly want to move the needle in your organization, measure it.

The Key Trait of Great Hires

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For twenty years, I’ve been hiring and firing people. I’ve been lucky enough to have some great performers, a bunch of good performers and an also a few crappy performers. It seems like every time I turn; someone has an answer for me on how to hire better. For years I have given the advice if all else fails, hire smart people. It’s not a bad strategy. For the most part, if you hire the smartest ones of the bunch, you’ll have more good performers, than bad performers. I’m talking pure intelligence, not necessarily book smarts.

But, just hiring smart people still isn’t perfect. I want to hire good, or great, people every single time. How do you do that? That’s the million dollar question.

To me there is one trait we don’t focus enough on, across all industries. Optimism.

Your ability to look at the situation and come up with positive ways to handle it. Think about your best employees, almost always there is a level of optimism they have that your lower performers don’t.

I can’t think of one great employee I’ve ever worked with that didn’t have a level of optimism that was at least greater than the norm. They might be optimistic about their future, about the companies future, about life in general. The key was they had optimism.

Optimistic people find ways to succeed because they truly believe they will succeed. Pessimistic people find ways to fail, since they believe they are bound to fail. This hiring thing can be difficult. Don’t make it more difficult by hiring people who are not optimistic about your company and the opportunity you have for them. Ask questions in the interview that get to their core belief around optimism:

– Tell me about something you’re truly optimistic about in life? (Pessimistic people have a hard time answering this. Optimistic people will answer quickly and with passion.)

– Tell me about a time something you were responsible for went really bad. How did you deal with it?

– The company has you working on a very important project and then decides to cancel it. How would you respond?

Surrounding yourself with optimistic people drives a better culture, better teams, it’s uplifting to your leadership style. I want smart people, but I truly want smart people who are optimistic about life. Those people change the world for the better, and I think they’ll do the same for my business.

11 Rules for Hugging at Work + 2 more

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It’s the holidays, so I’m running some “Best of” posts from the past. This is my all-time most read post. Enjoy. I had 2 more rules just for you!

Hello. My name is Tim Sackett, and I’m a hugger.   Being a hugger can make for some awkward moments – what if the other person isn’t expecting a, or doesn’t want to, hug and you’re coming in arms-wide-open!?

Fast Company has an article recently titled: To Hug Or Not To Hug At Work? by Drake Baer, that delved into this subject.  Here’s a piece from the article:

“the uncomfortable feeling you get when you realize that your concept of your relationship with someone else doesn’t match their concept. The intensity of awkwardness roughly corresponds to the magnitude of difference in relationship concepts.”

I consider myself to have a number of roles: Husband, Dad, Coach, Boss, Friend, Coworker, etc.  In each of those roles I’ve hugged and will continue to hug.  Sometimes, though rarely, I’ll find someone who isn’t a hugger.  The first time I ever met Kris Dunn face-to-face, we’ve had known each other and talked frequently by phone for a year, at the HR Tech Conference – he was coming out of a session, I recognized him, he recognized me, and I went full ‘bro-hug’ (sideways handshake, other arm hug-back slap combo) on him, and I’m pretty sure he was caught off guard – but played along.  Kris is a closet hugger.  I find Southern folks are huggers, more than Northern.  Western more than Eastern.  Canadians more than Americans.  Men feel much more comfortable hugging women than other men. Women will hug anything.

I thought it was about time we had some hugging rules for the office, so here goes:

The Hugging Rules

1. Don’t Hug those you supervise. (The caveats: You can hug a subordinate if: it’s being supportive in a non-creepy way (major family or personal loss – sideways, kind of arm around the shoulder, you care about them hug);  it’s at a wedding and you are congratulating them; it’s a hug for a professional win (promotion, giant sale, big project completion, etc.) and it’s with a group, not alone in your office with the lights off; you would feel comfortable with your spouse standing next you and watching that specific hug.)

2. Hug your external customers or clients when they initiate hugging sequence.  (The caveats: Don’t hug if: it is required to get business – that’s not hugging, that harassment. Don’t let hug last more than a second or two, or it gets creepy; Don’t mention the hug afterwards, that makes you seem creepy!)

3. Don’t Hug the office person you’re having an affair with in the office.  (no explanation needed)

4. Hug peers, not just every day. (It’s alright to hug, but you don’t need to do it everyday for people you see everyday. Save some up and make it special!)

