Category Archives: Wellness

DisruptHR Detroit 3.0 Speaker Applications Now Being Accepted!

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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!

It’s Time for our HR Community to Give Back! #SHRM

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I’m asking a favor. I do this extremely rarely as a blogger. But I know the power of our HR community worldwide! We have a bright, shining star in our industry who is in need of a miracle.

If you haven’t heard SHRM’s Field Service Director, Callie Zipple has recently been diagnosed with Stage 4 Cancer.

Callie isn’t her diagnosis. If you’ve had the pleasure of meeting her you know she’s a tiny ball of pure energy and smiles. She loves her job. She loves our industry. It pours out of her like a fountain.

She graduated from St. Norbert’s College’s HR degree program in 2010, under the mentorship of my friend and Professor at St. Norbert’s, Matt Stollak. He wrote a post about her – check that out.

This is from Callie’s Go Fund Me page that he sister set up for her:

“Callie is a 31-year-old, Harry Potter loving midwestern girl. She loves her husband Shane and Frenchie Gryff madly. She is an HR professional and wonderful wife, daughter, sister, human being. This past week Callie was diagnosed with stage 4 stomach cancer and started chemo immediately post-diagnosis. It’s a very aggressive cancer but she’s young and going to fight as hard and as long as she can.”

I got a chance to spend time with Callie twice this year. Once at a local SHRM event in Kalamazoo, where she showed up and we got to meet in person for the first time. And then at SHRM National this year where I was drilling her with questions about her popular podcast she does with SHRM.

Callie is the perfect spokesperson for SHRM. She’s positive. She’s high energy. She’s helpful. She’s hopeful. Callie sees the best of our industry. She sees potential in all we do. She isn’t naive to the realities of how hard HR can be, but she leans on the side of ‘we’ll figure it out together”.

Callie’s Go Fund Me page is seeking $100,000 to help her battle her diagnosis. Currently, she only has $25,000. She has a gigantic battle in front of her. She is going to go through hell to beat this. She needs our help.

What you begin to understand, even with great health insurance, is beating cancer takes money. Insurance only covers certain treatments. It won’t cover everything and it won’t cover stuff like travel and loss of income from missing work, etc. Beating cancer becomes Callie’s full-time job and it’s an expensive job, but the most important job of her life.

So, I’m asking for your help. Help Callie in her fight. If you can give $5 dollars, give $5 dollars. $10, $100, whatever you can do, please do. If you can’t afford to give money, please share this post socially online – Facebook, LinkedIn, Twitter, etc.

Give to Callie Zipple’s fund to Beat Cancer! 

I tried an Impossible Burger and Here’s my opinion…

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So, I’ve been hearing for a while all the great publicity of the Impossible Burger (or other plant-based meat products). I even got pictures sent to me by my friend Laurie Ruettimann who was cooking Beyond Burgers and Sausages over the holiday weekend. It seems like meatless burgers that taste like real meat burgers are a thing, especially for people who don’t eat meat because it’s murder but they want that great murder burger taste!

Let’s be clear, I actually didn’t order the Impossible Burger or make one for myself, one of my son’s, Cameron, ordered it and said I could have a bite of his. I actually took two bites.

Very first thought that came into my head when I could actually taste the burger in my mouth:

-College cafeteria burger. I’m not sure if you remember your college cafeteria in the dorms, but this literally was the only thought that came into my head. Not a bad taste, but instantly I was transported back to eating a burger that was looked like a burger, somewhat tasted like a burger, but didn’t really seem 100% like a burger I was used to getting at home off the grill. Those cafeteria burgers are cooked and then they ‘float’ them in hot water for hours until the college kid comes and says “give a burger”.

-A bit of different texture to a real burger, but not that drastically different. I wasn’t mushy or dry, it was actually kind of juicy in a weird way.

-Looks like a burger. Talks like a duck, walks like a duck, it must be a duck, right?

