Category Archives: Development

HR Advice Gone Bad

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Yesterday I found myself wondering, “What’s the worst advice I’ve ever given someone?” The answer popped into my head pretty fast. I remembered a few times when my advice, looking back, was more about making fun of so-called ‘good’ advice than actually helping anyone.

Here are a few examples:

  1. Don’t be afraid to fail.
  2. Follow your passion!
  3. Don’t play office politics.
  4. Pursue that Master’s degree in HR!
  5. Just keep it to yourself, no one will find out.

See what I’m talking about?!  All of the above statements have been shared as good advice, but I tend to think of them as terrible advice.

However, one piece of advice stands out as the worst I’ve ever given:

“Just wait and see what happens…”

I gave this advice to an employee who really wanted a different position within our company. We all knew the current person in that role was about to get promoted. I was new to my HR career and trusted our company’s process, so I told the employee to wait and apply when the position opened up. How naive I was.

The promoted person had his own plan, which didn’t involve our process or the employee I advised. Instead, he planned to put one of his friends in his old position, and everyone seemed to know about this plan—except me. This taught me a big lesson: in HR, you need to know what’s going on behind the scenes and manage expectations early on.

The employee I told to wait felt betrayed and lost trust in me. I couldn’t blame them—I should have known better.

This experience taught me more about HR than almost anything else. As soon as you hear about possible changes, you need to get involved. Waiting to see what happens usually means things will happen without you knowing!

In the end, my bad advice taught me a lot. Being proactive and staying ahead of potential changes is crucial in HR. Waiting to see what happens usually ends up with stuff happening, without you knowing!

Join Me at DisruptHR Lansing 4.0!

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Tickets for DisruptHR Lansing 4.0 On Sale Now!

If you’ve been to a DisruptHR event before, you know how awesome they are. So you gotta grab your tickets now before they sell out! It’s happening at 6:30 PM on Thursday, September 5, 2024, at The View at Jackson Field in Lansing, MI. It’s going to be a great time!

Buy DisruptHR Lansing Tickets!

New to DisruptHR? Here’s the scoop:

-5-minute HR-inspired talks by people like us – nerdy HR pros who love what we do! We’ll do 12-14 talks, so it’s a quick two-hour evening. It can be longer if you come to the after-party!

-The talks are fast and fun. Some will make you laugh. Some make you cry. Some will inspire you. We support every brave soul who comes to the stage!

-Each talk has a slide deck of 20 slides that auto-move every 15 seconds. So, there’s always a chance for a train wreck!

-It’s a free open bar! What could go wrong? HR pros. Unlimited drinks. Fast presentations.

I genuinely believe it might be the best HR team-building activity out there. You learn something. You have fun. You can network with a fantastic community of HR professionals in the Greater Lansing Area.

Want to see what it’s like? Check out thousands of DisruptHR Talks from around the world!

DisruptHR hosts events in over 150 cities worldwide. This is our fourth event in Lansing, and we think ours is the best!

Visit the DisruptHR Lansing Site to Learn More!

Is the Grass Really Greener?

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If you’ve handed in a two-week notice, you’ve probably heard:

“Just remember! The grass isn’t always greener!”

They’re mostly right. Here’s what “greener grass” really means when you’re thinking about a new job:

  • 50%: Same Shade of Green – Half the time, the new job is pretty much the same as the old one. The work, the people, the pay—it’s all about the same. The only changes are the company’s name and maybe the location.
  • 30%: Light Brown – In 30% of cases, the new job is worse, like dead grass. HR might think this happens more often, but it’s still enough to make you think twice.
  • 10%: Bright Green – There’s a 10% chance the new job is fantastic, like a dream come true. Everything is better, and you’re super happy with your decision.
  • 10%: Artificial Turf – For the remaining 10%, the new job isn’t what you expected at all. It’s like moving to a place where grass doesn’t grow, and they’ve put in fake grass or rocks instead. It’s not worse, but it’s definitely different from what you thought it would be.

Why Do We Think Moving is Better?

