What Dog Walkers Can Teach us About Managing Up!

You might not have noticed but Americans treat their dogs and cats much better than we treat most people. I’m not sure exactly what that says about our society.

I like to believe that it’s an evolved behavior. A society that treats animals well probably on average treats all things better, but the cynical part of me says it’s more likely we treat animals well because we all craze unconditional love and aren’t finding it other areas of our live.

Either way, my Scout thinks I’m the best and is always excited to see me!

Because we love our animals so much, we spend a ton on them and want them to be taken care of well. This has created a new profession of animal caretakers, and specifically, for Dog Walkers! 

The Washington Post had a great piece on this recently and what struck me from the article was how the most successful Dog Walkers have figured out that managing up to the animal’s owners is the key to their success! 

In a nation where people lead ever more busy lives and increasingly view their dogs as family members, professional dog walking is flourishing. And along with it is what might be viewed as the unusual art of dog walker communication. Many of today’s walkers do not simply stroll — not if they want to be rehired, anyway. Over text and email, they craft fine-grained, delightful narratives tracing the journey from arrival at the residence to drop-off. They report the number of bathroom stops. They take artistic photos, and lots of them.

“For an hour-long walk, I send six or eight, depending,” said Griffin, 44, who holds a treat in her hand when shooting to ensure her charge is looking at the camera. “Then I give a full report that includes not only peeing and pooping but also kind of general well-being, and if the dog socialized with other dogs.”

Turns out that leaders want from you, exactly what we want from our Dog Walkers! More details about what’s going on when we can’t see it or hear it!

Managing up is simply the skill or task of telling someone what the heck is going on with the ‘proper’ amount of detail. “Proper” being the key the element! Too much and you’re kissing up and being annoying, too little and you’re forcing more communication to take place because you didn’t give enough detail.

The reality is, we all want to know what’s going on with enough detail that doesn’t require us to go back and ask additional questions. The perfect response to a great Managing Up message is “Thanks for this! Keep me updated.”

Where Managing Up goes wrong is when you tell yourself you’re just ‘managing up’ but when in reality you’re managing up to get feedback about yourself, your team, your project, etc. That’s not managing up, that’s you trying to train a leader to give feedback and that usually goes wrong for you!

It’s key to know the difference. Someone who is truly managing up, doesn’t want a ton of feedback or additional questions from their managing up note. A simple thanks is perfect and it’s truly all you want. It’s like when two partners share some details about their day the other should know, “Hey, that package from Amazon came with the parts we needed for the whatever…” No further comment or explanation needed, just an FYI, a common courtesy.

The Dog Walkers have this down. I’m going to give you the details, send some pics, and say great things about your animal that you love more than any other thing in your life. While you’re at work, that’s all you want to hear!

How to get promoted to the job you want!

I read an article recently where a “former” Google HR executive shared his wisdom. (editor side note – are all Google HR executives “Former”? Have you ever heard from a “current” Google HR executive? Why does Google have a hard time keeping HR execs?)

The dude’s name is Justin Angsuwat and he’s the current VP of People at Thumbtack, which not ironically does not make thumbtacks but it would awesome if they did. And he give his inside Google advice to Business Insider on how to get promoted. Are you ready?

Why is this promotion important to you?

Justin Angsuwat

Um, what?!

Seriously, that’s your advice Justin?

Okay, I’m sure Justin is brilliant, he’s Australian and worked for PwC and Google, and let’s face it, American’s will hire any idiot with an Australian accent, but I’m sure Justin is not an idiot, but I hate the “I’m going to answer your question with a question” because that’s how ‘real’ leaders do it.

What Justin is saying is most people have no idea why someone wants to be promoted. We just get this idea in our head that’s what we are supposed to do, so as leaders we need to figure out why, because most don’t really care if they get promoted, they just want you to pay attention to them!

Okay, Justin, I’ll agree with that. Now tell me why there are so many former Google HR executives!?

What do you really need to do if you want to get promoted?