5. When you Hug, hug for real. (Nothing worse than the ‘fake hug’!  A fake hug is worse than a non-Hug.)

6. Don’t whisper – ‘You smell good’ – when hugging someone professionally. (That’s creepy – in fact don’t whisper anything while hugging!)

7. Don’t close your eyes while hugging professionally.  (That’s weird and a bit stalkerish)

8.  It is alright to announce a Hug is coming. (Some people will appreciate a – ‘Hey! Come here I’m giving you a hug – it’s been a long time!’)

9. It’s never alright to Hug from behind.  (Creepier!)

10.  Never Hug in the restroom. (Make for awkward moment when other employees walk in and see that.)

11.  If you’re questioning yourself whether it will be alright to Hug someone professionally – that is your cue that it probably isn’t.

The New Rules:

12. Don’t pat my back when you Hug me.  It makes me feel like you’re trying to burp me. I know this somehow makes you feel like people will view this as a non-affectionate hug, but it makes me feel like you feel it’s a non-affectionate hug. Just hug, or don’t hug.

13. Don’t assume you can Hug a co-workers kids (or any kid for that manner!), but if the kid tries to Hug you, you better Hug back.  My team has their kids come in all the time. I love kids. I’ll Hug their kids. But I’ll wait for the kid or the parent to give me that cue. I usually start with a ‘Hi-Five’ and some kids will just come in for the real thing! Parents are super protective of their kids. If you just start hugging on them, that can get real creepy, real fast!

 Do you have any hugging rules for the office?

4 Things Job Pirates Have

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It’s the holidays, so I’m going to run some “Best of” posts from the library at The Project. Enjoy. 

Dollars for donuts, Fast Company is the best publication out their for anyone in the business world!  They hit a home run in my book recently with the article: An HR Lesson from Steve Jobs – If you want Change Agents, Hire Pirates!  “Why? Because Pirates can operate when rules and safety nets breakdown.”  More from the article:

A pirate can function without a bureaucracy. Pirates support one another and support their leader in the accomplishment of a goal. A pirate can stay creative and on task in a difficult or hostile environment. A pirate can act independently and take intelligent risks, but always within the scope of the greater vision and the needs of the greater team.

Pirates are more likely to embrace change and challenge convention. “Being aggressive, egocentric, or antisocial makes it easier to ponder ideas in solitude or challenge convention,” says Dean Keith Simonton, a University of California psychology professor and an expert on creativity. “Meanwhile, resistance to change or a willingness to give up easily can derail new initiatives.” So Steve’s message was: if you’re bright, but you prefer the size and structure and traditions of the navy, go join IBM. If you’re bright and think different and are willing to go for it as part of a special, unified, and unconventional team, become a pirate.

The article is an excerpt from Steve Jobs book: What Would Steve Jobs Do?: How the Steve Jobs Way Can Inspire Anyone to Think Differently and Win by Peter Sander, and it goes into some of the hiring philosophy that Jobs had while he was at Apple.

So, what did Jobs Pirates have to have?

1. It’s not enough to be brilliant and think differently- a Pirate has to have the passion, drive and vision to deliver to the customer a game-changing product.

2. Will the person you hire, fall in love with your organization and products?

3. A Pirate is a traveler who comes to you with diverse background and experiences.

4. Even though they’re a Pirate they still have to fit into the team and come with or be able to make connections.

“So, in Steve’s book–recruit a team of diverse, well-traveled, and highly skilled pirates, and they’ll follow you anywhere.”

You Will Never Win The Employee Engagement Battle

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There is an interesting Psychological phenomenon that happens when you do something over and over, it’s called “decline effect.”  Decline effect, simply, is when you first go out and measure something, then put some focus on bettering that one thing, as you continue to do it, you don’t get better results the more you do it, you actually start to see declining results.  I bring this up as I see so many articles recently written on declining Employee Engagement, and almost all of those articles focus on the economy and the lack of additional or more choices for the employee to change, as being the primary culprit for lower engagement scores.  That could definitely be one answer, and it fits well with the timing of our economic collapse – all though I think many companies actually saw engagement scores increase as the economy started to go south.  So, maybe this decline effect fits for some organizations.

