5 Things Leaders Need To Know About Developing Remote Employees.

I think we try and deliver a message to 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.

Now, let’s add in we don’t get the luxury of seeing and spending a bunch of one-on-one, face-to-face time with many of our employees who are now working remotely!

Here are some things I like to share with my leaders in developing their remote 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 with 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. When you work remotely, it’s way easier to have these personality ticks. Great developers of talent find ways to help folks realize these and diminish them.

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. Don’t think this means a class costs $2,000, so you should be willing to pay half. It doesn’t. Financial investment is easier for organizations to put in than for employees, but if you pay for the class and it’s on a Saturday and the employee turns their nose up to it, they’re not willing to ‘invest’ their share.

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 in 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 disappointment, 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. When you are showing disappointment over a Zoom call it’s way to easy for this to get misinterpreted as well. Try to have these conversations face-to-face if possible.

What’s Your Code?

Everyone lives by a certain set of rules. Morales, ethics, values, experience, call it what you will, but when you put it all together it kind of creates this code you live by. Like any code, it’s all about trying. We aren’t Yoda – do or do not. Life isn’t usually that simple.

The code evolves and changes over time. You are probably born with a base set of codes that nature has given you like it’s nice to survive. Your environment and upbringing teach you another set of codes, and your life experiences along the way give us a bunch more code to add to it all.

As we grow, we might learn that certain pieces of code are outdated and just flat-out wrong and hurtful. As a child, I know I recited racist playground songs about catching a “tiger” by its toe, but we didn’t use “tiger”, and honestly, I was a pre-teen with a best friend who was black before I knew it wasn’t “tiger”! That’s bad coding. That had to go!

I was listening to something recently and the person speaking was talking about the code they lived by and it made me think, “what is my code?” I mean I have to have one, but I’ve never really sat down and thought about it. What are the pieces of code I’ve picked up along the way that I’ve decided at this point in my life to hard-code, or can I even say I’ve got hard-code?

What is my code?

As I mentioned above, some of the code you live by is many times aspirational. I know this code is right, but day-to-day, man, this is hard to live by. The goal, I think, is you know that certain code is better if you can use it more than you do. So, you strive to use it more each day. Also, none of our code is unique. Remember, all of this we’ve picked up from someone or somewhere along the way.

I try to help people whenever I can. Sometimes to my own detriment, and I know I’m not alone in this feeling. Because there are people out there with code that says “take” and if you are a giver and a helper the takers can really work you over some time. My dad taught me this. It’s both good and bad, at times, because helping people means sometimes your own family takes a backseat to others.

I love to love, I don’t love to be loved in return. This is a tough one because we all want to be loved in return, it’s a basic human need. But I truly try to love others because I just love them regardless if they love me. It brings joy to my life.

I believe the glass is half full. I’m not a negative personality. I love pessimistic humor, but I live my life believing a lot of stuff is possible with the right work, the right network, the right support, and some good timing. So, I guess I’m really a believer in people because I rely on a lot of people in my life to continue my belief that the glass is half full.

I believe in hard work. Sometimes that’s actual back-breaking hard work that makes you sweat and hurt. Sometimes that mentally draining hard work that leaves your brain tired and exhausted. I’ve rarely ever met a very hard-working person who isn’t doing pretty well. They might not be the most successful, or the richest, but I’m not worried they won’t make it. Hard work has always been the one thing I could control on my own.

I like to laugh often. I’m coded to laugh and smile. It’s both my best natural state and a defense mechanism. When I’m stressed, I like to make others laugh because I think it reduces the stress, but that’s not always true. Still, I prefer laughing to most other emotions. I love children for this reason. They laugh all the time because the world hasn’t beaten it out of them yet. Hanging out with little kids is so much fun! And if you throw puppies into the mix with little kids, watch out!

I like to win. I mean I like to win at everything! Not just games, but debates, and life, and money, and love. Winning is so awesome, it’s way better than losing! By like a trillion million! The thing is, you have to have some big losses in life to really enjoy the big wins. And you have to be playing.

If I look at my codes I would say, “yeah, that’s me” but it’s also just a portion of me. It seems so incomplete. It’s probably why I’ve never really put a ton of thought into “my code”. When someone says, “Oh, I live by this code…” I find that as a challenge to discover when that isn’t their code, which is probably another piece of my code!

