Choose Your Hard…

I was at SHRM Annual last week and a very common story from everyone I spoke to, know matter their title, was the fact that recruiting talent is extremely difficult right now. Most organizations are in desperation mode, and I’m not saying that to be dramatic.

There’s a concept that motivational folks have been using for a while now. The concept is “Choose your hard.” Meaning, a lot of stuff in life is hard. It’s hard to be overweight and not feel good about yourself, it’s also hard to work out and eat healthily. Choose your hard.

It’s hard to get up and go to work each day and put in long hours to make ends meet. It’s also hard to be unemployed and figure out ways to survive. Choose your hard.

It’s hard to recruit talent.

There are so many things organizations can do to recruit talent better. You can hire great recruiters and give them the right tools. You can actually fund your recruitment marketing and advertising appropriately. You can measure and performance manage your recruiters and sources. You can work with your hiring teams to help out as employee advocates to produce more referrals. You can shop out your entire recruiting to RPO or Agency. You can hire great employees who love your brand and train them to be recruiters. You can go out and lead the market in pay and total compensation packages.

All of this stuff is hard to do.

It’s hard because most of this stuff comes with accountability. If I can talk my CEO and CFO into funding us correctly, this will come with some expectations of performance. I will put a bullseye on myself and my team.

It’s hard to get fired from a job because you didn’t perform. Because you didn’t do the work that was needed to be successful. That you didn’t put in the work to build the plan, to acquire the needed resources, to lead your organization to success.

Don’t get me wrong, working harder is not a strategy. Working harder is a short-term fix, that eventually leads to failure and burnout. Hard is doing the work that needs to be done so your sole strategy is not just working harder.

At the end of the day, we all have to choose our hard.

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!

Don’t Mistake Credentials for Intelligence!

I was the first person in my family to graduate from college. I was the first person in my family to obtain a master’s degree. I continue to have the grammatical skills of a middle schooler!

My parents are “real” people and have “real” conversations. My family has reached high levels of what most people would call successful. My Mom and Dad didn’t go to college, but both I would consider being very intelligent. They “get it” at a very high level, but one of their biggest strengths was never assuming someone was smart or dumb based on a credential.

This fact allowed them, in their careers, to speak to anyone on an equal footing. The guy swinging a hammer, or the woman running the billion-dollar company, both started on the same level in my parent’s eyes. Both the hammer guy and female CEO have great knowledge, although most likely different knowledge, to share and learn from. Depending upon the specific time, each brought high value to the interaction that was being had.

I get told all the time, “oh, you are just like your mother”, and I see why people make that comparison. I also believe I’m very much like my father, in that both of my parents feel very comfortable fitting into almost any situation. Because they don’t measure a person’s value based on their credentials or the size of the bank account, but on the value, that person brings overall to the interaction that they are having in that exact moment.

At the same time, I’m very pro-credential!

I married a woman who has her master’s degree. My oldest son, at 24, already has his master’s degree, my middle son has his bachelor’s and I’m sure eventually something beyond that, and my youngest son will attend university very soon. So, if credentials don’t equate to intelligence, why did I push my own children to obtain said credentials?

Just because a credential doesn’t equate to intelligence, doesn’t mean that most people don’t make this mistake as a first impression! Also, we are still in a society that overvalues a credential for the most part when it comes to getting jobs and promotions. So, you set your kids up the best you can with the hope this will assist them in being successful.

The real challenge is to get them to understand that just because you are educated, doesn’t mean you’re smart! To have that super valuable skill my parents have! That I hope I have some of! To truly value those around you without the credential that many times have so much more to offer you than you have to offer them.

I believe the best leaders in the world have this skill. The ability to look at each individual and know they probably possess all kinds of strengths that I don’t have, regardless of pay grade or formal education, and to treat them accordingly. It seems like an easy concept, but every day I see examples of highly credentialed people looking down on those less credentialed than themselves.

It goes both ways, we all judge…

I also understand that this type of judgment goes both ways. I have many friends and family who are blue-collar and tend to think less of those who are credentialed for the simple fact they view these people as less hardworking. Sure, they might not get dirty and sweat on a daily basis, but it doesn’t mean they don’t work their butts off.

Covey has the classic line, “Seek first to understand”. You swing a hammer, I try to sell the project that allows you to swing a hammer. Without each of us, business does not happen. One is not more important than the other, and both are keenly needed for success. If more of us understand this very simple concept, the world would be a much more civil place to live in.

I Already Failed my Post-Pandemic Promise to Myself!

I know the Pandemic is not over. I’m traveling again, almost like it’s back to normal. 3 cities last week, 6 airports, 4 different hotels. Felt like Fall 2019! Well, almost.

You see, going through the Pandemic, I found myself very fortunate. Personally and professionally, I’ve come out on the backside of the Pandemic feeling extremely fortunate and grateful of where I find myself. So, I promised myself I wouldn’t get frustrated or have travel stress. Prior to the Pandemic when I traveled, you would run into mean people, bad employees, weather issues, poor service, long lines, etc.

