Problem Solving 5 Push Ups At A Time

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Have you noticed almost no one in business uses push ups to solve problems, or laps.  I never liked running, and it takes to long to get your team back on task, so I use push ups as ‘motivators’ when coaching. Here’s how it works:

1. You screw up.

2. You drop and give me 5 push ups, immediately.

3. You go back to trying to do it right.

It works really well.  You didn’t call for the ball. Drop and give me 5.  You forgot to box out your man. Drop and give me 5.  You missed your serve. Drop and give me 5. You missed the steal sign. Drop and give me 5.

No, not after practice, or the game. Now.

“But coach, everyone is watching in the stands. I’m going to leave my team one person short.”  Yes.  Yes, they are watching. Yes, you will leave your team short.

Give me 5, now.

There’s something about correction in the moment.  I don’t really think it’s about embarrassment, I think it’s about understanding this is so important, we are doing to address it right here, right now.  Not later.  Not after. Now.

Individually or as a team.  Always effective.  Don’t like turnovers.  After each turnover, the entire team has to do 5 push ups on the floor, game clock running.  You want to know what happens?  The other team kind of giggles, referees always wait, and parents don’t lose their minds.  Oh, and turnovers go down.

It’s not hard doing 5 push ups.  It’s about taking a moment in time to show what just went wrong is important.  We need to take a moment to think about it.  That moment needs to last as long as it take you to do 5 push ups.

It works really well when coaching both boys and girls.  I’m wondering how well it would be in coaching adults in the workplace. It’s not about punishment, it’s about letting everyone know what’s important.  Being crystal clear.  Suit and tie, khakis and button-down, pumps and dress, drop and give me 5.   I’m not convinced adults would see this the same as kids, but I wondering what the real difference is?  Definitely not normal.  Effective ideas rarely are.

What do you think?  Would push ups work as a motivator in your environment?

Recruiting without actually doing it

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Most recruiters believe they are actually recruiting.

They ensure they have well written job descriptions.

They have a great process set up to screen applicants.

They’ve gone out and chosen the best pre-employment assessments for their organizations.

They implemented an awesome new applicant tracking system.

They’ve posted their opening on their careers page of their organizations website.

They’ve contracted out with the best background screening company.

They’ve done everything but pick up a phone and talk to someone…

You see recruiting is a lot like painting a picture.   Of course you have to have canvas, and paints, and brushes, but mainly you need to start painting.  In recruiting all you really need to have is one contact to contact.  That’s how it starts. You turn one contact into another, repeat. All the other stuff is great, but it’s not recruiting.  Although, it’s what most recruiters will tell you recruiting is.

The hard part of recruiting, is actually recruiting.

 

5 Things HR Can Learn from Airports

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I know many of you will be getting on an airplane over the next few weeks to fly and see friends and family over the holidays.  Some of you fly all the time, so this will be something you experience often.  Many of you rarely fly, so you get really frustrated because you feel it should work better.  We work in HR everyday.  We get use to the stuff that doesn’t work, but we shouldn’t.  We should be like infrequent fliers, everything that is wrong should bother us greatly.

1. The airport never appears to have anyone who wants to take responsibility for anything.  Every airline is on their own. The security folks only handle their ‘area’ of concern. Food vendors only do their thing.  Does it sound familiar?  It’s your department and/or organization.  Some needs to take charge of stuff no one else wants to take charge of.  HR can fit that role perfectly.  Too many times in our organizations we/HR sees things that need someone to take responsibility. We need to be that person.

2.  The one thing about 90% of air travelers need to do after landing is go to the bathroom and charge something (phone, computer, tablet, etc.).  Airports figured out bathrooms, I’ve never had to wait to use the restroom in an airport.  I almost always have to wait to use an electrical outlet!  Should be an easy fix – go buy 100 power strips and increase the amount of charging points by 5 times.  But no one does this.  HR has this issue. We see things that can be fixed, by doing something simple, instead we don’t fix it, because we want to fix it permanently.  Believing is we fix it ‘temporarily’ we’ll never fix it the right way.  Do the temp fix first.  Tell everyone it’s a temp fix. Then work towards a permanent solution.