I married a Jewish girl. Because I was not Jewish when we got married, a Rabbi wouldn’t marry us. So, we used a Cantor (a singer in the Jewish faith, that can still marry people). This Cantor made national news by bringing in a former disabled Nazi into his house to live with him.

This Nazi was coded to hate Jews. But when the world turned its back on him and no one would take him in, this Jewish man did and cared for him. Fed him, took him places, etc. This man hated Jews because he was coded to hate Jews without really knowing any Jews. This friendship obviously changed his code. He realized that part of his coding didn’t fit reality.

We all have a code we live by, and I think the greatest part of that is we all get to choose and change that code as we see fit.

What is one of your favorite pieces of code?

Do you discriminate against boring people?

In hiring, we now know that we basically discriminate against almost every form of everything! Sexual identity, gender identity, race identity, height, education, weight, religion, you name it and someone out there has a bias towards or against you and whatever form you are.

The reality is, every single time you hire, you are discriminating against something. As a society, though, we’ve deemed some forms of discrimination as wrong, and some we are completely fine with. “Oh, we are going to select the white candidate.” That’s bad. “Oh, we are going to select the skinny candidate.’ That’s good.

I have a bias away from boring people. When I hire, I discriminate against boring people. Turns out, no matter the role, I don’t like to hire boring people. I don’t like to interview them. I don’t like to hire them. I don’t like to work with them. Why? Because they are boring!

Now, you can rightly argue I’m a complete fool. There are plenty of boring people who can be great hires and perform really well. Boring people can be considered safe, calm, nice, non-instigators, even keel, etc.

Is there anything worse than being labeled boring?

I think I would rather be labeled ugly than boring. I mean we all love to hire pretty people, but you would much rather hire an ugly person with a great personality, and a good-looking boring person. Besides how someone smells, it’s really the first thing you notice in an interview! Not how ugly they are, how boring they are!

I’ve heard executives say that the greatest trait they can have in an accountant is that they are boring. No one wants the party playing around with their money. But, still, I disagree. While I don’t want the party running around managing my money, I still want the person managing my money to have a pulse!

Boring is one of those traits that are hard to change. It’s hard to coach up a boring employee to have a personality. If I hire an ugly person, I can help them be better looking cosmetically. I can help a fat employee lose weight. I can even help a smelly employee smell better. But, boring is boring!

I’m sure all of this triggers some folks. For the most part, if you’re triggered and you’re boring, I don’t care, because it’s not like a boring person is going to do anything about it. If you’re not boring, and you’re triggered by me discriminating against boring people, well, isn’t that a strange wall to be standing on?! “I’m fighting for all the boring people! #BoringLivesMatter” But, do they? Do boring lives matter? And if they do, to whom? I mean, they’re boring.

A funny thing happens when we come clean about our discriminations. They seem silly. To write them down and defend them. To try and make sense of it all.

The more discriminating one’s eye for talent is, the more they open themselves up to discrimination. That’s the catch 22. The more specific you get about what you want in a hire, the more things you add into the wants and needs column, the more likely you are to cut someone out who deserves a shot.

I’m still against boring. Change my mind.

The LinkedIn Invite That Got Me to Click!

The recruiter in me is constantly trying to figure out the best subject line for emails and Inmails to get a response. At the end of the day, I need people to click to open so I can potentially recruit them. That’s how we become successful in recruiting, getting people interested!

My #1 go-to subject line for years has simply been my last name “Sackett”. Just that one word in the subject gets more click-throughs than anything else I’ve used. Now my friends Stacy Zapar and Angle Verros will both kill me if I don’t mention that the real #1 click-through subject line is really anything personal to the person you are sending it to!

For me, being a huge Michigan State Spartans fan, if you sent me an Inmail or email that said, “Go Green” I would definitely open that message! It’s specifically personal to me and I know you had to take a few seconds to understand me as a person.

This Lady Got Me!

Here’s the LinkedIn Invite that got me to accept:

Brilliant LinkedIn Invite

So, I’m not making fun of Yvonne! I’m admiring her marketing brilliance!

I only accept about 40% of my LinkedIn invitations because, like you, I get so many that are just spam and/or sales outreach for things I do not want or need. The moment you accept comes some cheesy sales pitch and you end up hating yourself for accepting! So, I’m pretty picky. This one got me!

Right away I was leary. “Private Coach” – no thanks! “Business Owners” – Ugh, sales pitch coming…but Yvonne did something special. She personalized it, or at least it felt personal to me! “I’ve decided not to send you the generic LI invite…” And then the magic, “Fingers crossed”!

