Help Me Name My New Podcast

Every once in a while in life you get really lucky and find a true friend. Back about eight years ago I had that happen in the strangest of circumstances. I was running talent acquisition at Sparrow Health System when I found an HR blog written named The HR Capitalist, written by Kris Dunn.

The dude wrote, exactly like I thought in my head. I had never read a blog before, and truly had no idea what the heck it was. But, I knew I had to reach out to this guy, because he was my brother from another mother. So, I sent him an email. I mean I sent him an email the moment I got done reading the first post I found of his.

Kris emailed me back within minutes, with his phone number, and said, “call me”. Okay, now I’m a bit scared, creeper! So, I called him, because I started the creeping by sending him some fanboy love note. We talked for at least an hour on the phone that day, and soon after I started writing for his Fistful of Talent blog and the rest you can say is history.

So, yeah, we’re sorta BFFs. Our wives get sick of us texting each other at weird times. In 2017, middle-aged men don’t really have ‘friendship-friendships’. You know a lot of guys. You call them your friends but you never really talk about anything real. It’s mostly sports and weather. KD and I get on the phone and we have to schedule ourselves or we’re an hour into the call and haven’t even talked about what the hell we called each other on. That’s rare for dudes.

So, why am I telling you this? I asked my friend, Kris, to start a podcast with me. We figure other people would love to hear our conversations because we think we’re so freaking smart and have the world figured out. Or, maybe they would like to hear our snarky take on everything from pop culture to leadership theory. Anyway, it’s going to be a weekly show. Probably thirty minutes in length (we told each other this, but I can’t remember the last time we actually talked for under thirty minutes).

We want to do a Leadership Podcast. We both have strong recruiting and HR background, but most of our career the stuff we found most interesting was when we got to coach hiring managers to be better leaders. So, we need your help finding a name for this podcast. Here’s what we came up with:

  • Leadershipping with Kris Dunn and Tim Sackett
  • Never Boss Alone with Tim and Kris
  • Ready to Manage with KD and Me

Click on this Link to Vote for the Title you like best! (Or you can also give us your idea for a better name as well on the survey!)

The goal is to make this a leadership based podcast that HR and TA leaders can pass onto their hiring managers and say, “You need this!” or maybe they’ll just say, “I really liked this and thought you might too!” (which is way more politically savvy!)

Thanks for helping Kris and I out. We are looking forward to sharing this with all of you!

 

 

Pretty People Make the Best Employees

What do you think of, in regards to smarts, when I say: “Sexy Blond model type”?

What about: “Strong Athletic Jock?”

What about: “Scrawny nerdy band geek?”

My guess is most people would answer: Dumb, Dumb, Smart – or something to that context.

In HR we call this profiling and make no mistake, profiling is done by almost all of our hiring managers.  The problem is everything we might have thought is probably wrong in regards to our expectations of looks and brains.  So, why are ugly people smarter?

They’re Not!

Slate recently published an article that contradicts all of our ugly people are more smart myths and actually shows evidence to the contrary. From the article:

Now there were two findings: First, scientists knew that it was possible to gauge someone’s intelligence just by sizing him up; second, they knew that people tend to assume that beauty and brains go together. So they asked the next question: Could it be that good-looking people really are more intelligent?

Here the data were less clear, but several reviews of the literature have concluded that there is indeed a small, positive relationship between beauty and brains. Most recently, the evolutionary psychologist Satoshi Kanazawa pulled huge datasets from two sources—the National Child Development Study in the United Kingdom (including 17,000 people born in 1958), and the National Longitudinal Study of Adolescent Health in the United States (including 21,000 people born around 1980)—both of which included ratings of physical attractiveness and scores on standard intelligence tests.

When Kanazawa analyzed the numbers, he found the two were related: In the U.K., for example, attractive children have an additional 12.4 points of IQ, on average. The relationship held even when he controlled for family background, race, and body size.

That’s right HR Pros, pretty people are smarter!  I can hear hiring managers and creepy executives that only want “cute” secretaries laughing all over the world!

The premise is solid though!  If you go back in our history and culture you see how this type of things evolves:

  1. Very smart guy gets great job or starts a great company and makes a ton of money.
  2. Because of his success, this smart guy now has many choices of very pretty females to pursue as a bride.
  3. Smart guy and pretty bride start a family which genetically result in Pretty-Smart children.
  4. Pretty-smart children grow up with all the opportunities that come to smart beautiful more affluent families.
  5. The cycle repeats.