3. Airports use to treat everyone the same.  Everyone had to check in at the counter. Everyone had to wait in the same security line.  Airports figured out this doesn’t work for those they need most, frequent fliers.  Now, those who fly often, get treated differently.  They can by pass the TSA line through special pre-check lines.  They check in before they even get to the airport (most people can do this, but frequent fliers learn the tricks!). They have special clubs to sit in and get away from the rest of us.  HR needs to treat employees differently.  The only employees/people who want to be ‘treated’ the same, are those who are low performers.

4. Planes won’t crash is you have a little fun. For years Southwest was the fun airline.  They showed you could still fly planes and and have a little fun.  Others are beginning to follow in that same path.  HR is not known for being ‘fun’. In fact, we are probably known for not having fun.  We like to tell ourselves this comes with the territory of having to fire people. “Tim, this is serious business, there is no room for fun in HR.”   You can have fun in HR.  You need to have fun in HR.  Our organizations need proper role models of how to have fun.  People will still have to be fired, might as well have some fun along the way.

5.  It only costs a little more to go first class.  Actually it costs a ton more, but have you ever really seen an empty first class?  And, no, it’s not all frequent fliers filling those seats.  Some people are willing to pay more for a better flight experience.  You might not be willing, but some are.  Your employees are the same way about a lot of things.  Don’t think you know what is best for them, because it’s best for you.  They might want something totally different.  Well, we (in HR) like having half day Fridays in the summer, so we are willing to work 9 hour days Monday through Friday to get those. Everyone will want this.  Unless your the department that can’t take a half day on Friday because your clients need y0u there at 4pm on Fridays.

Here’s a tip to get you through your holiday travel, if you get stuck in an airport.  You aren’t forced to stay at the airport.  If you have an extremely long layover, grab a taxi and go someplace nice to eat, or even a movie.  It beats waiting 4 or 5 hours fighting over who gets the outlet next.

Renting vs. Owning

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I’m proud to say that today starts off our first week as building owners, as HRU, the company I run purchased the building that we’ve been renting for the past 13 years. In fact, my company has rented office space for 34 consecutive years until today.  Today, we are owners.

There’s a ton of reasons why you rent for 34 years.  First and foremost, renting gives you flexibility.  Sure, it’s at a cost, but if you want flexibility you pay for that.

There’s also a ton of reason on why we decided to own.  We aren’t paying someone else for the space we feel we can stay in for a very long time.  We build equity, etc.

This big purchase got me thinking about how many of you, or even my own staff, are renting vs. owning.  Not their homes or cars, but their positions.  You treat it differently if you own it verse renting it.   Being in HR for 20 years I’ve seen a ton of employees who were just renting.  They didn’t want to commit to the company, to their position.  They were just renting it for a while.

I’ve also seen a ton of people who owned their positions.  You know something?  I’ve never seen a renter employee be more successful than an owner employee.  100% of the time, those employees who decide to own their positions are more successful.

Today, I’m thankful to be an owner.

 

Riding the School Bus made me Tough!

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Re-run Friday – this post originally ran in January of 2011.  I still find Jenny Johnson one of the funniest people on Twitter and Instagram, check her out, she’s brilliantly funny. Also, my kids still hate the school bus!

I read a very funny quote today from a comedian, Jenny Johnson, which she said

“If you rode the school bus as a kid, your parents hated you.”

It made me laugh out loud, for two reasons: 1. I rode the bus or walked or had to arrive at school an hour early because that was when my Dad was leaving and if I wanted a ride that was going to be it.  Nothing like sitting at school talking to the janitor because he was the only other person to arrive an hour before school started.  Luckily for me, he was nice enough to open the doors and not make me stand outside in the cold.  Lucky for my parents he wasn’t a pedophile! 2. My kids now make my wife and I feel like we must be the worst parents in the world in those rare occasions that they have to ride the bus.  I know I’m doing a disservice to my sons by giving them this ride – but I can’t stop it, it’s some American ideal that gets stuck in my head about making my kids life better than my life, and somehow I’ve justified that by giving them a ride to school their life is better than mine!