FINGERS CROSSED!

I got duped by a generic mass invite message, by a person saying “THIS ISN’T GENERIC” and then saying “Fingers Crossed”! My mind couldn’t comprehend that this wasn’t an actual personal message. It seemed so personal and yet was not personal at all once you really dig into it.

I was the idiot. The moment after accepting came the auto-response cheesy sales pitch! Ugh! Damn you, Yvonne (if that’s even your name!) you go me!

I actually was super impressed and told her, right after removing the connection! Give credit where credit is due. She got me and I had to give her a hat tip. It’s pretty rare that I find a truly magical wording that can get someone to click, and I think she found it. And I think we all should steal it because it’s actually marvelous in its simplicity!

G*d Damn, fingers crossed got me. I feel like such an amateur right now!

Reactions From My First In-Person Conference Since the Beginning of the Pandemic! #SHRMTalent

Out in Vegas at one of my favorite conferences, SHRM Talent, this week. I love and missed interacting with all the TA pros and leaders, so this week was really energizing!

There are so many takeaways from this week at SHRM Talent. It seemed both odd and familiar all at the same time. I’ve been going to conferences for over a decade and very few put on a better conference than SHRM, it’s always first-class, and the 2021 SHRM Talent was at the new Cesar’s Forum conference center which is super nice.

The Reactions:

  • SHRM has opened up their 2021 conferences to be both in-person and virtual. This combination has been unique. After a year and a half of only doing virutual, as a speaker, you have to get back into practice of the cadence of in-person speaking. In virtual, you have very little audience reaction to what you’re saying, so you just plow through the content. In-person you get reactions, so you have timing that you have to be concerned about. Funny line, hold for laughter, wait I actually heard some laughter!
  • At the same time, you still have a virtual audience that you have to engage. What I found, across many sessions, that quesitons from the virtual audience were usually 3-4 times more than the in-person audience. I think in the future, SHRM and others, will figure out a way for people to ask questions all through one format, so those in-person attendees can have the same comfort level of asking their questions as well.
  • Those attendees who chose to be in-person seemed to be very engaged! It’s like these were the folks hungry for real-life interactions and they are making the most of being out in the wild for the first time in long time. Everyone has been very friendly, talkative, welcoming. I think we are all just happy for a bit of back to normal.
  • SHRM has caught some criticism for going back to in-person, but I applaud them for making the hard decision to figuring this out. It’s not going to be perfect, but at some point we must rip off the band-aid and get back to some normalacy, while trying to be safe. Masks were required and you were reminded immediately if you forgot. I was asked upon checking in if I was vaccinated and had to sign off on that. It wasn’t required, but highly encouraged, and definitely tracking attendees.
  • The difficult piece of all of this Covid/Vaccine stuff. You go to breakfast and sit down at a round talbe with four or five peers and all of sudden no one has masks on and everyone is talkign and interacting. You go from your hotel room through a Vegas casino cesspool and into the conference and back and forth. Is anyone really believing that any one is safe? It’s all kind of a game of make believe. This isn’t a SHRM issue, this is an issue every single in-person conference has to navigate. The HR Tech Conference has mandated vaccines, but the same reality will be experienced there as well. The reall world is all around us, just because we protect ourselves some part of it, doesn’t mean the rest isn’t all around us.
  • The content and the practitioners desire to learn and grow is still so inspiring to witness live. To see people really getting nuggets they can take back to the office and make them better, and see a speaker talking passionately to an audience can not be replicated virtually. I think we’ve found that when you can’t do virtual and good second place is virtual, but in-person just hits differently.
  • I don’t think SHRM will ever be able to put the toothpaste back into the tub when it comes to having virutal attendees. I also think this is awesome for those pros who can’t afford the travel, or can’t travel for so many reasons. But it does mean that in-person SHRM audiences will probably be smaller moving forward. SHRM National is rumored to be around 11,000 attendees this year, down from over 17,000 (in-person) for 2019. Also, around 25-40% of those 11,000 will attend virtually. Virutal attendees are very profitable for SHRM, so it’s not all bad to the bottom-line for SHRM. I do think in the future SHRM, and others, will have to figure out some unique things to do for virtual attendees verse the in-person. Transform Recruitment Marketing did an unboxing for their virtual audience, and I can definitely see SHRM working with vendors to put something like this together to help make those virtual attendees feel more connected to the conference experience.
  • Finally, I got some “real” hugs this week from friends I haven’t seen in a long time and it felt amazing! And, yes, we were all masked and vaccinated!