  1. Recruiters who are good at their jobs – Recruiters and hiring managers often make the new job sound amazing, like you’re moving from a boring place to somewhere incredible. It’s easy to believe their pitch.
  2. The unknown seems better – We often think the unknown is better than what we have. This happens with jobs, relationships, and even choosing a table at a restaurant.
  3. Grass is Always Greener Syndrome – We tend to think others have it better. If you’re eager to leave your job, yet others are eager to get it, what does that mean? It’s unlikely that you’re the only one who’s right. The truth is usually somewhere in the middle.

People often say young workers like to change jobs a lot and don’t have loyalty. The truth is they might just not know the realities of job changes. Everyone likes switching jobs until it goes wrong, and they end up leaving something good for something bad.

Once you’ve experienced a bad job change, you’re less likely to switch jobs again, even if your current one isn’t great. Don’t underestimate your current job. It’s probably better than you think, and the new one might not be as good as it sounds. It’s not exciting, but it’s reality.

Surprise! HR’s Secret Weapon Revealed

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If there’s one piece of advice I could give a new HR Pro, it would be this: no matter how prepared you think you are, you really only need to prepare yourself for one thing—being surprised.

You don’t really get judged on your daily stuff. Let’s face it, 99.9% of the time, your routine tasks go off without a hitch. Handling payroll, organizing training sessions, and managing employee benefits are important, but they usually follow a predictable pattern.

What sets you apart, and what you are truly judged on, is how you handle the unexpected.

Surprises make and break great HR Pro careers.

There’s only one way to prepare for surprises—you need to expect that a surprise will always happen. That one employee you can’t lose or the entire project will blow up? Be prepared to lose them. Talk about it, plan for it, and basically accept that it will happen. Conducting risk assessments and having backup plans can help, but mentally preparing yourself is just as crucial. Then, when it does happen, you’ll be the only one not surprised by it.

The best HR Pros I’ve worked with had this one common trait: they were unshakeable when surprised, almost like they expected it. They had a knack for staying calm and composed, no matter the crisis. Whether it was a sudden resignation, an unexpected legal issue, or a last-minute change in company policy, they handled it with ease.

Expect the unexpected, and you’ll not only survive in the HR world, but you’ll also thrive.

Do Great Things

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I’ve found the next great trick in HR to become world-class!

You might think I’m referring to the latest AI innovation, a revolutionary staffing solution, or a groundbreaking website set to transform the HR industry. But what if the secret to becoming world-class in HR isn’t about the newest tech1 at all?

We live in an era obsessed with quick fixes and instant results. Everyone wants the magic pill for effortless weight loss or the shortcut to professional success. I want it! In a world where we want everything instantly, it’s annoying when even the best AI can’t figure out what we need before we do.

So, what’s the ultimate strategy for HR greatness?

Surprisingly, the key to outstanding HR has always been straightforward: do great work. All the time!!

Often, it’s just one dedicated person who believes in an idea, cares about it, and keeps pushing forward. Rusty Rueff says it best: “Make big changes to big things.” Great HR is all about always aiming for excellence, no matter what.

To really succeed, create a culture where excellence is normal. Don’t let anyone in your organization stop you from aiming high. Work to make your HR department known for outstanding work.

The real secret to great HR isn’t a trick at all. It’s about hard work, sticking with it, and always aiming for greatness. So, focus on doing great things and then keep doing more great things. Be the one who drives amazing results in your organization. That’s the real way to master HR.

Ready for Change? Think Again!

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I get asked a lot of advice on talent and HR issues people are facing.

Many of these questions are about fixing things that aren’t working well in their HR or Talent departments. “How do we get more applicants?” “How do we get managers to develop their people?” “How do we deal with our unpredictable CEO?”

In the past, I would jump right in with quick solutions. I’d spend five minutes giving advice without knowing much about their specific situation. It’s fun sure, but it’s not always helpful.

I’ve changed my approach.

I realized that my quick fixes were based on my experiences, not theirs. What worked for me might not work for them.