All of it caused stress and frustration, and quite frankly made travel kind of pain in the ass.

But, I’ve got a new outlook on life. Traffic jam? No problem, I’ve got so many podcasts I want to catch up on, plus, it gives me extra time to catch up with people on a live call! Delayed flight? Oh, I really needed to get some writing done, this is perfect! Long line at the rental car desk? No big deal, look at the one employee working her butt off, I need to make sure to tell her how grateful I am at her showing up today and making sure I got on my way!

Sounds very life coachy of me, right!?

It all lasted about one flight!

Turns out, I can tell myself that none of this will stress me, but then I ran into people! You know just normal people who are trying to also get out on long awaited vacations and meetups with family they haven’t seen in so long. I mean really stupid, dumb people who have forgotten completely how to travel. Like, OMG, look, that’s an aeroplane! Let me stand right in the middle of this walk way with a suitcase that’s two big blocking everyone from moving on to their flight!

My scientific assessment of the situation is Covid-19 made people dumber when traveling. Like we took 12-18 months off of traveling and I completely forgot what to do. Wait, I can’t have a can of gasoline in my carryon luggage!? Why not!? This is America! And my rental car in Jacksonville might not have gasoline!

It’s not just air travel. Have you noticed how people drive right now? I mean pre-pandemic is what bad, but now almost everyone seems to be a complete imbecile when it comes to operating a vehicle. It’s almost like states just gave out driver’s licenses during the pandemic by mail! Like just send us a check and a picture and we’ll send you back a valid driver’s license! I’m sure you know how to drive, we believe you, it’s a Pandemic, why would you lie!

What was my tipping point?

I’m a Delta guy. I’ve almost already hit Diamond status this year and it’s the end of June. The one thing I hate about every airline is how they jam you on the plane knowing it’s not going to take off, but they want their on-time departure. I’ve learned to live with this, again, more time for me to catch up on stuff. But this week, Delta did this to me for an hour and half. Why? Because they knew they couldn’t get someone to fuel the plane, but let’s just all sit here and wait. One fueler for the entire Detroit airport on a Saturday morning. I get it, no staff, we’re doing the best we can. I truly appreciate that dude, but this was the end of a long week of travel and little issues like this one.

I failed myself, but I vow to keep trying. The premise stays the same, I live a blessed life, I’m the one making these choices to travel knowing the world is far from back to normal. I promise I’ll keep trying.

In the mean time, people please stop trying to be stupid! Get your sh*t together. Understand there are other people around you again. You’re not stuck in your house by yourself. Pick up your pace a bit. Did I mention stop being stupid?

Yeah, this won’t last long…

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!

The Rules for Hugging at Work Post-Pandemic

Okay, I’ve been known as the guy who likes to hug, and I’m not sure why I have this designation but it might be because of this post here. Also, I tend to like hugs! And, I might have hugged a bunch of folks to kick off my speaking engagements demonstrating the Official Office Hugging Rules!

My mate (that’s what English male friends call each other) Chris Bailey (who is a world-class hugger in his own right) and I were messaging back and forth the other day on WhatsApp (Editor note: Tim has to tell you he was messaging on WhatsApp so he seems cool and worldly) and he said, “Mate, you need to write the rules for Hugging at Work after Covid”. He’s right, it’s time.

The key to great rules is you get them out before people start making up their own rules. Since organizations are just not figuring out return-to-work strategies, and a bunch of people are getting their Covid Juice (vaccines), the world, or at least Chris Bailey, is clamoring for how can we start hugging again!

The Rules for Hugging at Work, Post-Pandemic

1. Read the Original Rules of Hugging at Work, they still apply, but we needed some additions.

2. If both parties are Vaxed you are free to party! Hug away! Hug me like you missed me! Hug me so hard it might start an HR investigation! But only hugging, Sparky, don’t get too excited!

3. If one party is Vaxed and one party is stupid (err., not vaxed), Hug that moron if you want. Now, if you are vaxed and the non-vaxed person is wearing a mask, well that probably just helps knock down that coffee breath.

4. If you are not vaxed and the other party is not vaxed, please not only hug, but lick each other. The world is built around natural selection and there is nothing more exciting than watching natural selection take place in the wilds of the office!

5. Understand coming back into the office, Post-Pandemic, the world has changed a bit. Everyone is a bit on edge. There’s a good chance you hugging someone at work will get you fired. So, my recommendation is to hug anyway, no one wants to work in a world where “Karen’s” rule the world!

6. Don’t hug someone who is trying to give you an elbow bump. That person is weird.

7. Don’t hug someone who says, “It’s just a little bit of allergies” as they are hacking up a lung. Also, if you’re sick, have enough self-insight to let folks know so they don’t come in for a snuggle!

8. If it looks like someone needs a hug, ask them, and if they don’t say “No”, most likely they need a hug! The world has been an especially hard place the past year or so. A lot of folks need a hug!