Shout out to the SHRM staff for putting on a great event under a lot of uncertainty. As always they handled it with class and professionalism, and I’m sure it was a great trial run for them to get ready for the upcoming annual conference!

SHRM Annual Conference is happening on September 9-12th and I’ll be back in Vegas to present to a live audience again, and I’m so excited to see how this goes as well since the numbers will be much larger, and then soon after back again to The HR Technology Conference in Vegas on Sept 28 – Oct 1. Come join me!

In HR (and life) the story that wins becomes the truth!

In HR we hear a lot of stories.

We love to tell ourselves we are hearing the truth from one side and a lie from another side, but the reality is both sides are stories with a little truth and a little lie built-in. We then ‘measure’ who we feel is telling more truth than lie, and that side becomes the full truth.

Throughout history, this plays out. The winners of war decide what the truth is, not the losers. One side is good and righteous, one side is bad and evil. Before the war, both sides were just trying to make it through the day and make their society better. Truth.

We fire someone because they harassed another person. That person is a bad person. The person who got harassed is a victim and is a good person. The problem is, that’s not really reality, is it? Many times the person we fire is actually a pretty good person and the victim is a piece of garbage. But, the winner gets to decide the role they want.

We fire an employee because we are told by their manager that they are not performing well. We trust our manager. We have to it’s what our structure is built on. If we didn’t then what are we really doing? The employee claims they weren’t trained properly, they weren’t given good direction, they were put in a position to fail. You’re fired, you’re a bad employee. You lose, you don’t get to decide the truth.

It’s one major reason why I tend not to really care that a person was fired from a job. The reason probably matters. I don’t want to hire someone who embezzled from their former employer or some other major offense, but if it’s performance, let’s talk. I’m willing to talk because I know there are always two sides to the story. It just happens that this candidate lost their last story, but they might win the next.

It’s important as HR pros and leaders we understand this concept, not just for hiring, but also that we understand most times we don’t deal in complete black and white wins and losses. In HR we deal in the middle, in the gray. Once we make a determination, we are making a determination of ‘win’. We are validating one story over another. We like to tell ourselves and our leadership that this one story is the truth, but it’s really just another version of a story.

So be careful this week as you decide which stories will win and which ones will lose. Truth can be a pretty powerful thing even when it’s just a story.

How can you become a great HR/TA Pro?

I met an aspiring HR college student recently. The question was asked, “Tim, how can I be great at HR?” I told them to buy my book and read my blog and that’s really all there is to it! Just kidding, I said something after that as well! 😉

It’s a great question that ultimately has very little to do with HR or Talent Acquisition. To be great at HR, or anything, rarely do you have to be great at that certain skill set. For some things, it’s important: doctor, lawyer, accountant, etc. But in most professions, you can learn the skills, so it’s about these other things that I told this young Padawan:

Go deep on a few things. The world needs experts, not a generalist. Don’t kid yourself to think being a generalist is really what your organization wants. People say this when they are an expert in nothing. Be an expert in something and a generalist in a bunch of stuff.

Don’t be super concerned with what you’re going deep on, just make sure it interests you. While it might not seem valuable now, at some point it probably will be. I’m not in love with employee benefits, but someone is and when I need help with that I’m searching for that person.

Consume content inside and outside of your industry. Those with a never-ending appetite to learn are always more successful.

Connect with people in your field outside of your company. We are in a time in the world where your network can be Pitbull Worldwide! Use that to your advantage. There is someone smarter than you a thousand miles away just waiting to help you.

Just because someone older and more experienced than you might think something is unimportant, don’t give up on it. We all get used to what we are used to. Older people think Snapchat is stupid and it might be, but it also might unlock something awesome in our employment brand. Experience and age are super valuable until they aren’t.

Constantly make stuff and test it. Some of it will fail, most of it will be average, some of it will be awesome. Give yourself more chances for awesome! Don’t let someone tell you, “we tried that three years ago and it didn’t work”. Cool, let’s do it again, but this time change the name!

Take a big chance early in your career. Find a company that you absolutely love and just find a way to work there in any position, then be awesome for a couple of years and see what happens. Working for a brand you love is beyond the best career feeling you’ll have.