  • Tell you current boss you want to get promoted and why.
  • Tell the boss that you’ll be under when you get promoted that you want to get promoted and why. This is a must-do if your current boss is a tool and won’t raise you up to the organization.
  • Get a specific development plan around what the organization needs to see from you to get promoted. If you can, try to get some realistic timing around the plan. Understand, 90 days, is not realistic. 3 years, might be. I find most people who want to get promoted believe they have already put in the work, but those above them don’t see it that way.
  • Do the work and be patient.
  • Be a positive advocate for your boss and for the company. Yes, you might even cheerlead a little. Don’t ever underestimate the power of positivity on your ability to get promoted. Executives hate promoting assholes. Right, Justin?

I teasing Justin, but I actually really like his question. Way too many people chase titles, but don’t really know why they’re chasing it. They get there and it feels unsatisfying because the reality is it’s not what they expect it to be.

Getting promoted because you want more money, probably isn’t the reason you really want. It’s legitimate, but you won’t be happy. Wanting to lead teams or functions is better, wanting to help others reach their goals is even better, wanting to help the company reach its mission and you’re all in on the company is probably the best.

Most of us don’t even think about those things, though.

The Non-Smoker Smoke Break!

Let’s break down some math on the amount of time smokers take, paid, in smoke breaks daily: 

An average smoker smokes 15 cigarettes per day. I’m going to assume that when awake the smoker smokes about 1 cigarette per hour, so that’s 40 cigarettes per week smoked at work.  It takes about 5 minutes to smoke a cigarette. 

I’m going to assume that it takes probably 5 minutes round trip to get to your designated smoking area, 5 minutes to smoke your cigarette, so 10 minutes per break. I’ll say a good worker only smokes 6 cigarettes on the clock, so 60 minutes per day, one hour, paid to smoke. 5 hours per week paid, to smoke, 255 hours per year to smoke.

Is everyone following me? 

255 hours of paid smoke breaks – or basically taking an in-office vacation for roughly 6 1/2 week per year, on top of their actual away-from-office vacation time. 

So, what I’m trying to get to is how can we/HR build in non-smoker smoke breaks!? We know HR won’t do that! Can you imagine an official policy to take breaks not to smoke!? Does anyone have an official Smoke Break policy in today’s world? 

Here’s my idea: 

  1. If you don’t smoke and you have a co-worker that does smoke, just go out with them every single time they smoke. In fact, get a group of people to go with them and build and strengthen relationships, just don’t try to breath too much! 
  2. Petition to get paid 12.5% more than someone who smokes, because that’s basically how much more your working than the average smoker. 
  3. Take a two-hour lunch break and when HR tells you that you can’t do that, take them into a conference room and run them through the math on a white board! 

I don’t understand smoke breaks. It’s kind of like sexual harassment. For the longest time we thought it was completely normal for a boss to sleep with his secretary and now we know it’s very wrong! 

I’ll be honest. I feel the same way about how it became the norm to offer free coffee at work. No one has every offered me free diet Mt. Dew at work! (I take that back, my friend Jim D’Amico did at Celenese when I went to visit!) 

So, we let people go take smoke breaks, paid, and it’s somehow completely fine. 5 hours per week, paid. Completely fine, to actually for real not do work. Just stand outside and slowly kill yourself and you get paid for it! How great is work!? 

Let’s face it, I’m not actually mad at smokers, I’m super jealous! I can’t tell you how hard it is for me not to start smoking knowing all the great benefits you get! I’ve actually tried hanging outside with smokers, but because I was in HR, and didn’t smoke, I think they thought I was trying to get them in trouble or spying on them. I wasn’t, I just wanted all that free time off! 

I’ve been thinking about starting that meditation, mindfulness crap. That might work. I could just randomly stop working, sit down in the middle of the hall all criss-cross-applesauce and just put on some headphones and close my eyes. Make people walk around me and my mindfulness break! 

I wonder what HR would do? “Hey, Tim, we’re not paying you to relax, get your butt back to work! Now, if you want to get all jacked up on nicotine, that’s fine, get off the floor and go light one up!” 

Employee Holiday Gift Guide

It’s usually HR’s job to come up with the annual employee gift. Most companies are lame and will do the exact same thing every year. If they don’t give a turkey on Thanksgiving, they’ll definitely give out turkeys at Christmas. If they did give a turkey at Thanksgiving, you’ll likely get a ham or a fruitcake for Christmas.