Thoughts after the experience:

-If you like a real burger, Impossible Burger isn’t a replacement. When I go to Shake Shack and order a double cheese Shake Burger and the bun is completely soaked with grease and you take that first bite, well that my friends is what life is all about. Clogged artery deliciousness and gold old red meat, ground chuck, just run it by the fire until it stops mooing love!

-I will say I had a strange sense of wanting to vote for further environmental regulations after eating the Impossible Burger, but I think that had more to do with the “Soy Protein Isolate, Pyridoxine Hydrochloride, Methylcellulose, Zinc Gluconate, Cultured Dextrose, etc.” in the ingredients than it actually changing my political identity.

-Science is amazing. If you gave me this burger on a plate with fries and never told me it was an Impossible Burger, I’m not 100% sure, after five gin and tonics, that I could tell the difference.

I’m not a person who’s going to go all red-blooded American who eats meat on you. I like all kinds of foods and I could care less what you want to eat. I’m not, and will never be Vegan or Vegetarian or Gluten-free, but if that’s what you like, good for you! More power to you. I love a great Filet from a really expensive restaurant, with asparagus and some kind of cheesy potatoes. I cook some kind of meat on the grill at least twice a week on average all year long.

What was your experience with Impossible Burger? Did you like it, love it, gotta have it? I’m 100% sure I could make it up into meatballs and put it in sauce and no would know the difference!

Hit me in the comments.

Hot or Cold? Your Office Temp has Gender Performance Impact!

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There’s a new study out that shows that men and women actually perform at different levels based on the temperature of the environment they are in. Can you guess which gender performs better in hot or cold temperatures?

So, the 27-year married man in me had a guess!

My wife loves to sleep with the bedroom ice-cold! There have been many nights, as the dog and I huddle close sharing body heat, that we didn’t think we would make it through the night. The headline the next day would be, “Woman finally has a peaceful night’s sleep as husband and dog freeze to death in the bed beside her!” I kid! Partially!

So, my initial guess was that women perform better in cold temps. I was completely wrong! From the study:

“The authors found that female students generally performed better on math and verbal tests when the room temperature was at the warmer end of the distribution, submitting more correct responses as well as more responses overall. Conversely, male students generally performed better on these tests at lower temperatures – at the warmer end of the temperature distribution, they submitted fewer responses, as well as fewer correct responses. The improved performance of women in response to higher temperature was larger and more precisely estimated than the corresponding decrease in male performance. Temperature did not appear to impact performance on the logic test for either gender.”

So, turns out women and men are different!

But it does beg the question of how do get to an optimal temperature for our office environment when we have both men and women working together?

I’ve worked in organizations where the facilities folks were a bit crazy when it came to temperature. They had one temp and no matter what that was going to be the temp. You weren’t allowed space heaters, or fans (the claim was energy usage), so you would see people wearing coats or have blankets at their desks. Or see people in tank tops because it was so hot!

The reality is we all have preferred temps that will help us perform better and when we think about the employee experience and the physical environment our employees work in, it’s up to us to figure out how to be help them optimize the temperature that’s right for them! This isn’t someone just being a diva, this is science! We want high performance and workers thriving, then the physical temp they are working in matters.

So, what temp do you perform in? Or have you even noticed? Hit me in the comments.

 

Who has been your biggest influence in your life?

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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.

The First Question Every Leader Needs to Ask Themselves!

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I’ve been blogging now for ten years. Writing every day for eight years. If you go around writing and telling people you know something about something, guess what? They’re going to ask you to tell them about something, specifically as it relates to their circumstance.

So, I get asked my advice quite a bit about talent and HR issues people are facing.

There is a bucket of questions I get asked that fall into the same type of category.  These questions all have to do with how do we ‘fix’ something that isn’t working well in their HR and/or Talent shops.  How do we get more applicants? How do we get managers to develop their people? How do we fix our crazy CEO? Etc.

I used to go right into how I would solve that problem if I was in their shoes.  Five-minute solutions! I don’t know anything about you or your situation, but let me drop five minutes of genius on you for asking! It’s consulting at its worst! But it’s fun and engaging for someone who came to see me talk about hugging for an hour.