When I look back it, riding the bus did suck – you usually had to deal with those kids who parents truly did hate them.  Every bully in the world rode the bus – let’s face it their parents weren’t giving them a ride, so you had to deal with that (me being small and red-headed probably had to deal with it more than most).  You also got to learn most of life lessons on the bus – you found out about Santa before everyone else, you found out how babies got made before everyone else, you found out about that innocent kid stuff that makes kids, kids before you probably should have.  But let’s face it, the bus kids were tough – you had to get up earlier, stand out in the cold, get home later and take a beating after the ride home, just so you had something to look forward to the next day!

You know as HR Pros we tend also not to let our employees “ride the bus”.   We always look for an easier way for them to do their work, to balance their work and home, to do as little as possible to get the job done.  In a way, too many of us, are turning our organizations and our employees into the kids who had their Mom’s pick them up from school.  I’m not saying go be hard on your employees – but as a profession we might be better off to be a little less concerned with how comfortable everyone is, and a little more concerned with how well everybody is performing.

Too many HR Pros (and HR shops for that matter) tend to act as “parents” to the employees, not letting them learn from their mistakes, but trying to preempt every mistake before it’s made – either through extensive processes or overly done performance management systems.  We justify this by saying we are just “protecting” our organizations – but in the end we aren’t really making our employees or organizations “tougher” or preparing them to handle the hard times we all must face professionally.  It’ll be alright – they might not like it 100%, but in the end they’ll be better for it.

No, but really, how am I doing?

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Here’s the main responses 97% of managers give a subordinate when they ask “how am I doing”?  Actually, the reality is, most employees will never verbally ask this question, they ask it with their eyes.  They make some sort of worthless small talk, or update you on something that is work related, then you get ‘the look’.  It’s that look you get from a dog when you talk to a dog and the dog doesn’t speak human, so you get the head tilt ‘I’m trying to turn your human words into dog words, but it’s not working’ look.  It’s a waiting, a waiting for you to tell me, how am I doing!   Here’s what most of you say:

1. “Oh! You’re doing great!”

2. “Hey! Just keep up the great work, you’re doing fine!”

3. “Yeah! Well, just keep working hard!”

That really encapsulates the only feedback an employee gets when it’s not review time.

“No, but really, how am I doing?”

Here’s some hints that can help you out, if you get pressed beyond the three go-to answers above:

– No one wants to hear they suck, even if they really suck.

– 99% of people feel they are doing better than you think they are doing. Put that into context before you respond.

– People love to hear that you told someone else they are going great. That’s like positive feedback on steroids.

– Comparing how they are doing to someone else in your group, is never a good idea for team dynamics.

– Using a scale, is always a cop-out. “I’d say your a solid B-!” “On a scale of 1 to 10, you’re easily a 6.5!” What does that even mean!?

 What should it sound like when one of your employees asks you ‘how am I doing’?  I think it should sound something like this:

“Great question. Let’s talk about it. How do you think you’re doing?”

Wait for it, it’s not a deflection, but you need to know what you’re walking into! Let them tell you. Make them tell you. Your answer really depends on where their mindset is.  If they think they walk on water, but you want to drown them, you’ve got a giant gap you need to cross.  If you’re both close in your assessment of the performance, it’s an easier conversation.  Regardless, I think you should really give them something when they’ve asked for it.  First talk about what your expectations are.

“I’m glad to hear you feel your doing well on the project.  I agree with you.  Remember, we set out some goals prior for this project, and I don’t want to lose site of those, and what we’ve determined will be successful.  As of right now, you are right line with where we need to be at this point.  If you want to know it out of the park, be exceptional, you will need to do…”

Give them a chance to be great. Truly great. Not ‘meeting’ expectations.  Too often we tell someone is doing ‘great’ when they are doing their job. The job they got hired for, and nothing more.  That isn’t great, that’s meeting expectations.  Most people aren’t happy with meeting expectations, they want to do more.  You have to be clear on what that looks like.