9. Some of your folks are remote and they need a hug. Great leaders, in a new world of remote, hybrid, and on-premise, will travel and deliver hugs. It might be the single most important thing you do as a leader all year. Hug delivery.

10. Hug with DEI in mind! Have you hugged a person of color today? What about one of your Transgender co-workers or peers? What about someone of the same sex? If you only hug the opposite sex of the same color you are, you might want to ask yourself why is that? I’m an equal opportunity hugger! Come get some!

11. No group hugs. Let’s stay civilized, people! It’s a special kind of crazy the person who initiates a group hug. In HR we use “group hug” as profiling the truly psycho employees we have working for us! “Come on guys! Let’s all do a big group hug!” – Um, No!, Trevor!

Cancel Culture Can’t Cancel Hugs!

I did a survey recently and it turns out 89% of people want a hug, and the 11% who don’t like hugs, also hate puppies (this is my own survey, don’t @ me!). Here’s the thing, as we get back to work and see folks we haven’t seen in a while there will be emotion! We missed a lot of these assholes! Enough that we will want to give them a hug!

Also, if you have folks working hybrid that you don’t get to see as much, when you do see them you will want to do more than a cold handshake or fist bump. The world needs one big giant hug, and we certainly have some co-workers who need more than a few hugs!

Hugs don’t need to be canceled. Hugs are great! What needs to be canceled are creepy dudes who hug inappropriately and make the people they hug feel uncomfortable. Fix that problem! Leave hugs alone!

The Tim Sackett Commencement Speech!

It’s that time of year when universities and high schools go through graduation ceremonies and we celebrate educational achievements.  It’s also that time of year when you get bombarded with every great commencement speech ever given.  There is clearly a recipe for giving a great commencement speech.  Here are the ingredients:

1. Make the graduates feel like they are about to accomplish something really great, and not just become part of the machine.

2. Make graduates believe like somehow they will be difference makers.

3. Make graduates think they have endless possibilities and opportunities.

4. Make graduates think the world really wants and need them and can’t wait to work with them.

5. Wear sunscreen.

I think that about sums up every great commencement speech ever given.  Let’s face it, the key to any great speech is not telling people what they need to hear, but telling them what they want to hear!

I would like to give a commencement speech.  I think it would be fun.  I like to inspire people.  Here are the main topics I would hit if I were to give a commencement speech:

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 keep giving you stuff.

3.  No one cares about you. Well, maybe your Mom, if you had a good Mom.  They care 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.

5.  Don’t listen to your bitter parents.  Almost always, the person who works the hardest has better outcomes in anything 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.

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.  It doesn’t make you less of a person.

10. Twitter is not what the majority thinks. Twitter are the 10% on the fringe, right and left, don’t confuse what is trending on Twitter with reality, it’s not. The vast majority of America is still Moderate. Smart enough to see a topic probably has at least two sides and willing to understand both and form an opinion.

11.  Wear sunscreen.  Cancer sucks.

So, do you feel inspired now!?  Any high schools or colleges feel free to email me, I’m completely wide open on my commencement speech calendar and willing to give this speech in a moment’s notice!

When someone shows you who they are, believe them.

This is a phrase my wife is fond of saying. I read it recently in an article from a college football coach who was talking about recruiting and social media. He said it in terms of these 18-22-year-old kids on social media, and that it was really difficult to come to grips with this concept.

These kids are daily showing you who they are, but so many times we refuse to believe them. We make excuses, like well it’s just Twitter or the Gram, or whatever, that’s not really who they are. But it is! Whether we like it or not, they are showing us exactly who they are.

It doesn’t mean that as a young dumb kid we don’t make bad decisions. We all did, and they all do. It’s when the behavior becomes a consistent pattern.

We forget about this with candidates and employees!

Especially in a candidate-driven market. We start making excuses for candidates. “No, I’m sure it’s completely normal that his Mom died and he car trouble, and then he came down with Dengue Fever!” “Okay, it’s fine she ghosted us two times, let’s give her one more shot, but not three!”

Our employees are also constantly showing you who they are, both good and bad. I’ve seen the most amazing, giving behaviors in my life come from people I work with, and the most toxic, selfish behaviors come from those I’ve worked with. Almost always, I discounted the bad and didn’t appreciate the good, enough. All the while, each was showing me exactly who they are.

I have these moments after almost every single termination I’ve ever done. I’m usually sitting with the supervisor of the person who just got terminated and we start to reminisce back on this terminated employee’s time with us, and almost 100% of the time we have multiple examples of them showing us who they were and us ignoring it.

It’s quite normal. As humans, we want to give people the benefit of the doubt. We hope that people can change for the better. Also, people believe and hope that they can change themselves for the better, but it truly rarely happens. That sounds cynical! Just know, that’s your heart playing tricks with you! Your brain is also trying to yell at you to listen! But our hearts are often much louder than our brains!

When someone shows you who they are, believe them.

The Past-Employee Walk of Shame!

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

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

So, now what does he do?

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

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

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

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

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

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