I’ve begun to change my approach, though, because I knew as they knew, they weren’t going back to their shops and doing what I said.  The problem with my five minutes of genius was it was ‘my’ five minutes, not theirs.  It was something I could do, but probably not something they could do or would even want to do based on their special circumstances.

Now, I ask this one question: Do you really want to get better?

Right away people will quickly say, “Yes!”  Then, there is a pause and explanation, and sometimes from this, we get to a place where they aren’t really sure they really want to get better.  That’s powerful. We all believe that ‘getting better’ is the only answer, but it’s not.  Sometimes, the ROI isn’t enough to want to get better. Staying the same is actually alright.

We believe we have to fix something and we focus on it, when in reality if it stays the same we’ll be just fine.  We’ll go on living and doing great HR work.  It just seemed like the next thing to fix, but maybe it actually is fine for now, and let’s focus on something else.

Many times HR and Talent leaders will find that those around them really don’t want to get better, thus they were about to launch into a failing proposition, and a rather huge frustrating experience. Better to probably wait, until everyone really wants to get better and move in that same direction.

So, before you go out to fix the world, your world, ask yourself one very important question: Do you, they, we, really want to get better?  I hope you can get a ‘yes’ answer! But if not, the world will still go on, and so will you, and you’ll be just fine!

Career Confessions of Gen Z: Are We Too Busy For Fun?

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A few weeks back I came across a video of a guy that put a giant ball pit downtown New York City to see if people were too busy to have fun. On that same day, I had a conversation with my fiance about how I always have a million things on my mind at once. None of which are ever fun things. It’s more like a chore list that constantly runs through my mind.

To say the least, I am constantly stressed and feel like I am moving a million miles an hour without time to breathe. What stresses me out the most, is that I don’t have time for me. I don’t have time for fun. And I’m only 22! Is this how the rest of my adult life is supposed be?

My fiance asked me what things I want to do aside from completing things on my chore list. What do I want to do for me?

It made me think. There are a lot of things that I would love to do. I can’t remember the last time I did something for myself or even spent decent quality time with my family.

And why?

Because I am always to “busy”. Busy prioritizing the needs of everyone and everything except for myself. It brought me to question why we as humans get so caught up in all of these other things and forget about ourselves. Do we really not have five minutes out of our day for ourselves? Five minutes for fun?

I’m sure that I am not the first person to ever get caught up trying to keep up with the speed of life and as a result let my own enjoyment fall off the wagon.

The question is, how can we bring that enjoyment, the fun, back into our lives?

It’s really up to us to prioritize it. We are responsible for our lives and how we run them. For people like myself, we need to start saying no to things that can wait and start putting fun first. We need to say, “yes,” to that vacation we so badly need. “Yes” to drinks after work. “Yes” to catching up with friends. Work and house chores will still be there tomorrow.

I am not saying throw all of our responsibilities out the window and run wild. I just mean we need to do something for our own enjoyment every once and a while.

It’s also up to employers to encourage their employees to unplug and have a healthy life outside of work. Below 10 things that employers can do to help employees prioritize themselves without feeling major guilt.

  1. Don’t allow employees to have their work email on their phones.
  2. Don’t call employees or expect them to respond to emails after hours or on their days off.
  3. Require that employees leave the office for at least half of their lunch hour.
  4. Offer work from home days.
  5. Offer flexible work hours.
  6. Make the workday shorter by a half an hour.
  7. Don’t require employees to take PTO for appointments.
  8. Have fun at work. Throw office potlucks, cookouts, or go for a group walk.
  9. Have team outings.
  10. Don’t let that ping pong table in the office get dusty. Encourage employees to take at least 10 minutes out of their day to play a game and give their brain a break to recharge.

Ask yourself, are you too busy to have fun? If the answer is yes, it may be time to re-think your priorities.

Hallie Priest is a digital marketer for HRU Technical Resources, a leading engineering and IT staffing firm based in Lansing, MI, using her skills to create content to serve all involved in the job seeking/hiring process. When she is not strategizing campaigns, going over analytics, or talking about her dog you can find her at the nearest coffee shop fueling her creativity. Connect with her on LinkedIn: www.linkedin.com/in/halliepriest

Is work fun?