Don’t expect to be “HR famous” overnight, but the work you do right now will make you HR famous ten years from now. Do the work, fall in love with it, the fame will come down the road. “I want to blog and speak just like you, Tim!” Awesome, I started doing this a decade ago. Let’s get started right now!

Don’t discount social skills in the real world. You can be the smartest most skilled person in the room, but the one with a personality is the one people will pay attention to. This is a skill that can be learned and constantly improved upon if you work at it.

Spend time with Great HR and Talent pros. No one is really hiding their secret sauce, you just aren’t asking them questions. The key in spending time with others is not asking them to invest more in helping you than you’re willing to invest in making it happen. I get asked weekly for time from people who rarely are willing to help me in return.

Get Tech Savvy. This does’t mean you need to learn to code, but you have to be comfortable with the capabilities and advances that technology is having on your specific field. You should demo technology consistently. You should put yourself in a position where you feel knowledgeable enough to make technology decisions for your function, so someone else is not making these decisions for you. Especially as a young professional, because most old pros won’t have this skill and few have any desire to acquire this skill late in their career.

Okay, as internships are concluding for the summer let’s help these aspiring professionals out! Give me your best advice in the comments!

You could just say “Yes!” to everything!

I tend to say “Yes” at about a ten to one clip of saying “No”. So far it’s worked out well for me. Most of the time I’m not quite sure what’s going to happen when I say “Yes”, but it usually works out just fine. Some of the coolest things I’ve ever been apart of were because I just said “Yes” and didn’t worry about the details.

What can go wrong when you say “Yes”? 

  1. You can take on too much and get overwhelmed and stressed out
  2. You could be taking time away from more important things in your life: family, working on stuff that is more financially viable, you-time, etc.
  3. You hate the thing you said “Yes” to,
  4. Some moron will try and take advantage of you.

What can go right when you say “Yes”? 

  1. You might actually find some really great stuff you love.
  2. You might meet and work with some awesome folks you never knew.
  3. You might find some business opportunities you didn’t expect.
  4. It just feels better in your soul to say “Yes” to others.

I’ll be honest, I probably say “yes” too much. I often have people try and take advantage of my propensity to say “Yes”. Will you do this thing? Sure! And then that “thing” takes up a lot of my time that is valuable, and the time I’m giving up is mostly benefiting the other person, and there is probably nothing they’ll do for me in return.

Pro-bono work feels great until it doesn’t.  It’s when I start questioning my life strategy of saying “Yes”. Everyone wants some free work from you, believing that it’ll all work out for the best in the long run. Which in truth, it usually does for the person getting the free work!

How can you say “Yes” more, but stay sane? 

That is really the question, right?

I think the biggest thing is to have personal boundaries you don’t compromise. Knowing when the “yes” becomes a “no more”. The reality is people aren’t trying to take advantage of you for the most part. They just are trying to do their thing, and if you don’t have boundaries they’ll keep doing their thing without much regard for your things.

Know your value. I say “yes”, but I also usually let the person know what I’m giving up to say “yes” to their thing. Even when I’m being paid. “Hey, thanks for the offer of “$X” and Yes I want to do this and help you, but normally I would be getting “$X+”. Why do I do this? It’s a boundary thing. This is my real worth, I like you or what you’re doing, I want to help, but let’s be clear, here is my real value. The value I’m giving you.

This is really hard because most people get uncomfortable with this. They don’t want to tell others what they are worth and they don’t want to make others feel uncomfortable that they aren’t paying you what you’re worth. But, if you want to say “Yes” more, you kind of have to come to grips with this!

At the end of the day, I still like saying “Yes”. I like trying new things and working with new people. It’s not for everyone, but I think it’s worth a try!

Your Superpower is Your Authentic Self!

I had someone ask me what my superpower is? I found that a hard question to answer. I mean do you think being able to write a 500-word blog post in 15 minutes a superpower!? Some bloggers probably do, but no one else!

I was told that my true superpower was me just being me. My authentic self. Then I asked this person how much I owed them for the life coaching session! 😉

We are told constantly to be ourselves, or live our true life, find a way to be yourself, etc. The reality is being your authentic self might be your superpower, but like all superpowers, they can be used for good or evil.

Let me give you the best example ever! Donald Trump is his authentic self. It’s his superpower and he rode that superpower right into the White House. His authentic self was a superpower he used for evil, and ultimately it destroyed him and his legacy.