First, this is a historical thing so my example of using a male as our “Smart guy” and not “Smart girl” is just how this originally developed in society. I’m sure in today’s world this premise has evolved yet again adding women as breadwinners, but attractiveness probably remains. We are talking about how we got to this point, not where are we now.

Additionally, we are looking at how your organization can hire better.  So, how do you hire better?  Hire more pretty people. White, black, male, female, American, Hispanic, gay, straight, it really doesn’t matter, just make sure they’re attractive!

Seems simple enough. Heck, that is even a hiring process that your hiring managers would support! The one thing I’ve never had a hiring manager tell me, male or female, is “hey, you know Tim, they’re just too pretty, they won’t work here.” Never happened. Never will.

Want to increase the talent in your organization? Just hire pretty people!

The Ultimate Gift Guide for Boss’s Day! #MakeBossesGreatAgain

Does anyone really celebrate National Boss’s Day?  It seems like something made up by some drunk employees one night and then the next day they realized it went too far!

What’s next National “White Man’s” Day? Oh wait, my black friends, women friends, Native American friends, Hillary, etc. say that’s every day! Or was that last week for Columbus Day? I get confused, they keep changing what we can and can’t celebrate.

I have to say I’ve been a ‘boss’ for (well, let’s face it I was born a ‘boss’!) twenty-some years and the only Boss’s Day gift I’ve ever gotten was being taken out to lunch back in the 90’s! Ever since then I was told it was a bad thing to be a boss. I needed to be a leader and leaders don’t get gifts, we give gifts!

I can’t enjoy being white. I can’t enjoy being male. I can’t enjoy being a boss. The struggle is real!

So, since I can’t enjoy Boss’s Day I decided to develop a list of gifts I would like to receive on Boss’s Day is we lived in let’s say Trump’s America! I’m sure part of his political platform is to Make Bosses Great Again!

The Ultimate Boss Gift Guide for Bosses Day:

Free Back Massage Coupons! Can you imagine anything more magical than giving your well-respected boss a nice good old fashioned in office back rub! Yeah, I thought so!

Liquor! Hey, this boss in-office bar doesn’t stock itself! Top shelf don’t try and drop off anything you’d find on the rail, no boss wants second tier liquor!

A nice tie! Just kidding, you should be fired if you give your boss a tie on Boss’s Day! Unless that tie comes with an invitation to tie you up! Now we’re talking boss language!

Signed copy of “Mean Business” by Chainsaw Al Dunlap!  You kids might have to look up the career of Chainsaw Al, it’s brilliant and inspiring for real bosses. Every boss loves a good bookshelf filled with books they haven’t read but one that scares the hell out of any employee who sees the titles!

Your Employee of the Month parking spot! Just kidding, again! Ha! Suckers, I park in covered parking or the driver drops me off up front. Keep your Row 1 parking spot, your 2007 Honda Civic looks really nice there.

Boss’s Day! It seems like it only comes around once a year. I’m not quite sure how that happened, you would think bosses would have made it monthly!?

So, remember today isn’t about you, it’s about your Boss! Make them feel special. Treat them with respect. Kiss the ring.

The 2016 Fall Michigan Recruiter’s Conference!

This is the third annual conference we’ve done and they just keep getting bigger and better! We’ll have 150 Corporate TA Pros and Leaders joining us this conference, all working to become the best damn TA pros we can be!

This year’s lineup includes:

Laurie Ruettimann – Mrs. Punkrock HR-Cynical Girl-Marathon Runner!

Gerry Crispin – The Godfather of Candidate Experience & Co-Founder of CareerXRoads!

Ambrosia Vertesi – Mrs. HR Open Source

Chris Bailey – Mr. TEDx Seven Mile Beach, the King of Cayman Islands HR & Anything Over Ice!

Kerri Mills – 2015 SourceCon Grandmaster Sourcing Champion, Indeed TA Pro & @TheJobGirl

Friday, October 14th onsite at the Amway World Headquarters in Grand Rapids, Michigan!  You can check out more details here – Michigan Recruits! 

Registration is now open! It’s $49! Why?  Because we think paying thousands of dollars to attend a great conference is out of reach for most Talent Acquisition budgets! At least it was in almost every organization I went to!  We wanted to bring great recruiting content, national level content, to our own backyard in Michigan!

REGISTER HERE! (It’s filling up quickly, we have limited space!)

We’ve designed this conference to be a corporate Talent Acquisition safe-zone! What does that mean?  Third party agency recruiters will not be invited. It’s not that we don’t like the agency folks. It’s that agency folks can’t shut themselves off when it comes to selling!  We want an environment that is about learning and development, about raising the recruiting game of all those attending.