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What do you think? Is work fun?

It’s really the question that keeps getting asked when we talk about the future of work, and employee experience, and employee engagement, etc. Do you believe that your work is “fun”?

Fun?

That’s the first problem, we really have to define what fun is. I mean if we are doing this all official HR-like, right!?! Let’s over-process and over-think this! What is fun? Is a scale for all of us. Is doing an employee file audit fun? Maybe not for you, but you know some of us like to get freaky, so no judgement on what you call fun!

Tyler Cowen has a new book coming out titled “Big Business” and in one section he asks this question: Is work fun? Here’s part of that section from the book:

To oversimplify by only a bit, they have to pay you to do it. And that suggests work is not in every way fun. Furthermore, for most people work is the main way that they interact with business on a daily basis, which means that business is associated with the activities that take some of the fun out of our lives. Bits of fun are drained on a very regular basis, often five days a week, but the paychecks arrive less frequently in most cases and often by the less visible means of direct deposit. So the stresses and tedium of the work are for many people more vivid than the wages they earn. And that in sum is one reason business is not entirely popular with the American public—or, indeed, with the public elsewhere in the world. Business is like the parent who tells you that you can’t have everything you want all the time.

Some recent studies and surveys illustrate the potential burden of work. Nobel laureate Daniel Kahneman and economist Alan Krueger measure our “daily affective experiences” by having people wear beepers that go off at irregular intervals, at which time the people record what they are doing and their feelings. You can think of this as a technique for measuring moods. But the researchers ask about more than just the subjects’ feelings at a given point in time; they also ask how happy people are with various aspects of their lives. The study thus considers both momentary pleasure and the overall feeling of satisfaction from a life well spent, because happiness isn’t just a single thing with a unidimensional scale. For this study, the researchers recruited 909 employed women with an average age of thirty-eight and an average household income of $54,700.

And what did the researchers find? The highest-rated activities, from most favored to less favored, were intimate relations, socializing, relaxing, and prayer/worship/meditation. In the middle of the list were watching TV, preparing food, and talking on the phone, among other mundane activities. The bottom five were childcare, computer/email/ internet, housework, working, and—dead last—commuting.

So working is next to last in terms of producing a positive mood, and that is sad news. But that doesn’t mean we don’t like work; it only means we like other things better. And in fact, when you drill down, the ratio of people who have positive feelings about work to those who have negative feelings is just over 3.5 to 1. (That’s not as good as the 5.10 to 0.36 positive-to-negative ratio for intimate relations, but sex always was going to beat out work anyway.)

I love the concept of because we get ‘paid’ to work, that in of itself tells you that work isn’t fun, because in almost all cases people don’t get paid to do things that are ‘fun’. No one is getting paid to take vacations to Disney World. No one is getting paid to sit on the beach and sip frozen cocktails with zero responsibilities.

Now, I know a lot of people who get paid to do some fun stuff as part of their job, but that’s a small portion of their job, not their complete job.

I think for most of us, there are some aspects of our jobs that are fun. It’s a balance between some truly fun stuff and some stuff we are just getting paid to do, which if given a choice we would not choose to do if we weren’t being paid.

Does this then lead us down a path as leaders and HR pros to how do we add little bits of fun into work?

I think it’s something to test in our workplaces. Not forced fun. That’s the opposite of fun. But true, in the moments bits of fun. That’s the hard part, right? How do we free our leaders, or teach them, to have fun with their teams in the moment? If we figure that out, that probably unlocks a ton of positive outcomes for our employees and our organizations!

If Your Company has a Chief Happiness Officer you Should Rethink Your Career Path!

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In the past three weeks, I’ve been pitched by some well-meaning PR person about a story on how Google, Salesforce, Zappos, Airbnb, etc., have “Chief Happiness Officers” and how important they are to corporate success. Or at least, how “Happiness” as a measure is important to corporate success.

