#CoronaDiaries – The Travesty of Hero Pay!

I’m back in the office and I’m feisty as ever about all this “Hero” pay going on across the world! I love Heros, I mean who doesn’t love Heros, but…

Can I be real a second?
For just a millisecond?
Let down my guard and tell the people how I feel a second?

Also, beyond excited that Disney+ is releasing the Original cast of Hamilton on July 3rd! In the comments give me your over/under number of the amount of times I’ll watch Hamilton on Disney+? (I’ll tell you what my wife’s number on me was after a bit!)

Would you choose to live at your job 24/7 for a month? These workers did!

40 employees of Braskem America in Marcus Hook, PA unanimously decided they would lock themselves in their plant for 28 straight days, so they could safely make N95 masks for healthcare workers. Day and night, they worked, ate meals with each other, and slept at the plant to ensure there would be no spread of the virus to the products they were making.

The workers spent 12-hour shifts making polypropylene and a non-woven fiber in N95 masks, hospital gowns, and sanitary wipes.

Braskem has given the workers “enhanced employee compensation” for their work.

They were provided an onsite kitchen and supplies to sustain them as they operated the manufacturing facilities in isolation, according to Braskem.

Workers got TV breaks and drive-by visits from family during the 28-day period.

You might be thinking to yourself, “Well, I would do the same thing!” Especially given that most of us have just spent a full month or more with our families in lockdown in our houses! And I believe many people would have sacrificed as these employees did for the betterment of the healthcare workers who desperately need this PPE.

But don’t kid yourself, I’m sure this was an emotional decision for many! It’s not like the workers of a manufacturing facility do this on a normal basis. Most probably don’t travel for work, so they see their family and friends every single day. Going a month without that contact had to really difficult! I don’t like going for three days without seeing my dog!

The HR person in me loves this story and also knows that somewhere out of this probably comes a wedding, or bad breakup, or a baby! You just don’t keep 40 people together for 28 straight days, day and night, and not have some stuff go down! If HR has taught me anything, it’s humans will be humans!

I know the reality of this situation is this company was doing what companies do. Because of a crisis, they have a very short-term opportunity to make some great money and in the process help healthcare workers, help their employees, and help the stakeholders of that organization. It’s a win-win-win all the way around. It doesn’t stop this being a great story and we need all of those we can get!

So, my question for you today is, would you be willing to spend 24/7, for a month with your co-workers and your co-workers only!? Working, eating, sleeping, side by side? Hit me in the comments!

I loved that one of the workers being interviewed said one of the things they took for granted was being able to work next to someone and sit down to eat next to someone and not have to be six feet apart or even worry about that. When they came out into the ‘real’ world they realized they took stuff like that for granted.

Your “New” Most Valuable Employees!

What happens after you test positive for COVID-19, go through the illness and come out on the other side? Freedom! That’s what!

Like most viruses, once you have that virus your body builds up an immunity against it, and you are highly, like getting hit by lightening highly, unlikely to get the COVID again, no matter what you read on that red-state political site you read! Again, science.

This being the case, for the next 12-18 months, we are going to see some strange things happen socially and in our workplaces.

We are going to have employees who can come back to work in any situation and not have to worry about catching the virus, but can still pass it on to others if they aren’t still following sanitizing protocols. They can go to the movies, to the bar, out to eat, with almost no worry for themselves.

Maybe we’ll even give them a card they can show the police so these post-covids can gather together and without the worry of being arrested or disbanded. Or put make them wear a red letter on their clothes… We’ll watch them outside having fun as the rest of us who haven’t had the virus stay sheltered and isolated.

The reality is we would be naive to not understand the value of someone who has already had the virus and is now back to normal health-wise. We employees will be to do things right now, and guess what? You won’t be able to choose which employees you get in this capacity! It might be one of your best, or it might be one of the ones you wished you had fired.

These employees will be able to travel out to your clients. Go visit customers. Work on the shop floor next to each other and somewhat get their lives back to normal. Those who are pre-virus healthy will have to assist these folks from afar in the best way we can.