Here’s my theory.  Over the past 5-10 years employee engagement has been a huge focus of HR shops around the world.  An entire consultancy industry has sprung up to support increasing organizations employee engagement levels.  As organizations do, meaning we usually go right ditch – left ditch, we focused on Engagement!  We began by measuring our baseline – we then implemented programs – and we saw the fruit of our labor by increased scores.  Every year we went out to increase those scores, damn the torpedoes, we need more engagement, I don’t care if you have 100% engagement – Google has 105% engagement – we need that as well!  So we double-triple-quadruple our engagement efforts, but something strange started to happen – our scores weren’t getting better, they started to creep the other way – oh no – they’re getting worse!

Has to be those lazy managers – more leadership training is needed – more focus. Still lower scores.  Oh wait, those lazy employees, we need to change some of them as well. Still lower scores. Must be that crappy engagement vendor we are using  – go find a new one! Still lower scores.

Give up?

When I bough my first house, I was very happy with it.  I had never had a house and my first small, cozy house was perfect.  3 bedrooms, 2 baths and a lawn – and I was happy.  Then I bought my next house and it had more, it had more bedrooms, more bathrooms, more lawn – and I was even more happy!  Then I bought my next house and it had all my last house had, but it more garage and it was on the water and it had more space. But, I really wasn’t happier – it seemed like the more space had some issues as well – it cost more, it took longer to clean, it was just more work.

We spend so much time and effort on making our employees happy.  New chair – you’ll be more comfortable.  Free lunch – you look hungry.  Let me wash your cat – you look overworked. Have a free massage – you look tired.  Let me fix your boss – he doesn’t seem very nice.  Then all of sudden we don’t have more of offer, anything else to make better.  It’s not that our employees weren’t engaged before all of this, they were – we just wanted more – but more comes with a price.  To keep more, you have to keep giving more and eventually you’ll run into a wall where more isn’t the answer. When more won’t give you more – it will start giving you less.

Employee Engagement is tricky – don’t fall into the “more” trap – you won’t like what you will create!

HR’s Christmas Gift

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Ok, before we get started, stop it.  I could have titled this, “HR’s Holiday Gift” or “HR’s Chanukah Gift”, etc. But, I didn’t, the majority of people celebrate Christmas, so I used Christmas. Breath in HR people. (for the record we celebrate both Hanukkah and Santa in my house – my kids are equal gift getters!).

So, what would it be? If you could have one thing in HR for Christmas, what would you ask for?

And don’t be lame. “Oh Tim, I would just ask for world peace and that Snapple brought back Compassion Berry” No you wouldn’t, not if it was real. I mean for really real!

I’m sure a bunch of HR Pros would ask for a new HRIS System. I mean that’s what we do during the holidays, we want the biggest baddest fastest new electronic device that will make our lives easier and make us look 10 pounds thinner!

I’m sure a bunch of HR Pros would ask for the ability to Hire more employees!  What a gift that would be.  Not only for the people getting hired, but for your overwork staff. One thing that hasn’t come back from the recession is HR and Talent Acquisition staffs. Most shops are still running very thin!

I’m sure a bunch of HR Pros would ask for a new Employment Brand!  Oh to be as sexy as Google, Zappos or Sodexo! Wouldn’t that be a wonderful environment to work in HR.  Life just seems easier when you work for a sexy brand.  It isn’t actually, but that’s what great branding does.  It makes some idiot like me think it must be easy to work in a great place like that, so they should hire me!

I’m sure a bunch of HR Pros would ask for better Talent for their organizations (which is technically way more than one gift, but let’s face it, some of us HR Pros don’t follow directions well!).   This is the freaking holy grail, right!  If we only had the top talent (instead of saying we only hire top talent – then hire those who respond to our posts) our lives would be so much easier!

There are so many things we could ask for in HR, but this is why I love HR – for all those gifts I listed above, and for so many more you and I could come up with, we work in a profession where we have the ability to deliver each and everyone of those to our organizations.  With enough time, patience, influence, strategy and luck, not one of those things I couldn’t give my organization.  Maybe that’s the best gift of all.

For the record – Visionary Leader – that’s my one gift – the one I would ask for.  Those are rare, those are hard to find.  Not many of us get the opportunity to work with a true visionary. Great managers, strong leaders, charismatic personalities – yes; But a Visionary Leader, that is something few get the opportunity to experience.