I’ve been pitched this idea four times, primarily so I would talk about their client, Snappy, which apparently is a chatbot of some kind that asks your employee questions to probably gauge their happiness or something, and in turn, you can then turn to your Chief Happiness Officer to fix the happy that is broken. (BTW – look for my new book in 2020 – “Fix the Happy!”)

Snappy might be some awesome tech, but I don’t like the pitch. I think that pitch is broken, for the real world. The real world is not Google and Zappos. Those are unicorns. Real companies have real issues and making their entitled employees happy is not one of those real issues.

I want to punch every Chief Happiness Officer in the smiling face!

Seriously, how completely warped do you have to be to think you actually bring happiness to another human being, let alone an entire company of human beings!?!

Will Smith is my Chief Happiness Officer:

Turns out CHO’s don’t make employees happy. Employees make themselves happy. No amount of money, or time off, or Taco Tuesdays, or standup desks or seven flavors of Kombucha in the employee cafe, will make a person happy. Happiness is an emotion controlled by the individual, no matter the environment they’re in.

There are great stories of prisoners at Auschwitz that chose love and happiness in the darkest hours and circumstances that anyone could imagine. There are people who win $500M lotteries that blow their head off because of how depressed they are. A CHO can’t change that.

Chief Happiness Officers are what happens to organizations when leadership gets out of control. When we stop actually leading and managing the business, and we ‘become’ leaders. When we start believing our own bullsh*t to a level where we think we actually control the emotions of our employees.

Look, I get it. I also want to drink the Kool-aid and believe in Santa Claus. Wouldn’t that be a wonderful, fantasy-filled life?! But that is life. 99.99% of us have to work to pay bills. Within that, we can choose to be happy, or miserable, or somewhere in between and that actually might have many times in the same day. No one person is going to make me happy or miserable unless I make that choice to allow that to happen.

There you go. That’s my take. Chief Life Officer, out.

I’m Afraid of Being Me Too’d!

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For the last ten days, I’ve been at HR and TA conferences. It was the longest, consecutive run of speaking I’ve done in my career. Basically, in ten days I did a total of 14 sessions. I now want to crawl into a dark sensory deprivation chamber for a week!

If you haven’t seen me speak, I do some hugging!

At one of my stops, I had a fellow come up to me during a private moment and ask me if I was afraid. “Afraid of what!?”, I asked. “Well, you are doing this hugging thing and I’ve seen you hug people outside of the sessions as well, aren’t you afraid of #MeToo? (I added the hashtag, he just said Me Too’d) I’m afraid if I did that, I would be #MeToo’d!”

I might be super naive, but I said, “No, absolutely not.” I hug in a context around my speaking. It’s about rules, and rules of hugging. It’s not me, drunkenly throwing myself at HR Ladies, trying to hit on them. In fact, it’s the opposite of that, I’m telling them we have rules about this kind of thing! (half making a joke about us HR pros and our rules!)

He persisted. “Doesn’t matter, Tim, it only takes one who feels like they might want to make an example out of you!”

Yeah, still, hard No. I’m a hugger. I’m an equal opportunity hugger. I hug all pronouns, very comfortably.

I think someone who is afraid of being MeToo’d is probably doing some stuff that they shouldn’t be doing. I’m not saying that someone couldn’t take a hug from me and spin it, but I hope with all my being someone wouldn’t do that. I also hope I’m smart enough not to put myself in a position where anyone would even consider that a hug from me was inappropriate!

I’ve had a career in HR and I’ve investigated some pretty nasty stuff where people were willing to do some pretty bad stuff to each other, for a million different reasons, mostly around hate and anger. So, I think I know what someone, improperly motivated, is capable of. I still was uncomfortable with the conversation, because it made me feel like somehow this person was trying to lessen the power of #MeToo.

“Well, someone could lie!” Of course, ‘someone’ could, but we would need to ask ourselves, why? And in 99.99% of those cases, there isn’t a why only some dude doing something stupid.

I’m going to keep hugging. I like hugs. I love the feeling of hugging someone who hugs me back for real. It makes both of our days a little better. I’m going to keep asking those I hug if they actually want a hug. That’s one of the rules!