Can I just say Christmas, instead of the “holiday season” or list all the possible options? My family is Jewish, but we get it, almost no company will ever recognize Chanukah, and if they do, it’s usually insulting, “Oh, isn’t that the Jewish Christmas?!” Ugh. Most of the American workforce follows some Christian-based religion that celebrates Christmas, so it’s just easier to play along with the majority.

At some point, usually, right around the pagan holiday of Halloween, someone in HR will raise the question to leadership, “Hey, what are we doing this year for ‘Christmas’ for the employees?”  What they really are asking is, “How much money are we spending per employee for some gift that looks more expensive than what it really is?”  Depending on the organization, it’s a wide range!

Here are the worst holiday gift ideas to give your employees:

  • Company Logo Portfolio – you know those fake leather bound binders with a legal pad inside. Twenty years ago those were so hot! Now, they’re sad. If you give this out as a gift you should be shot. “Oh, great, thanks, a pad of paper I can’t wait to take a picture of this and post it on my Snap making fun of the lame company I work for!”
  • Company Logo Bag – Any bag really. Duffle. Messenger. Backpack. The only time this isn’t lame is when it’s a really nice bag. Meaning the bag, minus your stupid logo, better cost at least $100 per bag. Your $12 limit per employee just makes any bag you choose, sad. Oh, it’s a Herschel bag, okay, you’re good, send me one to!
  • Any Company Logo Item Your CEO Wouldn’t Buy For Themselves – Let’s face it no one wants a crappy polo shirt, or cheap hoodie, or water bottle made in China. If your leadership team wouldn’t buy this on their own and use it, don’t buy it for your employees. If your CEO is a cheap SOB, ignore what I said above and just skip logo items altogether!
  • Any Mass Pre-packaged Food Items – You know what really sucks? Getting a gift basket of elf-sized trial-sized food items made to look gourmet that were probably made seventeen months ago.
  • A Charitable Gift in “My” Name – I love being charitable. I hate when some tries to be charitable on my behalf. You don’t know what I support! I might hate sick puppies and I don’t want money going to them. That’s not your call. My favorite charity is my kid’s college fund! Are you giving me money for that?

Employee gift giving, especially the bigger your organization is, is a tough game.  You don’t want to be cheap, but if you have 10,000 employees, that one endeavor becomes super expensive! The best thing to do is just stop it all together!

You go through one negative year of people complaining they didn’t get their lead-based painted candy corporate logo candy dish, then the next year no one remembers. Instead, let your hiring managers throw potluck lunches and have some fun. People will remember those, have more fun, and they might actually interact with each other!

Forced Hugs will Continue in 2019, and you’ll Like it!

Let me make this perfectly clear, I never forced anyone to hug me!

I did for 30 straight days once make one of my sons give me a kiss goodnight, or he wasn’t allowed to buy an airsoft gun. That was different, I only did that because I felt, as his parent, he needed to feel comfortable kissing another man. Wait, that doesn’t sound right. He needed to know it was alright to give a kiss to his father. I mean, he kissed his mom good night, what’s wrong with me!?

I’m a hugger, you all know that I wrote the rules on hugging in the workplace, and clearly, the CEO of Ted Baker, an iconic British fashion company, Ray Kelvin, did not read my rules! (editor side note: I love me some Ted Baker shoes, without hugs from Ray!)

For those who didn’t see (I had about a dozen of my friends and readers send me a link!) Kelvin got himself in trouble for what has been perceived in his company of “Forced” hugs:

“Thousands of people have signed an online petition to end a practice of “forced ‘hugging'” and demand a better way of reporting alleged harassment at fashion chain Ted Baker.