What would be your One gift you want for HR this holiday season?

5 Things Leaders Need To Know About Developing Employees

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I think we try and deliver a message in organizations that all employees need and want to be developed.  This is a lie.  Many of our employees do want and need development. Some don’t need it, they’re better than you.  Some don’t want it, just give me my check.  Too many of our leaders truly believe they can develop and make their employees better than they already are.  This is a lot tougher than it sounds, and something most leaders actually fail at moving the needle on.

Here are some things I like to share with my leaders in developing their employees:

1. “When someone shows you who they are, believe them the first time” -Maya Angelou.  I see too many leaders trying to change adult employees.  Adult behaviors are basically locked. If they show you they don’t want to work.  They don’t want to work.  Part of developing a strong relationship is spending time on people who are not a waste of time.

2. People only change behavior they want to change, and even then, sometimes they’re not capable of it.  See above.  When I was young in my career, I was very ‘passionate’. That’s what I liked calling it – passionate.  I think the leaders I worked with called it, “career derailer”.  It took a lot for me to understand what I thought was a strength, was really a major weakness.  Some people never will gain this insight.  They’ll continue to believe they’re just passionate, when in reality they’re just really an asshole.

3. Don’t invest more in a person than they are willing to invest in themselves.  I want you to be great. I want you to be the best employee we have ever had work here.  You need to be a part of that.  I’m willing to invest an immense amount of time and resources to help you reach your goals, but you have to meet me halfway, at least.

4. It’s usually never the situation that’s pissing you off, it’s the mindset behind the situation that’s pissing you off.  Rarely do I get upset over a certain situation. Frequently, I get upset over how someone has decided to handle that situation.  Getting your employees to understand your level of importance on a situation is key to getting you both on the same page towards a solution. Failure to do this, goes down a really disastrous path.

5, Endeavor to look at disappointment with broader strokes. It’s all going to work out in the end.  It’s hard for leaders to act disappointed.  We are supposed to be strong and not show our disappointment.  This often makes our employees feel like we aren’t human.  The best leaders I’ve ever had showed disappoint, but with this great level of resolve that I admired. This sucks. We are all going to make it through this and be better. Disappointment might be the strongest developmental opportunity you’ll ever get as a leader, with your people.

 

HR’s Greeting Cards

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Around the holidays I go out and get greeting cards to send out to various friends and family.  We also receive a ton of holiday cards at home and work. I’m always amazed at how specific the greeting card companies have gotten.  Just this past week my own Mom send a card to my wife and I and it was to “My Loving Son and Daughter-In-Law”.  It made me laugh out loud at how specific the title was, and immediately I began to think of even more specific greeting cards I wish I had in my life as an HR Pro:

– “Dear High Performing Employee with Overcompensation Issues”

– “To The Leader Who Wants Everyone to Love them”

– “TEAM – We All Rock, but Some rock more”

– “dear introverted person in accounting, I see you”

– “Hey! Top Performing Sales Pro, we get it, you’re making a ton of cash”

– “Low Performer! Please perform better, I hate conflict”

– “Dear Recent Divorcee, Your eHarmony hookup stories are disturbing”

– “Employee who is also a Parent, Yay! you decided to do this”

– “Dear Gay Employee, we know, you’re Gay!”

– “Dear Bro Employees, Hey Bro” 

– “Dear Hiring Manager, Congratulations! There are no more candidates!” 

– “Dear Sports Guy, yeah, we know, there was a game last night” 

– “Dear Sr. Executive, Your infidelity is showing” 

– “Dear Employee Who Never Seems To Get Recognition, here it is.” 

There seems to be an endless need for specificity in the greeting card business.  No longer can you just give out a “Thanks” or a “Congrats”.   I can only imagine what’s being cooked up right now in the creative spaces at Hallmark and such.  “To My Stepson and his Second-cousin Wife on your son’s Bar Mitzvah, Congrats!”

What greeting cards would you love to see?

5 Reasons I’m Not Telling Where I’m Going

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There is a phenomenon that I find completely hysterical.  It’s this little game we play in our culture.  You go and accept a new position, with a new company.  You come back to your current employer and you put in your notice.  Your boss instantly says, “where are you going?” You replay with, “I’d rather not say.”