Check it out! You won’t find a better one-day lineup anywhere in the world for $49! It’s crazy. Also, a big shout out to our two main sponsors – ViziRecruiter and CareerBuilder – without them we couldn’t keep it this cheap!

 

Tech Companies Should Move To Detroit!

You might have seen this chart recently over at Business Insider:

Screen Shot 2016-06-06 at 11.10.07 AMWe all probably got this. It costs a TON to live in San Fransico! Way too much. You’re crazy if you want to start a tech company in San Fran.  So, what do all those super smart folks do? Yeah, stay west coast and just go a bit more north to Seattle, still expensive, but seemingly cheap in comparison to San Fransico!

It’s one of the main reasons Austin, TX became a hotbed of tech startups and headquarters about a decade ago. Relatively cheap to place to live. Access to a major university (Univ. of Texas), which gives you young, talented, tech savvy folks. Nice weather.

Here’s the magical formula to picking a place to house your tech company:

  1. Access to talent.
  2. Place people want to live.
    1. Good weather.
    2. Hip vibe.
    3. Affordable. (not necessarily an important factor – but increasing in importance!)

Give this magical formula, I’ll give you the number 1 destination of new tech startups!

DETROIT!!!!

Well, actually it’s Ann Arbor, which is about a 15-minute drive from Detroit’s International Airport, a Delta hub and one of the nicest airports around. Which means direct flights to almost everywhere. Home to the University of Michigan and great talent pipeline (Michigan State is also 50 minutes away). So, you have two Giant universities and roughly 80,000 students within easy driving distance.  A ton of other smaller universities within a 50-mile radius as well (Eastern Michigan, Wayne State, Oakland Univ., Univ. of Toledo, etc.).

It’s super cheap to live. Ann Arbor is a great college city, with access to the bigger Metro Detroit area within a thirty-minute drive. Access to someone of the world’s largest freshwater lakes. Toronto is an easy, cheap flight, or 4-hour drive away.

Okay, you won’t get super nice weather. You’ll get four seasons, midwestern work ethic and so much more for your money you won’t understand why anyone ever went west to begin with!

Oh, I hear you. What about the talent?  The Detroit Metro Area is one of the world’s largest engineering centers in the world! You know about all the auto companies, but what you don’t know is that Google has been growing an empire in Ann Arbor for years, and doing it quietly because they don’t want others hoarding in on the secret!

So, yeah, Seattle is way cheaper than San Fransico. You only have to pay 35% of pay towards rent. In Detroit, you only have to pay about 15% of your pay towards rent!

Detroit! The new San Fransico! We even have a bridge!

Michael J Fox’s Perspective on Co-Workers #WorkHuman

Michael J. Fox was one of the closing day keynotes at the WorkHuman conference this year, and he killed it like you expect. One of the key takeaways I took from his talk was in regards to all those people you work with on a day to day basis.

Mike Fox laid out two things you should think about when you think about how you interact with your co-workers:

1. Enjoy the people you work with for what they can positively contribute to you and your organization.  This is all about focusing on the strengths of those around you. If you constantly focus on what someone can’t do, you make them miserable and you stress yourself out as well.  People perform better when you allow them to do what they’re good at. When you recognize them for what they bring to the organization, not what they don’t bring.

2. If you can’t enjoy the person you work with, be thankful you’re not them. We are all going to have people in our life that we have to work with that we frankly just don’t like. Could be personality, or skills, or attitude, etc. Mike Fox said you can still find a positive out of this by focusing on the fact you’re grateful that you don’t have their challenges, and by helping those people be the best version of themselves.

I love this philosophy!

Mike Fox was very big on this concept that judging others will get you nowhere. It’s such a big part of culture. I know I do some this myself, and it’s not something I’m ever proud of. The reality is judging others says more about your inadequacies than it does about the persons you are judging. It was a great reminder.

It was a great reminder. In HR and TA we tend to believe ‘judging’ is part of our job description, but it’s not. The best HR and TA Pros I know don’t judge candidates or employees but find what is most useful of those individuals and try and put those people in positions to be successful.

Finally, Mike spoke about fear. Fear others have when they look at him. They look at him expecting to find fear in him and instead see their own fear in his eyes. That statement made me pause. He’s not fearful of his situation. He’s happy life gave him this enormous platform to change lives.