Think about the biggest dip-shit you have on staff right now. Now, imagine your biggest customer has this big project and they are telling you that you must have someone onsite come and meet with them, and don’t send anyone who can give us the COVID. Okay, great, we’ve got Marty who spends most days in the bathroom looking at Memes now being the face of the organization to our most valuable client.

Could happen. Is Marty ready? Are you ready? Do you even know which of your employees will be on this list? Are you tracking them and do you understand their importance?

Post-Covids will have their run of the world for a bit. They’ll be extremely valuable to every employer. While we might have high unemployment for a bit, can you imagine those forward-thinking companies who are out there hiring all the post-covids?

Who would have thought that a major skill in the modern workforce would be simply your ability to survive!?

Leaders Aren’t Best Judged in Crisis, No Matter What You’ve Heard

We are in a crisis. Everyone would agree with this.

It’s been popular since the beginning of time to judge people based on their best moment. Stand up tall, when others are small and you are destined for greatness in history. No matter when you did before or after.

Rudy Giuliani, by most, is considered a great leader of our time for his leadership in the aftermath of the 9/11 attacks. He was in charge when the towers came down. He said and did the right things during that time. He will be forever remembered for that time in his legacy.

The reality is, leaders are not best judged in times of crisis.

Great leaders should not be judged by how they reacted in a once in a lifetime event, but how they act every day. On good days, average days, bad days, and very rarely on crisis days. The problem is we aren’t paying attention on normal days. We don’t see the greatest. So, we judge them on the few times we see them, which are either celebrations or catastrophes.

Crisis management is incredibly difficult by leadership teams at organizations. You try with all of your might to put your own situation aside, but it’s always there in the background, while you try and do what’s best for all involved. The hardest thing a leader will ever do is make the decision that some will have to lose their job, so the majority can keep their job. Even putting your own name on that list of cuts, isn’t as difficult.

Nobody wants to be judged by his or her worst moment. In crisis management, we tend to have a lot of worst moments because we are often making quick decisions with limited information that in hindsight looks foolish.

As we are all going through some level of crisis management currently, I wanted to share Professor Scott Galloway’s three steps of crisis management from his NYU class he teaches on the same subject:

  1. Top Guy or Gal Takes Responsibility
  2. Acknowledge the Issue
  3. Overcorrect

Overcorrect is the key. Well, I’m not sure if we should do this, let’s just wait a little while longer and see what happens. NO! Overcorrect. Make the safest choice possible. Make the best choice possible for your people. Act swiftly.

If we watch, we will see great leadership moments in any crisis. Some of these moments will be by great leaders doing great leader stuff. Some of these moments will be done by idiots who just happen to be in the right place and make the right decision. Don’t confuse a moment of leadership competence with being a great leader.

Great leaders don’t just show up for a crisis, they show up every day.

 

Should the US Women Soccer Team be Paid the Same as Men? No!

How’s that for a clickbait headline! “I knew it the SOB Tim Sackett is a Sexist!” Slow down, read the post, you might be surprised on my take…

The US Women’s Soccer team should not be paid the same as the US Men’s Soccer team. They should be paid more!

Okay, let’s dig into this issue.

The media coverage on this issue is rightly pro-US Women’s Soccer. The US Soccer’s legal team continues to make ridiculous statements in an attempt to fight for their client. That’s what you pay lawyers to do, win your case. The men have more responsibility!? What is this, 1935!?! I’m not even sure how the US Soccer’s in house council even allowed that language to be released!

Here’s the full read of the US Soccer Federation’s legal argument. It’s worth a read if you truly care about this issue.

My first reaction to this case when it first got hot last year was this entire thing is ridiculous. If the women want the same as the men, why not just do straight revenue share that is equal. Both men and women get the exact same percentage of revenue they bring and can split it up in whatever way they deem appropriate for their teams. Seem fair? I thought so.

You bring in more money, you get more money. You bring in less, you get less, but don’t bitch, you brought in less.

My thought process on this issue has changed considerably since my first reaction. I love the logic behind revenue share because the Capitalist in me seems like that is equitable and fair. You make more, you get more. But the reality is, the women, in this case, have not had the same advantages of the men for decades, maybe a century, when it comes to this issue.