More than 2,000 members of staff and customers of the UK retailer have called on the firm’s founder and CEO, Ray Kelvin, to alter his behavior, including “inappropriate touching,” which they say is “part of a culture that leaves harassment unchallenged.”
The call has come in an open letter to the company’s board of directors on the online platform Organise, which runs workplace-specific campaigns.”
Ray! Ray! Ray! All you had to do was follow the rules, Ray!
Look, I love giving a hug as much as the next person, but ‘forced hugs’ are super creepy!
I don’t want to let one creep stop the practice of hugging professionally. I mean, let’s not throw out the baby with the bathwater, people! Hugging is fine if you follow the rules. Forcing someone to hug you is not fine. That’s pretty clear, right?
Now, this is the fashion industry and Ray is worth $660 million dollars, and if my career in HR has taught me anything, I’m fairly sure we’re about to see a lawsuit trying to make Ray worth less than $660 million. If Ray was worth $660 dollars he probably wouldn’t be able to force hugs on anyone, or if he did, he would be in jail!
It’s hard being a middle-aged white dude in 2018 with all the other middle-aged white dudes running around like they’re in an episode of Game of Thrones. Just because you have money doesn’t mean you can do whatever it is you want. Like you can’t just be the President and just say whatever is on your mind on social media and grab women by the, oh wait…
So, I’m a middle-aged white dude who likes to hug. The question is, should I stop?
That would all depend on whether or not my hugs are making you uncomfortable (don’t comment Kris Dunn, your words are irrelevant here, I know you like my hugs deep down in places you’re afraid to bring up at your therapist) and/or are unwanted. That’s why I put together the rules people! Over 1 million people have read the rules. Also the updated New & Improved Version! The Rules on Hugging in the Workplace, work, if you follow them!
Rules people! Let’s make HR great again!

Snow Days and Employees!

Look I get it.  I have 3 sons and Snow Days are a big deal…if you’re 10!   So, if you’re an HR Pro, right about this time tomorrow, you’re going to feel like you have an entire organization full of 10-year-olds,  as we begin to see the first signs of Snowmageddon!

I understand people freaking out, that is, if you live in someplace south of the Mason-Dixon line, and you’ve never seen snow before. But, I live in Michigan and it snows here. The snow starts around Halloween and ends around Easter.  What I don’t understand is anyone that lives north of, let’s say, Chicago is even blinking an eye at a snow storm coming.  Let it snow, clear your driveway and get your butt to work.

It’s not a difficult concept! No, I don’t want you to drive to a client if the roads are dangerous, and, no, I don’t want you to drive to work if the roads are dangerous, and, no, I don’t want you to run around the office with scissors and your shoes untied!  But I do expect, we’ll all be adults.

If it looks like there’s going to be a lot of snow tomorrow, you need to make a plan. How about packing some work to do from home, or just plan on watching Lifetime all day, because I completely understand you missing the 3 days’ of warning that the snow was coming! (he screamed to himself in a mocking voice…)

Snow Days are the kind of crap that drives HR and Leadership completely insane!

Why is it, the CEO finds his way into the office, driving his Lexus sedan, but Perry in IT just can’t seem to get his 4X4Chevy Tahoe out of the garage?   If you want a day off that damn bad, take a day off,  but don’t insult the intelligence of all those who found a way to come in.

Be sensible, give your local snow plows some time to clear roads, give yourself extra time to get to work, but at the very least give it a shot. Then, when you get stuck, take a picture with your phone and send it to your boss, they’ll appreciate the effort!

Why Did Amazon Decide on Having 3 Corporate Headquarters?

So, the biggest news of the week is Amazon finally made a decision on where they were going to build HQ2 and come to find out instead of just one location, Amazon is splitting the job lottery into two prizes and both Washington D.C. and New York will get an Amazon Headquarters. Okay, it’s probably really about 4 Headquarters since they’re really focusing a ton of the supply chain talent in Nashville, but who’s counting!?

I never really thought Washington D.C. or New York City had a chance because I was thinking about stuff like the ability to actually move around! Turns out Amazon’s real decision point came around brain power. Now, I know what you’re thinking! There are absolutely no brains in Washington D.C.! Hello, is this mic on!? Also, have you been the urine-scented streets of New York!? Joking!

If you look at the U.S. and did a heat map around higher education institutions you would find a gigantic section of the Eastern seaboard is shaded a bright red! From Boston to New York to Philadelphia to Washington D.C. you can’t find a more concentrated area of higher education in the world! Amazon’s newest HQ2 and HQ3 will be strategically located right amongst those areas!

The largest employers in the U.S. look like this:

Walmart is stupid big, but almost all of their employees are onsite at stores.  Accenture is huge, but again their employees work in every medium to large city in the country, not a one big headquarters. FedEx is basically the US mail service. Go down the list and you’ll most of the largest employers are not headquartered centric, but location-centric.