Perspective. We shouldn’t assume we know others based on our own beliefs and fears. Here’s a guy who is facing an uncertain future, but he’s embraced the joy of living one day at a time. The real secret, he didn’t share, is we all are facing life one day at time, he’s just figured it out way before us!

 

Don’t Apply to College if You’re White, Middle Class and Male

I heard a female comedian the other day say one of the truest things I’ve ever heard:

Look, if you’re a white dude, and you’re failing in America, you’re really a failure! You’re like the definition of failure! You can’t be a white dude and complain about how hard life is. If you’re a white guy and you’re failing at life, you’re basically saying, “I can’t find a way to be successful in a society that was built for me.” That’s America.

Which is probably why Trump is trying to make it white great again!

What this comedian was saying is no one wants to hear white dudes whine about stuff. “Oh, it’s so hard to find a job.” “Oh, I can’t afford a house in the richest part of town.” “Oh, I’m not going to be able to retire until I’m 62.” In comparison to real people problems in the world, it all sounds stupid.

Did you hear the whole Kelly and Michael drama that blew up this past week? All said and done, Kelly comes out and says, “My Dad, who drove a bus for thirty years, thinks we’re all crazy!” Privilege, at any level, isn’t supposed to whine about shit.

So, all that being said, here’s my privilege whine:

College Acceptance and Tuition Payment is completely broken! 

My middle son is about to make his college choice. He’s got some great schools that have accepted him. He has some great ones that did not. His dream school was Duke. He also really liked Northwestern, Dartmouth, and UCLA. He has a 4.05 GPA on a 4.0 scale (honors classes give you additional GPA) and a 31 on his ACT (97th percentile of all kids taking this test).  He had the grades and test scores to get into all of those schools.

What he didn’t have was something else.

What is the something else?

He didn’t come for a poor family. He didn’t come from a rich family. He wasn’t a minority. He doesn’t have some supernatural skill, like shooting a basketball. He isn’t in a wheelchair. He isn’t from another country.

He’s just this normal Midwestern kid from a middle-class family who is a super involved student-athlete, student government officer, award-winning chamber choir member, teaches swimming lessons to children, etc., etc., etc.

Basically, he falls into this no-man’s land of what colleges and universities don’t want these days. Male and White.

Can I keep whining? Whatever, it’s my blog – buckle up! 

What is the other something else, from a financial perspective?

He got into Boston College, another dream school for him, and one that wanted him to come and continue his swim career at the Division 1 level. BC also costs $68,000 per year.

Colleges and U.S. Federal Government hate kids who come from families that do the right thing.  What’s the “right thing”?  He comes from a family that pays their mortgage, saved some money for his tuition and put money away for retirement.

Apparently, all those ‘positive’ things, like being financially responsible, are not liked by colleges and the federal government. Colleges and the U.S. Government would have preferred that I didn’t work, let my house go into foreclosure and was in debt up to my eyeballs. If that was the case, both the college and U.S. Federal Government would reward my bad decision making and pay for my son to go to school, fully!

Because he comes from a family that made good decisions, Boston College, and the Federal Government thought it was a good idea for him to pay $68,000 per year to attend their fine university.

My wife and I have spent our son’s entire lives saving for them for college. We sacraficed to basically give them a fund that would pay two full years of tuition and living at a normal state four-year college. The other two years are on their own. We feel they need to shoulder some of that cost to appreciate what it is they’re investing in.

I get it. No one wants to hear about how the middle-class kid can’t go to the super high-end school of his dreams because he can’t afford it.

I’m struggling with this. I’m no different than any other parent who tells their kid when they were little, work your butt off and one day you can go to Harvard! When I should have said, work your butt off, I’ll make awful financial decisions, and then you’ll be able to go to Harvard.

Here’s what I know, and it’s a hard pill to swallow, if my son did exactly what he did (grades, involvement, etc.) and he was Hispanic (or Black, or American Indian, or from a poor country) and I had no money, he would be getting ready to enroll into Duke. But he’s not.

What did he do wrong? He was born into a white family that worked their ass off to give him every advantage in life.

White privilege is a privilege until it’s not. Until a kid’s dream is broken for something he can’t wrap his brain around. Believe me, I understand this goes both ways. I understand there are black kids who don’t even get an interview for a job because some white kid’s Dad already got them the job ‘behind the scenes’. That isn’t right either! In my mind, I don’t see the difference between these two examples.

Rant over. Colleges are going the route of corporate America. White guys are bad, everyone else is desirable, do whatever it takes, at any cost, to make sure this happens. Well, unless, your old, corporate America doesn’t like older people either, no matter what color or gender you are – but that’s a rant for a different day!