Let me break down some points:

– You don’t want to hear this but if the US Women’s Soccer team had the same contract as the US Men’s soccer team, they would actually make less money than their current contract. The US Men would argue and are currently renegotiating, they would make more if they had the women’s contract! From US Soccer, the women actually make more than the men, but the men make more overall because of professional money and non-US Soccer tournaments.

– Men’s soccer has been funded and supported at such a different level for so long, it has given them a giant, one could argue, an unsurpassable advantage in player development, infrastructure, marketing, etc. This is why the US Men don’t require have compensation to play on the national team because they make exponentially more than the women playing professional soccer.

– If we pay the US Women equally to the US Men, the women will actually make less overall, because they don’t have this advantage of time and resources the men have gotten for so long. I don’t think pay equality is what is needed, it’s pay fairness. By the way, if you take a few minutes and actually read the legal documents, this also what the US Women are saying. But, in the media, it wouldn’t play well to say “we want more”! But, what they are actually trying to get, would, in fact, pay them more than the men, when it comes to US Soccer compensation, but not total overall compensation.

– Carli Lloyd, the famous US Soccer women’s player, admitted in her testimony that the US Men actually do have more “skill” when it comes to speed and strength. The use of the word “skill” is really what the media pulled out. The actually tactical and strategic soccer skills, ballhandling, passing, etc. Is way too subjective to argue that men have more skill than women.

– “Women’s Soccer and Men’s Soccer are not the same game.” This was a statement from my wife, a former D1 college athlete and a national team invitee. The name is the same, but we have to get over this fact that men and women playing a similar game is the same. It’s different! I love to watch women’s volleyball. Men’s volleyball is boring. I would rather watch men’s basketball over women’s basketball. If I love “basketball” why don’t I love watching both? Because I actually love watching “Men’s basketball”. Different games.

– The legal argument that US men soccer team members have more responsibility is just an ignorant statement. Again, based on history, awareness, resources, etc. US citizens get super pissed if US “men” lose at anything to other countries because we’ve been conditioned by mostly media, that this is how we should react. If the women lose, we tend to not be as upset. “Oh, they played their butts off! Next time!”  Again, we’ve been conditioned to this response. If we would have been conditioned that losing, men or women in a national team competition, is awful and unacceptable for decades, we would all truly believe this responsibility is equal, which it is, but we tend to think differently about, because of how we’ve been conditioned.

– These are all union bargained terms. This is why the US women have taken their argument public because legally this win will be hard. They bargained fairly and agreed to these terms. Courts love to uphold bargained agreements. You signed the contract and now you think it sucks. Okay, go back to the bargaining table. Isn’t that why you joined a union?

I hear your argument right now. “Tim, more people want to watch men over women, the TV viewership, ticket sales, etc., show this!” The reason women don’t have the same resources is because it’s not the entertainment people want. Well, for decades, men were the only entertainment option we’ve been given! “Tim, men’s football and men’s basketball pay for all those Title 9 scholarships for women!” And every other men’s sport as well. Again, historically we didn’t support women’s athletics even close to men’s. So, if we did, from the beginning, would we even need Title 9? We won’t know, we are where we are right now.

Also, I don’t give a crap that one team was more successful than another. In the world of national teams, that doesn’t really matter. In the US, our best male athletes usually gravitate to the sport that pays them the most money (basketball, American football, baseball, even hockey). Women, again, don’t have those same avenues. The highest NBA player salary in 2019 was $34,000,000 per season. The highest WNBA player salary was $127,000.

The US Women’s Soccer team should not be paid equal to the US Men’s team. They should be paid more. Paying them the same would just be another injustice to female soccer players. We have systematically put women athletes at a disadvantage for so long in the US. Not pay equity, pay fairness.

If you think GenZs are Entitled Snowflakes, You’re an Idiot!

I made this joke on Twitter recently:

This has been a frustration of so many of my peers in Human Resources over the past couple of years. We have leaders, usually Gen X or Boomers, who think anyone younger than them are called “Millennials”. It’s uninformed at best, and just a bad look for leaders in our organizations.