What I find a leader of people is that employees living their authentic self either works wonderfully or awfully and rarely anywhere in between!

Here’s the thing about being your authentic self, you must first know if your “authentic self” something others want to be around or if your authentic self off-putting to others. I’m not saying you shouldn’t be yourself, but if your authentic self is a complete asshole, you might want to work for yourself and not someone else!

Let be really frank here, any gender can be an off-putting authentic self. It doesn’t mean you don’t love who you truly are, but you must also realize who you truly are isn’t what most people want to be around. Your superpower isn’t going to be asked to join the Justice League, you’re going to be asked to join the villain side.

In real life, you actually don’t become a villain, unless you’re DJT. Most likely you become your own boss, or you live a miserable existence trying to fit into a work world that doesn’t want you and you don’t want it. Some of the best and brightest people I know can’t work for others. Their superpower is something that allows them to be awesome, but not when working closely with others on a daily basis.

Why does this matter? 

It matters because if some idiot is trying to sell you the snake oil of “Just be your Authentic Self” you must first determine, is your authentic self something others will embrace and want to be around. If so, great, you’re going to probably have a great career. If it’s not, and you want to work in the corporate world, you’re probably in for a lot of therapy.

Also, let me be very clear, not living your authentic self while you are at work isn’t the worse thing in the world. You can be one thing at work and another thing in your personal life. Is it ideal? No. But, I’ve seen many people in my career be successful in doing this. It’s a little like Clark Kent and Superman. I can be Clark Kent at work and then go home and be Superman in the rest of my life.

The worse thing that can happen is you try and force your authentic self onto others and believe they should “accept” your authentic self. Nope. That’s not how it works. You can’t make anyone accept your authentic self, you can only make yourself accept that. If I don’t like your superpower, you can’t make me like it, and if I’m in a position to determine the trajectory of your career, you’re in trouble.

Superpowers are awesome, but they can be super for good or super for bad. Love who you are, but don’t expect others will necessarily love it.

Why Don’t We Make HR Simple? (hint: we might possibly have deep psychological issues!)

Have you ever wondered why HR Departments continue to make complex processes?  In reality, all of us want things simple.  But, when you look at our organizations they are filled with complexity.  It seems like the more we try to make things simple, the more complex they get.  You know what?  It’s you – it’s not everyone else.  You are making things complex, and you’re doing this because it makes you feel good.

From Harvard Business Review:

“There are several deep psychological reasons why stopping activities are so hard to do in organizations. First, while people complain about being too busy, they also take a certain amount of satisfaction and pride in being needed at all hours of the day and night. In other words, being busy is a status symbol. In fact, a few years ago we asked senior managers in a research organization — all of whom were complaining about being too busy — to voluntarily give up one or two of their committee assignments. Nobody took the bait because being on numerous committees was a source of prestige.

Managers also hesitate to stop things because they don’t want to admit that they are doing low-value or unnecessary work. Particularly at a time of layoffs, high unemployment, and a focus on cost reduction, managers want to believe (and convince others) that what they are doing is absolutely critical and can’t possibly be stopped. So while it’s somewhat easier to identify unnecessary activities that others are doing, it’s risky to volunteer that my own activities aren’t adding value. After all, if I stop doing them, then what would I do?”

That’s the bad news.  You have deep psychological issues.  Your spouse already knew that about you.

The good news is, you can stop it!  How?  Reward people for eliminating worthless work.  Right now we reward people who are working 70 hours per week and always busy and we tell people “Wow! Look at Tim he’s a rock star – always here, always working!”  Then someone in your group goes, “Yeah, but Tim is an idiot, I could do his job in 20 hours per week, if…”  We don’t reward the 20-hour guy, we reward the guy working 70 hours, even if he doesn’t have to.

Somewhere in our society – the ‘working smarter’ analogy got lost or turned into ‘work smarter and longer’.  The reality is most people don’t have the ability to work smarter, so they just work longer and make everything they do look ‘Really’ important!   You just thought of someone in your organization, when you read that, didn’t you!?  We all have them – you can now officially call them ‘psychos’ – since they do actually have “deep psychological” reasons for doing what they’re doing – Harvard said so!

I love simple.  I love simple HR.  I love simple recruiting.  I hate HR and Talent Pros that make things complex, because I know they have ‘deep psychological’ issues!  Please go make things simple today!