Now, I start by asking one important question: Do you really want to get better?

Do you really want to change?

Most people quickly say, “Yes!” But then, after thinking for a moment, they might pause and start to explain, showing they aren’t really sure they want to change.

This hesitation is powerful!

We often think that getting better is always the goal, but sometimes, staying the same is just fine. The return on investment might not be worth it.

We tend to focus on fixing problems, believing they need to be solved. But in reality, we can continue doing great HR work without making unnecessary changes. It might seem like the next big issue to tackle, but sometimes, it’s better to leave it alone and focus on something else.

Often, HR and Talent professionals find that those around them aren’t really interested in improving. This realization can save them from a lot of frustration. It’s better to wait until everyone is genuinely ready to get better.

So, before you try to fix everything, ask yourself: Do you, or do those around you, really want to get better? Hopefully, the answer is “Yes!” But if not, remember, the world will keep turning, and so will you.

Not Everyone Wants to Grow!

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As leaders, we often hear that every employee needs and wants development.

But here’s the truth:

Not all employees crave or need development. Not everyone wants to grow! Some are already doing great. Others just want to clock in and get their paycheck. Many leaders think they can help all their employees improve, but it’s a lot harder than it sounds and many struggle to make it happen.

Here are 5 tips to help leaders better develop their teams:

1. Trust Your First Impression

“When someone shows you who they are, believe them the first time.” – Maya Angelou Preach it! Leaders often try to change adult employees. The truth is, adult behaviors are mostly set. If an employee shows they don’t want to work, believe it. Building strong relationships means focusing on people who are worth your time.

2. Change Comes from Within

People only change behaviors they want to change, and even then, it’s tough. Reflect on personal experiences: Early in my career, my ‘passion’ was actually a career derailer. Recognizing and changing this took a lot of effort. Some employees may never see this about themselves.

3. Invest Wisely

Don’t invest more in an employee than they’re willing to invest in themselves. We want our team members to do well, but they need to be committed too. We can pay for training, but employees need to show they care by fully participating.

4. Address the Mindset

Often, it’s not the situation that frustrates us, but the mindset behind it. As a leader, communicate why a situation matters. Tell the full story. Seeing things from your employees’ point of view helps you solve problems together. If you don’t do this, it can lead to misunderstandings and bad results.

5. Show Your Disappointment

Disappointment can help people grow. Leaders should be strong, but showing disappointment with determination can make us seem more human and build trust. The best leaders show that setbacks are temporary and can be overcome, helping to build a strong team spirit.

Keep your eyes open, leaders!

Being a leader means having both successes and failures in developing employees. Celebrate the successes and learn from the failures. Embrace the process and keep working to build a stronger, better team.

Fish Out Of Water

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“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

Albert Einstein

You know, Albert Einstein has a point with this whole fish-climbing-a-tree analogy. It sums up one of the biggest headaches in HR: hiring someone for a specific set of skills, then expecting them to perform a completely different role. No wonder so many hires end up failing.

When was the last time you looked at your organization’s terminations?

Chances are, a big chunk of them were due to employees not meeting expectations for roles that were different from what they were initially hired for. It’s a classic case of mismatched skills and job requirements.

The problem doesn’t just lie in HR; it extends to how we approach training and development. We often expect a brief training session to miraculously transform employees into experts in a whole new field. Spoiler alert: it rarely works. Instead, we scratch our heads wondering why performance is tanking and turnover rates are soaring. But really, it’s not the employees’ fault—it’s the unrealistic expectations we’ve placed on them.

So, what’s the solution? Well, first off, we need to admit that both HR and the organization are part of the problem. You can’t expect employees to seamlessly transition into vastly different roles without proper support and guidance.

Sure, in some extreme cases, it might make sense to part ways with certain employees if the skill gap is too wide.

But more often than not, a better approach involves setting realistic expectations for training and development. Transforming an average performer into a star player takes time and effort—there are no shortcuts.