The crazy part is it’s not just about getting the generational names correct, it’s also about how we tag a generation. I’m not a fan of “generational” training programs, but they are hugely popular. I get requests to come and talk about generational differences to organizations monthly, and I’ve never spoken about generational differences!

For some reason, we are fascinated by the concept of having multiple generations working together in the workplace. We want to know all the broad differences between the generations, knowing as soon as we throw out one of those stereotypes, we immediately look like idiots.

I’m particularly triggered by older leaders who feel Gen Z’s are just a bunch of kids you are entitled snowflakes on their phone all of the time. I’m this way because I have three Gen Z sons and see who they, and their friends, are becoming and in so many ways they will outshine my Gen X generation over the same period of time, by a mile!

CNN did an article highlighting four GenZs who are doing amazing things:

  • One is teaching swimming to people with disabilities.
  • One started a movement to cheer up kids going through difficult times.
  • One is helping Vets in need.
  • One is making and delivering “Blessing Bags” for the needy.

What all of these GenZ people have in common is what I see from my own GenZ connections. GenZ grew up during the Great Recession and saw what hard times do to people. In turn, that experienced shaped them into young people who want to help others, are willing to do the work to help others, and do it in a way that is modern and digital.

Yes, they are on their phones a lot. So, are we all. But, they use this digital world to do things a speed we could have never comprehended when we were their age. They are consuming information at a rate far exceeding every generation before them, which makes them better informed than most before them.

I wouldn’t call them entitled or snowflakes. They are not delicate or looking for a handout. They were raised in hard times and they are giving back as much as any before them. You might call me a fan of this generation. I have so much hope for what they will bring to the world. As a parent, I guess we probably all feel that way about our kids.

As we get ready to go into 2020, I would love to see all leaders embrace this growing younger workforce in a way that is positive and hopeful for the future. I think we are in good hands with GenZ!

Life is better when you have cheerleaders!

I’ve got some great friends in my life. People who support me in my professional field. I’ve got cheerleaders that are on my side hoping I succeed in everything I do.

Do you have cheerleaders? Do you have a cheerleader?

I think if you have one your life is richer. It’s not about who has the most cheerleaders, but I do think it is critical for your success to have a cheerleader or two in your life.

What’s the role of a cheerleader in your life?

  • Support you in the community when you are not present.
  • Support you in your professional and personal positive endeavors. Sometimes in person. Sometimes from afar.
  • Pick you up when you are having a hard time picking yourself up.
  • They believe in you, and they’ve let you know they believe in you through their words and actions.
  • To let you know what you do matters. Maybe only to one other person, but it still matters.

Just because someone is your cheerleader doesn’t mean you need to be their cheerleader. I have people in my life that I cheer for, that they don’t cheer for me. It doesn’t mean they dislike me, it’s just they aren’t one of my cheerleaders, and that’s okay. I also have cheerleaders that I don’t return the favor for, again, not because I don’t cherish them, I just don’t know them enough to return that favor.

I think cheerleaders get a bad rap in our society. Why would someone want to stand on the sidelines and just cheer for someone else? Go do it yourself!

Yeah, I get that, but also what’s wrong with wanting to help someone else succeed? It’s a very selfless and endearing feature to want to help others succeed and cheer them on in their success. I don’t think cheerleaders get enough credit for what they do. When a team loses or an individual loses, people feel bad for them, but no one feels worse than those who cheered them on the most.

Here’s what I know.

I’ve been in places in my life when it felt like I didn’t have any cheerleaders in my life, and I’m in a place where it seems like I’ve got a tremendous amount of cheerleaders in my life cheering me on daily.

Life is way better with cheerleaders.

DisruptHR Detroit 3.0 Speaker Applications Now Being Accepted!

For those who don’t know, I’m involved with DisruptHR Detroit with an amazing team of HR pros and leaders, and we are putting on our 3rd event on Thursday, September 19th at 6 pm.