Amazon is the lone giant employer who has most of its employees in office buildings. Knowing they were going to have to hire 50,000+ employees, there was really no one location in the U.S. that could have handled that need for talent in such a short time. Washington D.C. and New York are probably two of the places that can handle 25,000 new jobs, each, without crippling every other employer in the market. And, this will still cause a giant disruption in those cities as people will be moving around like crazy.

An additional 5,000 white collar jobs in Nashville will be an incredible amount for that market, especially in the key skills they’re looking for which are desperately needed everywhere in the U.S. right now. Better dust off your employee engagement strategies and update your compensation models, Nashville employers! 2020 is going to be a tough year!

This decision signals one other potential massive shift for IT. Washington D.C. was already a pretty big IT hub with all the government work, but now moving this many IT related jobs to the East Coast could begin a big shift away from organizations believing you have to be in Silicon Valley to hire IT talent. Amazon will bring and grow IT talent for the entire east coast and strengthen those cities as large IT hubs worldwide.

Amazon definitely didn’t help workers out from a quality of life standpoint. Both D.C. and NYC are awful in terms of cost and commute, at least in California you get sunshine in your closet of an apartment!

The decision for me showed that Amazon truly looked at labor markets and demographics (and some giant tax breaks – which, let’s be honest, everyone was willing to give) as the major decision points in the location of the new headquarters. The U.S. demographics over the next decade should be a major concern for large employers. More workers will leave the workforce than are coming into the workforce, so you better be close to where we tend to grow white collar, educated workers.

This is a win for higher education as much as it is for Washington D.C. and New York City.

Back to Human! @DanSchawbel

Dan Schawbel‘s new book, “Back to Human” launches today and he was kind enough to send me a copy months ago since he rightly assumed I’m probably a slow reader! If you don’t know Dan, you should! Dan is a New York Times best-selling author and he’s one of those guys that cares about our industry in HR and Talent Acquisition.

Dan was named to Inc.’s 30 under 30 and he might be the most influential voice of the Millennial generation. He wrote his first book, “Me 2.0” to help his generation land their first job. He wrote his second book, “Promote Yourself” to help lead them up the career ladder. Now, with his third book, “Back to Human”, Dan is helping them become great leaders of people.

I’ve known Dan for a number of years. He basically pisses me off, because he’s who I think I should be twenty years ago! He’s smart, motivated, and he gets it!

So, what’s “Back to Human” all about? 

Dan, in conjunction with Virgin Pulse, did a huge research study of over 2,000 leaders and employees around a rather new concept of isolated workforces in the age of remote work. The research showed that remote work actually doesn’t help keep employees long term, in fact, remote workers are more likely to leave your employment because of the lack of connection with other workers.

Only 5% of remote workers could see themselves working in their employers for their entire career, compared to 33% of workers who work in non-remote work environments. That’s substantial! Especially when you think about how much we (HR, TA, Leaders) have pushed our organizations down this path of remote work environments because we felt everyone wanted to work remotely! Turns out people don’t want to work remotely! People just like being at home and getting paid! (that’s my assessment, not Dan’s!)

While remote work promotes flexibility and eliminates commuting costs, it has made employees more isolated, lonely and less committed to their teams and organizations. Technology has enabled us to work remotely, but at a huge cost!

I really like Dan’s new book because he gives practical advice for leaders to help foster human connections amongst employees and their leaders. What Dan’s research found out is that we as leaders can’t think about meeting the needs of our employees, especially remote employees, if we aren’t willing to get personal and really work to understand them in a one-on-one level. The problem is most leaders actually do the opposite with remote employees!

Another cool piece about the book is the amount of information around young leaders in how they think and how we can help them develop into better leaders faster.

If you’re looking for a great book to get your leaders and aspiring leaders for your organization, go check out Dan Schawbel’s Back to Human. Well worth the read!

Is Your Work Fun? The Secret to Being Ultra-Productive.

You’ve probably heard all the business-psycho babble around “if you work doing something you love to do, you’ll never work another day in your life!” Of, if you work at something that makes you happy you’ll always love your work. Blah, blah, blah, it sounds like all you really need is a Life Coach!

I’m just kidding, a little.

I’m not a life coach kind of person. I mean I’ll take your $500 per session to tell you crap you already know, but blow hot air up your butt, so now you feel better about what you already know, but your $500 less rich. I’d so life coach you right now! You’d feel me all up in your mind. Let’s do this!