 

 

 

Former HR Lady Makes It Big!

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Don’t know how many of you saw the press release yesterday, but General Motors announced their new CEO would be former GM HR Lady, Mary Barra. Let’s not forget, she will also be the first women to run a major automotive company in history!  From the article CNN/Money:

“Since August, Barra has served as executive vice president of global product development and global purchasing and supply chain, according to her company bio.

For more than two years before that, she was an executive VP focusing on international design, engineering, program management and quality. Earlier, she was vice president of global human resources. Barra started at GM when she was 18 as part of a cooperative education program.

She was paid $4.9 million in total compensation last year, according to corporate documents. That includes a salary of $750,000.”

Bam! It pays to be in HR!

“Women represent a minority presence in the auto industry, comprising 21% of the total workforce. According to federal data, 39,000 of the industry’s 185,200 employees were women. And women hold about 3.3 million of 12 million jobs in the broader manufacturing sector, or about 27%.

Jared Rowe, president of auto product researcher Kelley Blue Book, said that it’s smart for an automaker to put a woman in charge with a background in product development, considering that “the bulk of the buying decisions are actually made by women, when it comes to purchasing vehicles.”

He also said that Barra’s long history with GM is vital to the company’s leadership.”

I would say GM is smart in deed to hire a women to run the company, but in reality Wall Street will ultimately be the judge on her performance.  That’s the way it goes with large publicly traded companies.  I do feel, growing up in Michigan, currently working and living in Michigan, and my company being a supplier to GM, this is not your parent’s and grandparent’s GM!  The auto industry is an ‘old boys’ network for sure, and GM making the courageous decision to hire a female as CEO, definitely speaks to a broader change in our society.

When people think of Michigan, they think of a broken Detroit and of a broken auto industry.  For those of us who live in Michigan, we are seeing something very different.  The auto industry is strong, and so many companies are hiring in all sectors.  The recession hit us hard.  It taught us a ton.  GM’s failure was a huge part of that.  If you don’t think GM learned anything from it, this hiring should at least be symbolic to show the world it is a different company. One that, while not perfect, is striving to be better.

Meanwhile in tedious reality…

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Much of what we do in HR and Recruiting is tedious, never ending work.  Same stuff, same day, same month, year after year.  Welcome to the show, kid.

It doesn’t make the occupation tedious.

Sometimes I think we feel this need that we have to be doing something exciting all the time.  To feel this need to be challenged.  To change the world.  Unfortunately, that isn’t reality of any job.  Everyone has some level of monotony in their daily jobs.  Brain surgeons and Rocket scientists have monotony. It might not seem like it to you, but to them it’s the same old thing, day in, and day out.

I hear this a lot from people when we are talking shop about recruiting.  How do you do it each day, just doing the same thing? And this, coming from a Compensation Pro or a Benefit Analyst!

The very cool, non-tedious part of being in recruiting is that each and every day, people surprise you.  Sometimes in some really negative ways, but also many times in some very positive ways.  I’m always shocked at how people are willing to help me, by just asking.  First time contacts, don’t know me from Adam, willing to go out of their way.  What does that say about the human condition?  I think it says deep down, if given the free choice, we would rather help someone else, than to not help them.  Most people don’t think about that, when they think about recruiting.

Every day, while you’re ‘doing’ the same thing in Recruiting and in HR, people become our non-tedious reality.  I’ve heard for decades people say: “You’re good with people, you should go into HR!” Or have that be the reason why they did go into HR in the first place. But I think it’s more than being a  ‘good people person’.  It’s having a desire to delve into the human condition!  In HR we get involved into the motivations of why employees do this or that.  In recruiting we get involved into the motivations of why a person might want to leave their current job, etc.  In a way, so many people in these roles become a strange kind of untrained therapists.

Maybe that’s the key to dealing with our tedious reality.  We’ve become workplace psychotherapist for those we connect with on a daily basis.  I don’t even know what that says about us?