Great DisruptHR events start with Great content and we are now Accepting Speaker Applications for DisruptHR Detroit 3.0!

Due Date is August 2nd!

Tickets for this event will go on sale on August 5th and we’ll announce the full slate of speakers and the agenda on August 9th.

The location of DisruptHR 3.0 will be downtown Detroit at The Madison. Click through to the DisruptHR Detroit site for more information.

Who makes a Great DisruptHR Speaker

Anyone with a passion for HR, Recruiting, People and pushing the envelope around what, why and how we do what we do every day in the world of work!

We especially love practitioners of all experience levels. You don’t know have to be a twenty-year vet to be great at DisruptHR! You can be an HR pro in your first year on the job. It’s all about passion and ideas!

So, what makes a great DisruptHR Talk?

  1. It’s 5 minutes – so you better be tight around what your topic and idea is!
  2. 20 slides that move every 15 seconds – you don’t control this, we do. So you better practice!
  3. No selling products or services – Yes to selling ideas and passions!
  4. Make us feel something – laugh, cry, anger – have a take and be proud of that take!
  5. We see and feel your passion.

We’ve built DisruptHR Detroit to be a supportive hub of HR and Recruiting. We want people to come and challenge us, but know you’ll be rewarded with an audience that will support you and cheer you on. These talks aren’t easy, and we get that! The audience gets that!

How can you speak at DisruptHR Detroit 3.0?

APPLY to Speak it’s easy! It’s a great development opportunity for those looking to get on stage and have some professional experience speaking. You actually get a professionally produced video of your talk that you can use as evidence of your ability. It’s also a great networking opportunity with the Detroit metro HR and Talent community!

Should You Be Promoted Every 3 Years?

If you didn’t catch it this week, a job board executive came out with how often you should be promoted early in your career. Basically, he said it should be every three years. Do you agree?

Early-career employees should aim to get a promotion around every three years, according to Ian Siegel, CEO of ZipRecruiter. “If you aren’t moving up after three years, there is a problem,” he said.
Let’s say you start your new job right out of college at 22 years old.
First job title (Individual Contributor): HR Generalist 
Second job title at 25 years old: Senior HR Generalist
Third job title at 28 years old: HR Manager 
Fourth job title at 31 years old: Senior HR Manager
Fifth job title at 34: HR Director 
Sixth job title at 37: Sr. HR Director 
Seventh job title at 41: Vice President of HR
I’ve told this story before but I had a goal coming out of college that I wanted to be a Vice President by 35 years old. I spent the early part of my career chasing titles. I became a Vice President at 38. Upon becoming a VP at 38 I immediately realized it didn’t matter at all!
Titles are organizational-size specific. If you work for a 250 person company (or a bank or a startup) becoming a VP of whatever probably isn’t too hard. If you work for a company that has 25,000 employees becoming a VP is going to take some time. Also, are you really a Vice President when you have 2 direct reports, or when you are responsible for an organization of hundreds or thousands?
The reality is titles are basically meaningless to everyone except yourself.
I think Ian’s math actually works out for large organizations. If you start working for large companies, the three-year promotional cycle probably works out in most normal economic environments for above average performers who meet the following criteria:
  1. Have the desire to continually move up.
  2. Have the ability and desire o relocate.
  3. Have a specialized skill-set or education.
  4. Have a willingness to go cross-functional and learn all parts of the business.
  5. Have the ability to play the political game.

You don’t get promoted for just showing up and doing the job you were hired to do. Every idiot in the company can do that. Showing up doesn’t make you promotable.

There are probably a few things that can help you move up faster that I think most upwardly mobile professionals don’t know. You need to make your boss know that you want to move up and you’re willing to work with them to make that happen. Working with them doesn’t mean trying to push them out, it means you will work to push them up.

You need to have a developmental plan that your boss, and maybe the boss above them, has signed off on. This plan is your responsibility, not their responsibility. If you think it’s your bosses responsibility to make your development plan and push for your promotion, you’re not someone who should be promoted. Own your own development, with their guidance.