It’s also crucial to have open conversations with your team about the challenges ahead. Transparency about timelines and expectations will help everyone understand the road ahead, whether it involves retraining existing staff or bringing in new talent.

But here’s the thing: regardless of the path you choose, there’s going to be some turbulence along the way. So, buckle up, brace yourself for a bit of chaos, and stock up on bananas—because if you want those fish to learn how to climb trees, you’re going to need a lot of incentives!

Skilled Trades Aren’t Winning Gen Z & Millennials

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What!? They aren’t? Surprise, they don’t like Facebook either!

So, picture this: I’m cruising to work, listening to NPR (I’m old), and this dude from Gen X pops up, talking about how teens aren’t into skilled trades because, well, they’re not sexy. And I’m like, duh! Even I know that!

Who’d think a job fixing stuff or working with tools is sexy?

It’s not about being sexy; it’s about being stable.

Let’s face it: Trying to pitch skilled trades to teens is like offering snow boots in the Sahara – it’s just not on their radar. They’re not buying it.

But you know who might? Those folks hitting the big 3-5. Why? Because they’re at that point where stability starts sounding like music to their ears. They’ve been humping $40K jobs for 15 years and have almost, but not quite, given up on hope.

Imagine walking into a restaurant and saying, “Hey, want a job that pays well, has killer benefits, and sets you up for a comfy retirement?” It’s like waving a magic wand. And who’s going to be first in line? Not the teens dreaming of six-figure gigs without lifting a finger. Nope, it’s those 35-year-olds who’ve been around the block and know the value of a hard day’s work.

So, sure, skilled trades might not be on the top of Gen Z and Millennials’ wishlists, but who needs ’em when you’ve got another generation out there dreaming of steady work and a fat paycheck!

Timmy’s Takes on Graduation

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As graduation season rolls around, so do the inspiring speeches that mark the milestone. While each speech may seem unique, are they really? I swear there’s a secret recipe behind most of them. Let’s break it down:

  1. Get Them Excited: Make the graduates feel like they’re about to achieve something big, not just join the workforce.
  2. Empower Them: Encourage graduates to believe they can make a real difference in the world. (Because they totally can/will!)
  3. Show Them the Possibilities: Open their eyes to the many opportunities that lie ahead. They’re endless!
  4. Remind Them of Their Value: Assure them that the world is eager for their contributions.

Now, imagine a commencement speech that goes beyond the usual clichés. One by yours truly. Here’s a peek at the topics I’d cover:

1. Work sucks, but being poor sucks more. Don’t ever think work should make you happy.  Find happiness in yourself, not what you do.

2.  You owe a lot of people, a lot of stuff.  Shut your mouth and give back to them. Stop looking for the world to just hand you stuff.

3.  No one cares about you. Well, maybe your mom & dad. Everyone else cares about what you can do for them. Basically, you can’t do much, you’re a new grad.

4.  Don’t think you’re going to be special. 99.9% of people are just normal people, so will you. The sooner you come to grips with this, the sooner you’ll be happy. I know it’s morbid, but reality is hard.

5. Work hard. And then harder. Almost always, the person who works the hardest has the best outcome in life.  Once in a while, a person who doesn’t work hard, but has supremely better talent or connections than you, will kick your ass. That’s life. Buy a helmet.

6.  Don’t listen to advice from famous people.  Their view of the world is warped through their grandiose belief somehow they made it through hard work and effort. It’s usually just good timing. Okay, maybe hard work too.

7. Find out who you care about in life, and make them a priority.  In this world, you have very few people you truly care about, and who care about you in return.  Don’t fuck that up.

8.  Make your mistakes when you’re young.  Failure is difficult, it’s profoundly more difficult when you have a mortgage and 2 kids to take care of.

9.  It’s alright that sometimes you have to kiss ass.  Get good at it. It doesn’t make you less of a person.

10.  Wear sunscreen.  Cancer sucks.

What do you think? Are you feeling inspired? High schools or colleges interested in a down-to-earth commencement speech can reach out anytime. My calendar’s open, and I’m ready to deliver a speech that hits home!