Hit him in the comments and tell me how out of touch I am, then remember this is all about a 17-year-old boy with a dream. A dream he worked his ass off to achieve.

Death of the Millennials

I was at a conference recently and one of the keynotes actually gave a presentation on how to work with millennials. I thought to myself, “how 2009 of this person to do this!” I’ve vowed at this point to never sit through another presentation on millennials in the workplace. Millennials are now dead to me.

Just as Baby Boomers, GenXer’s, GenZs, The Founders, etc., are all dead to me. All of us are people. All of us are in the workplace. All of us have to work together and get along. Focusing so much on one group over another just perpetuates dysfunction and confusion. I actually heard executives talking about kids graduating high school and believing they also are ‘millennials’. Just stop!

That all being said, IBM came out with an infographic about the myths, exaggerations and uncomfortable truths of millennials, last week, which sparked my little rant. I wanted to share these five myths and add some commentary:

1.Millennials’ career goals and expectations are different from those of older generations.

Turns out we all still, for the most part, want the same thing. Good job. Good pay. Stability. Don’t buy into the hype that any of your workers want to jump around from company to company. They don’t.

2.Millennials want constant acclaim and think everyone on the team should get a trophy.

Again, every generation wants feedback and told they’re a rock star, even when they’re not. As we age, we start to gain a little better self-insight that we might suck. When we’re young we think we’re awesome, even when we’re not.

3.Millennials are digital addicts who want to do everything online.

I have 8 aunts who are all in their 60’s, pushing their 70’s, all of whom spend most of their day on digital devices gaming and on social sites. This is the world we live in. My Mom would rather order a pizza online then pick up a phone. Welcome to modern day life.

4.Millennials, unlike their older colleagues, can’t make a decision without first inviting everyone to weigh in.

No one wants to be the one who made a decision that went wrong. In most corporate settings all workers play the CYA game by sharing decision-making responsibility. We all say we want to make decisions until we’re actually given that responsibility, then we turn into bowls of jello on the floor hoping we didn’t ruin our careers!

5.Millennials are more likely than others to jump ship if a job doesn’t fulfill their passions.

Guess what? Young people today have a ton of debt. That means you have to work and make money to pay down that debt. Then you decide to buy a house, get married, have a litter of puppies, etc. Passion is awesome. If you get a job you’re super passionate about, good for you, you’re winning at life. 99% of people will work in a job they like, make decent money, pay their bills, and probably will be passionate about other parts of  their life. I think they’re winning as well.

For the record, the last Millennials entered the workforce two years ago. Can we start talking about these snotty-nosed, spoiled brats who are beginning to enter the workforce right now with their Snapchatting and their video and their ability to brand themselves and never-ending gaze to the glow of their smartphone!? They’re calling themselves “The Founders”.

Go have fun with that. They named themselves…

The Best Recruiters are Competitive, A Hypothesis

I’ve worked in recruiting and HR for about twenty years. At this point in my career, I estimate that I’ve hired about 100 Recruiters.

I’ve hired recruiters that come from almost every environment and education. I’ve gone the Enterprise Rent A Car route and hired college athletes. I’ve gone to colleges and hired HR graduates. I’ve hired seasoned recruiting veterans from both agency and corporate. I’ve hired uneducated individuals from service backgrounds. I’ve hired specific practitioners who have deep knowledge of what they’re recruiting – nurses, IT pros, etc.

None of these things made one bit of difference when it came to performance as a recruiter, in either environment, corporate or agency.

The only thing I’ve found to be a differentiator of true recruiting performance is the level of competitiveness an individual has internally. This is why it’s so popular to hire former athletes as recruiters, we assume since they are athletic, that they must be competitive. But, this also fails, many times.

You see, you don’t have to play sports to be competitive.  You might just be that kid you threw the Monopoly board across the room when you lost to your sister. You might be that person who can’t stand that your neighbor’s lawn looks better than yours. Who knows why and what you’re competitive with, but it’s the key to being great a recruiting.

Many will wrongly assume that males are more competitive than females. In my experience, I’ve found this not to be true. Both sexes can be very competitive, it’s finding which ones are competitive that becomes the difficult thing.

So, why does being competitive help make you a great recruiter?

I believe competitiveness is a great trait for recruiters because it leads them to want to ‘win’.  What’s the win in recruiting? It’s filling the position! Recruiting is just one small game, after another. Each one that is slightly different, with new complexities to complete.  Each time you fill an opening, that is like making a point on your scoreboard.