Understand that three years in an average. You will be promoted sometimes in six months and sometimes in six years. In some career paths you’ll be promoted three times in three years, but then not again for nine. The right amount of patience is critical in getting promoted. One of the biggest mistakes I made in my career was jumping companies for a title because I thought my current boss wasn’t going anywhere and three months after I left he was promoted and told me I was in line to take his spot. I loved that job! I had no patience.

Being promoted has nothing to do with time and everything to do with you putting yourself in a position to be promoted.

 

 

 

Who has been your biggest influence in your life?

Great personal story to share today of a very cool interaction that happened this week.

So, if you’re reading this blog post you’ve by now guessed that I write a bit. This all started ten years ago and I have frequently told you to blame my great friend, Kris Dunn, who got me started in blogging, but there’s more to this story!

When I was a freshman in high school at Godwin Heights High School in Wyoming, MI (basically a neighborhood in Grand Rapids, MI), is when I really started writing. Godwin Heights was a blue-collar high school. We actually walked by a GM plant on our way to school. Our baseball field was next to the plant parking lot and the workers on break would throw the foul balls over the fence so we didn’t have to climb the fence.

So, ‘start writing’ is a bit of a stretch. I was forced to write every day by my freshman English teacher, Ruth Kemp. Ruth was one of those great educators, a throwback in public education to a time when individuals became teachers because they just love teaching kids. They would have probably done it for nothing if they could. Always excited to see her kids learn, and she was super passionate that writing was like any other skill if you wanted to be good, you had to do it every day, so she made us journal for fifteen minutes every day.

I didn’t matter what you wrote, but you had to write for fifteen minutes. To me, this was torture. At first I actually just copied articles out of magazines (which she allowed) but that got super boring. The other crazy part about Ms. Kemp (not a Mrs., never married) was she would comment on each kids journal. Sometimes just a word or two, sometimes paragraphs, even more than you wrote yourself.

Being a class-clown type, I wanted to see how far I could get her to interact with me ‘in the comments’ of my journal, so I started to make up random stories about people in the class. She didn’t bite, but instead played along and expanded the stories. Asked all these probing questions about my stories, etc. She got me to write more in a creative way and I was energized by her feedback and interaction with me, I couldn’t wait to get to the next class to read what she wrote back to me.

So, this isn’t the story I wanted to share, but you need the context. 

When my book got published last year, I tracked down Ms. Kemp’s address through the school, even though she had retired, and sent her a copy with a long letter explaining her influence on me. Again, she wrote back, and it took me all the way back to my freshman year of high school, her words, tone, energy were still exactly the same.

This week I’m flying out of the Grand Rapids, MI airport. I usually don’t, because it’s not the closest to my house, and it’s fairly small so no direct flights, but there was a direct flight of Minneapolis, so it was going to be easy. I probably go out of Grand Rapids 3-4 times per year. One of my high school classmates I had mentioned on social media a few years ago that Ms. Kemp was a volunteer at the Grand Rapids airport, so each time I fly through I look, but in years have never seen her, so I figured she probably didn’t do it anymore.

On Tuesday night I fly in at 11 pm. 11 pm airports are pretty quiet. Especially small airports. I’m walking from the gate to the parking garage and I spot Ms. Kemp, at 11 pm, standing at the visitor desk packing up her things. I hadn’t seen her in person since my senior of high school.

I walk up and she looks at me and says “Can I help you?” I say, “I’m Tim Sackett”, and she says “Of course you are!” And gives me a giant hug. We catch up, I get to thank her again for her influence on me in person, and I say goodbye. Turns out, that Tuesday night shift was Ms. Kemp’s last shift ever at the airport, and now she is fully retiring. It was done at 11 pm. She was packing up to leave for good.

We have some pretty crazy things happen to us in our life. The fact that I got to see Ms. Kemp again, probably for the last time ever, by a chance meeting in an airport at 11 pm on a Tuesday is insane. One of the biggest influences in my life, and call what you will, Karma, etc. , the universe let me have that moment. Student, teacher.

Enjoy your retirement, Ms. Kemp. You influenced countless blue-collar kids to be better than we thought we could be.