Happens, Right? Almost 100% of the time.

So, you wait the two weeks, or whatever notice it was, and the very next Monday the person updates their LinkedIn profile and posts on Facebook where they actually went.

I find this ‘dance’ we do very, very funny.

Look, I get it.  Your employees believe one of five things will happen to them if they tell you where they are going:

1. You’ll magically find some way to screw me over, because you’re upset I’m leaving you. Jealous girlfriend style.  This one is almost never happens, but it’s the first one that comes to mind for most employees!  Look, if I had that much power to screw over everyone who worked here, I wouldn’t be working here!

2. I’m not telling you because for once in this relationship, I finally have the power!  This is the real reason, for most people! You just sound like a complete freak if you actually verbalize it out loud!  I actually understand this one from a psychology position.  If you don’t feel you have control, then you get control, you’re not going to give that up easily!

3. You’ll judge me for the company I’m going to. Either way, you’re going to judged, so this is completely true!  Most organizations are like family. If you decide to leave the family, for that crackhead family down the block, I’m going to judge you!  Plan on it.

4. You’ll judge me for the position I’m going to take. See #3.  This one probably has less merit.  I was one of these people. I had in my mind a certain ‘title’ I needed to get to, so I moved around a bit in my early career, chasing titles. Then one day you wake up and realize it’s baloney. Just pay me.

5. It’s always been done that way in our culture, so let’s keep it going!  This is also a large part of what’s going on in these situations.  I took a new job. The people before me didn’t say where they were going, so I’m shouldn’t either!

My take is that you have to do you.  You don’t want to tell anyone, that’s fine, they’ll all know in about 14 days anyway. If that makes you feel all big and powerful for a few weeks, great! We should feel that way from time to time.

For myself, I have friends at every company I every worked for. Also, I wanted to maintain a professional relationship with the leaders of the organizations I’ve been with.  I told people where I was going.  We talked about it, and I tried to help them understand if it was just me, or if it was them.  Ultimately, how can we leave this point in our lives better than we found it.

My way isn’t the correct way, it’s just my way.  Everyone has to make this decision for themselves, but I’m still going to laugh at it when I hear “I’d rather not say”.

 

How to Hire a Hustler

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Hustle: (via Marriam-Webster) “to sell or promote energetically and aggressively”.

Hustle: (via Urban Dictionary) “Anything you need to do to make money”.

Hustle: (via Sackett) “Getting sh*t done with a smile”.

I’ve been thinking a lot lately on what really makes someone successful.  I know folks who are completely brilliant, in a way most of us can’t even comprehend, both intellectually and creatively. I know why they’re successful. I also know of people who don’t seem to be the smartest, or the most creative, but they are also super successful. Those are the ones that make me wonder, what makes them successful?

They know how to hustle.

I say that will a love for what they do. Most people can’t hustle. It’s not in their makeup, their DNA.  It’s not a skill you can learn, you are either born a hustler, or you’re not.  Hustling gets a negative connotation. When in reality, it’s not always negative.  I find those people who I’ve worked for that have a hustler’s mentality can be highly professional and highly successful.

The thing is, there is really no replacement for hustle.

Not every organization needs people with that skill, and I don’t think I would want an entire organization of hustlers!  You need some, though, and you need them in the right positions. Hustlers know how to get things done in an organization.  They know how to make people feel like both sides won.  Some of the best hustlers I know in HR are on the labor relations side of the business.  Contract negotiations are usually one big hustle!

I wish someone would come up with an assessment that measured someones hustle level!  Hey, HR Tech, get on that! I’m buying.

Here’s the traits I think you need to find when assessing someone’s hustle level:

1. Are they willing to what it takes to be successful in whatever role it is you’ll be putting them in?

2. Do they have an entrepreneurial spirit?

3. Are they self-driven and ambitious?

4. Do they like competition?

5. Do they enjoy interacting with others?

6. Do they have a high tolerance to handle rejection?

7. Are they coachable and willing to adapt?

I don’t care what kind of department you are running in an organization, you can benefit from having a hustler on your team.  I think you could take most street hustlers off the street, clean them up in a corporate professional way, teach them corporate language, and they would thrive in corporate America!  No formal education. No skills. Just hustle. Let’s face it, most of what we do in corporate America is hustle!