If you put a group of these people together, even though they’re all working on separate openings, they see each other making placements and they want to do this as well. This competitive drive, alone, makes an individual succeed or fail at recruiting.

This becomes the main issue of why selecting non-proven recruiters is such a crap shoot. It’s very difficult to measure someone’s competitive drive accurately, and interview questioning is unreliable. In my 100 hires, I would say I’m 50/50 in getting it right. When I talk to other agency executives and TA Leaders, many share the same ratio.

Want to hire better recruiters?

Focus completely on finding ultra competitive people, who love keeping score, and throw them into the game.  I like to say Recruiting isn’t hard, but I know that it is.  Recruiting is easy if you’ve got the right people, who will do whatever it takes to win. That’s the competitive difference!

Rerun – The 11 Rules for Hugging at Work

It’s Spring Break in Michigan, so I’m going to step away from the daily grind and throw some Reruns at you! You guys remember Rerun, from What’s Happening? (look it up, kids!) So, enjoy the Reruns, they’re some of my favorites!

Originally ran February 2014 – 

Hello. My name is Tim Sackett, and I’m a hugger.   Being a hugger can make for some awkward moments – what if the other person isn’t expecting a, or doesn’t want to, hug and you’re coming in arms-wide-open!?

Fast Company has an article recently titled: To Hug Or Not To Hug At Work? by Drake Baer, that delved into this subject.  Here’s a piece from the article:

“the uncomfortable feeling you get when you realize that your concept of your relationship with someone else doesn’t match their concept. The intensity of awkwardness roughly corresponds to the magnitude of difference in relationship concepts.”

I consider myself to have a number of roles: Husband, Dad, Coach, Boss, Friend, Coworker, etc.  In each of those roles I’ve hugged and will continue to hug.  Sometimes, though rarely, I’ll find someone who isn’t a hugger.  The first time I ever met Kris Dunn face-to-face, we’ve had known each other and talked frequently by phone for a year, at the HR Tech Conference – he was coming out of a session, I recognized him, he recognized me, and I went full ‘bro-hug’ (sideways handshake, other arm hug-back slap combo) on him, and I’m pretty sure he was caught off guard – but played along.  Kris is a closet hugger.

Kris is a closet hugger.  Jason Seiden, he’s a hugger.  So are Laurie Ruettimann and Dawn Burke.  I find Southern folks are huggers, more than Northern.  Western more than Eastern.  Canadians more than Americans.  Men feel much more comfortable hugging women than other men. Women will hug just about anything – coworkers, babies, puppies, old people, friends, people they don’t even like, etc.

I thought it was about time we had some hugging rules for the office, so here goes:

The Hugging Rules

1. Don’t Hug those you supervise. (The caveats: You can hug a subordinate if: it’s being supportive in a non-creepy way (major family or personal loss – sideways, kind of arm around the shoulder, you care about them hug);  it’s at a wedding and you are congratulating them; it’s a hug for a professional win (promotion, giant sale, big project completion, etc.) and it’s with a group, not alone in your office with the lights off; you would feel comfortable with your spouse standing next you and watching that specific hug.)

2. Hug your external customers or clients when they initiate hugging sequence.  (The caveats: Don’t hug if: it is required to get business – that’s not hugging, that harassment. Don’t let hugs last more than a second or two, or it gets creepy; Don’t mention the hug afterward, that makes you seem creepy!)

3. Don’t Hug the office person you’re having an affair with in the office.  (no explanation needed)

4. Hug peers, not just every day. (It’s alright to hug, but you don’t need to do it every day for people you see every day. Save some up and make it special!)

5. When you Hug, hug for real. (Nothing worse than the ‘fake hug’!  A fake hug is worse than a non-Hug.)

6. Don’t whisper – ‘You smell good’ – when hugging someone professionally. (That’s creepy – in fact don’t whisper anything while hugging!)

7. Don’t close your eyes while hugging professionally.  (That’s weird and a bit stalkerish)

8.  It is alright to announce a Hug is coming. (Some people will appreciate a – ‘Hey! Come here I’m giving you a hug – it’s been a long time!’)

9. It’s never alright to Hug from behind.  (Creepier!)

10.  Never Hug in the restroom. (Make for awkward moment when other employees walk in and see that.)

11.  If you’re questioning yourself whether it will be alright to Hug someone professionally – that is your cue that it probably isn’t.

 Do you have any hugging rules for the office?