So, here’s what I think I’ve learned in the past twenty years about what it takes to have a happy, productive career:

  1. Do what you love, even if you can’t make money at it.
  2. Enjoy being poor.

So, now comes along the next brilliant idea around productivity and performance – Just Have Fun!

Yeah, turns out you’ll love your job if it’s fun to do! Shockingly, keen insight into this one, I know!

So, that’s your secret to being Ultra-productive! Just have fun. But not too much fun because then you’ll be ultra-nonproductive! Turns out there’s a fine line with fun. You want just enough fun to be productive, but not too much fun to be unproductive. See why it’s super easy to manage productive teams!?

I think where most people miss on the ‘fun at work’ play is that it’s not about being fun all the time. Nothing is fun all the time. I think it’s super fun to ride on a Jetski! One time I hit a wave on got thrown off that Jetski going 60 mph and skipped across the water and was pretty sure I was dead. That wasn’t super fun at all, but it’s still fun to ride on a Jetski!

It’s about having enough fun that you look forward to coming back and doing that work or that job again. That’s the line of fun every manager and every employee should strive for. Do you want to come back? Not do I “have” to come back? Do you really want to get up in the morning and go to work because you know there’s enough enjoyment in what you do that it makes sense to do that?

By the way, Fun at Work does not equal I Love my Job! I have had really crappy jobs that were super fun because of a number of reasons! I had to work midnights at a theater where we would just crack open beers once the last movie started. Super fun, awful hours. I once had a job running an ice cream cart at the zoo. I sat and watched Monkey’s all day, and ate ice cream. Crappy job, pretty fun.

Being productive and having fun at work makes sense. If you’re having fun, you’re energized, if you’re energized you’re probably more productive. The hard part is to figure out how to have ‘appropriate’ fun at work. I find ‘appropriate’ fun isn’t fun, so that’s always a problem!

Are Work Friends, Really Friends?

So, I get pimped on the daily by PR firms to share their stuff with you guys and I rarely do! But, every once in a while a PR firm gets that I only read the headlines and sends me a good one! Like the one above!

So, this is the juice from the study

“Only 15% of people believe they have a ‘real’ friend at work.” 

Okay, the full breakdown was actually this:

  • 41% are just Coworkers. We work together. We get along. But we never hang.
  • 22% are Strangers. They work in the same place I do, but I have no idea who they are.
  • 20% are Only At Work Friends. We sit at lunch together, we talk about our families, but after work, we have separate lives.
  • 15% are Real Friends. These are my people. We work together, but we also vacation together, go for drinks, play on the same softball team, etc.
  • 2% are Enemies. I spend most of my waking hours searching or ways to ruin their lives.

The Gallup friend research from two decades ago showed us that one critical component of having an engaging work-life is if you have a “Best Friend” at work. In hindsight, I’m guessing Gallup was probably talking about this ‘real friend’ category. Someone you actually have a relationship with outside of work, someone you look forward to seeing when you go to work, etc.

For me, this really brings up the entire concept of Friendship. I’m a middle-aged dude. I’ve got a wife and kids and a dog. Middle-aged dudes and friendships are weird. I’ve got people I would consider super close friends that I’ll go weeks without communicating to. Some of my closest friends I only see a few times a year in person. So, when you ask me if I have a ‘real friend’ at work I need some defining traits about what that really looks like.

For me a ‘real friend’ probably has one or more of these characteristics:

– I’m willing to share personal stuff with them and know they won’t break my confidence.

– They’ll come and help me move to a new house/apartment/etc. Let’s face it that’s a real friend!

– We spend time together outside of work on stuff not associated with work because we enjoy being around each other.

– The friendship is two-way, meaning, we both think about and do stuff that is important to each other.

– The friendship would not go away if you stop working with each other.

That last one is the real defining characteristic of a real friend vs. a friend at work, right? We have so many people that we actually enjoy working with and we would introduce them as ‘friends’ but if we stopped working with them each day, we would probably just become Facebook friends and maybe never see them again!

So, I’ll ask you to think about all those people you work with right now and determine do you have a real friend at work? The study says 85% of us don’t! What do you say?