Oh well, back to life.

 

HR has “You” Problems

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Did you know 67% of second marriages fail?

That seems high to me.  You would think conventional wisdom would teach us that those folks failing the first time what they did wrong, and what they need to differently the second time to make marriage successful.  But it doesn’t work that way.  By the way, 73% of third marriages fail.  We get worse, not better!

Why?

It’s because of you.  You suck at marriage.  Stop getting married.  Now, no one really wants to believe this, which is probably the foundational problem to begin with, but the one common denominator in every failed second and third marriage, is you.   You are the problem.  For whatever reason that might be, you’re just bad a picking a spouse that you are compatible with, and the more times you do it, the worse you’re going to get.  Buy a dog, there great companions.

HR has ‘You’ Problems.

We tend to want to think it’s everyone else.  It’s not us!  We get it.  It’s those damn idiots over in sales, they’re morons!  Stupid operations never does anything right!

Yeah, it’s them, not us.

We have ‘you’ problems because we refuse to believe that maybe, just maybe, we are the ones who don’t get it.  Maybe it’s us, that needs to change.  Maybe, all this time, the reason we haven’t gotten that seat at the table, no respect, lacked influence, had nothing to do with everyone else, it had to do with us…

No way, can’t be.  We get it. Right?

I’m In Love With Old Employees

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Re-run Friday, this post originally ran in December 2011.  My Dad is now 72, still working, still letting people know what he thinks unfiltered.  I’m hoping he’ll finally retire in the coming months, but I’m doubtful that will happen!  Enjoy.

I’ve recently got to spend some time with my Dad – he’s 70.  I use to think 70 was really old, like let me help feed you that oatmeal old.  My Dad doesn’t seem 70, or look 70, I guess it’s somewhat true – 70 is the new 60.  Here’s what is awesome, though, 70 in work years – is still 70!  When you are working in a professional role at 70, pretty much you’re the oldest person sitting at the meeting.  You know where the bodies are buried, who dug the hole and who has been searching for the bodies ever since.  My Dad works in a professional role – they keep paying him to show up, so he keeps showing up – he’s probably pretty damn tired of answering the question – “So, when you going to retire?”

Lately, he’s been sharing some great work stories with me – from the perspective of being 70 and already collecting full social security. This is what is completely AWESOME about being 70 and still working – you don’t give a sh*t about office politics!

When you know that you could retire at any minute, and you’re comfortable with that – a freedom comes over you that most people don’t have in your organization.  When your boss is 40ish – the same age as your kids – and you’ve got 30 years of work war stories and experience on them – you tend to tell it like it is, when no one else will.  When the CEO says he just wants to hear it like it is – to tend to say it like it is – even when your boss and his boss are trying to duck out of the room or kick you under the table – because they don’t want the CEO to know what “it’s” really like.

It’s Awesome to be Old and be at Work!

To often leadership tends to discount older workers in the twilight of their career – “Oh, that’s just crazy old Guss – don’t pay attention to him – he still thinks we can get great customer service by talking to people face-to-face!”  (the group all laughs loudly, while checking their smart phones for the latest customer service numbers of the electronic dashboard)  We believe that their “sage old advice” has no merit.  In reality we hate the fact that the older worker tends to cut through our political B.S. and tell us what we really don’t want to hear – the painful truth of why we are failing.

Sure many of our older workers could deliver their feedback in a better way, coat it with a little sugar, make it easier to go down.  But, most of the time they don’t.  They just throw it on the table, like a grenade, and watch the fallout as executives start tripping over their spreadsheets trying to explain why they’ve had declining sales for 12 straight quarters, but how they should still be eligible for their performance bonuses.

Look, the next time you hear one of your old workers start to speak – stop – listen – don’t judge.  They aren’t trying to get a promotion, or a raise – realize they probably don’t even need to show up any longer.  What they are saying comes from the heart, comes from years of experience, comes from the fact they have reached a point in their life where they only want to leave a legacy of something they can be proud of.  Your organization can truly benefit from it – but only if you open yourself up to hear it.