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.

The Hunger Games for Talent

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The wife and I went to see the movie The Hunger Games 2 – Catching Fire, like most of the free world at this point.  Here’s my review:

– As good as the first, if you thought the first one was good.

– It ended like they want to make a third movie…

– The Revolution has started! #HoldUpThreeFingersTogether

The thing I remember most about the movie is how all the people in the ‘capitol’ dressed very flamboyantly, and I think I would like my elected officials and Washington D.C., in general, if everyone was forced to dress like the Hunger Games capitol residents.   If I could figure out how to end each sales presentation with a new client by spinning around and my clothes caught on fire and turned into something else, I, also, think I would close more deals.

After I got home, it struck me that when we talk about a “War on Talent” we are actually using the wrong terminology.  War is when two sides are fighting for something, land, beliefs, etc. A revolution is a forcible overthrow of social order in favor of a new system.  I don’t really see what we are going through as a war.  I really don’t see companies fighting over talent, not in most parts of our country and in most industries.  I do, though, see employees beginning to start a revolution!

At one point in our country we needed unions to protect employees against the big bad companies.  I think we are getting to a point where companies will need unions to protect them against employees!  Employees leaving, employees living up to the employment contract, etc.

I believe employees, in many, many segments have taken back the power in the employee-company relationship.  Employees don’t have to leave a company to provoke change in the work place any longer, they just have to band together and figure out how to get to those who have the most influence to inflict the change they want to see.  This doesn’t even have to be formalized by union membership.  Most organizations are so hyper-sensitive to employee engagement, any deviation from normal sends executives and HR into ‘ice cream mode’.  Ice Cream Mode is when HR or executives feel engagement is lowering, so they run out and get ice cream to have an ice cream social and bring up morale!  You can replace ice cream with donuts, beer, pizza, etc. It’s all really ice cream.

Employees are learning they can start revolutions internally, and have drastic impact to how ‘their’ companies are run, and their ability to shape future decision making.  Those organizations that stomp out revolutions are learning the talent just gets up and leaves, goes to your competitor or another industry where their skills will transfer.  I think we all saw what might have been a war, change into a revolution.  I don’t see this changing.  The timing is right. The demographics of the workforce are shifting into the right mix for revolution.  Organizations have a decision to make.  You can continue to run your business like the Capitol of the Hunger Games, or you can become part of the revolution.  I haven’t read the third book, but I can guess how it plays out.  Can you?

Leadership and Chili Recipes

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For those who might not have caught it on the news wire, I won the HRU annual Chili cook-off!  You see I’ve figured out the secret code to winning.  I’m the boss, if they don’t vote for me, I don’t let them out early before the holiday weekends!

But seriously, I do make some good chili!

It’s funny when you have a Chili Cook-off, everyone really believes their recipe is the best.  It’s a lot like leadership.  Have you ever met two people who thought that ‘great’ leadership was the same thing?!  I’m doubtful.  You see leadership is like chili, everyone believes they have the best recipe for success!

Here’s how I won.  I was going against all guys.  Guys like their chili spicy!   Half my workforce is female, they don’t like their chili as spicy as the guys (I literally had guys sweating and looking in pain while eating their chili!).  All I had to do to win was to be the least spicy option!  I had to bland leadership to win.  Don’t go right ditch, or left ditch, just keep that puppy in the middle of the road, and I win.  Easy.

Leadership isn’t that easy.  As soon as you think you have the winning formula, someone young sexy new hire brings in her white bean chicken chili and changes up the entire game!  You’re not suppose to have chicken in chili!  How dare you come in and mess up the status quo! That’s what happens right?  Your great leader of a year or two, becomes yesterdays news.  No one cares about who won last years Chili Cook-off, they only care about who won this year.

By the way, I made the same chili, exactly, now for three years.  My Chili leadership style is consistency.  Sure I love trying the new hot and sexy recipes.  I love white bean chicken chili.  But when push comes to shove, a giant pot of traditional chili tends to satisfy the masses.  Puts them into a food coma.

I wonder what your chili recipe says about your leadership. Are you constantly changing it up, looking for new recipes?  Are you all vegetables and no meat? (I don’t even know what that means, but it made me laugh!) Are you one of those weirdos from Cincinnati who puts spaghetti in their chili?  Are you right about now wondering how I just correlated making chili with how you make yourself a leader?

We decided come January/February when the heart of winter is kicking us in the teeth here in Michigan our next Cook-off will be soups.  I’ve got that one in the bag as well – Mrs. Sackett has some great soup recipes!

External Hires Are Sexier

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It was announced last night that the University of Southern California (USC) will hire the University of Washington’s head coach, and former USC assistant, Steve Sarkisian.  It was been an up-and-down season for USC who fired their head coach, Lane Kiffin, halfway through the season after starting 3 -2.  Kiffin was replaced by current assistant coach Ed Orgeron, who then took the team and went 6-2 the rest of the season after taking over for Kiffin.  The players wanted Orgeron to get the head coaching job.  USC’s athletic director decided to go outside the program to find his next head coach, despite Orgeron’s success.

I know, I know, you thought you were coming to read about HR stuff – well you are – kind of!

Doesn’t this sound familiar to you?  Not the coaching and football stuff, but how the decision was made to hire?

Here you have someone internally who has been loyal and successful, and instead of giving that person the promotion, the organization decides that an external person, who really hasn’t proven anything (in this case Sarkisian has been marginally successful at the University of Washington).  This just doesn’t happen with football coaches at big universities, this happens at every level of organizations all over the world!

The fact of the matter is, external hires are sexier!

It’s a weird organization dynamic that takes place.  Internal people become idiots, external people are genius.  Why do you think your organization pays big bucks to bring in consultants to basically tell you to do things you already knew you needed to do, and have been trying to get your organization to do?  It’s because you’ve hit ‘idiot’ status in your organization – which means, you’ve been there over a year, and are no longer considered and external genius!

I see it constantly when I go and consult in the Talent Acquisition field.  I’ll go and talk with the rank and file workers who are doing the work each and every day.  I’ll then go and talk to the executives.  The rank and file know what needs to be done, the executives don’t thing their people have a clue, and the big miss is usually the executive who is unwilling to give his or her team the resources needed to make the change.  That is until I tell them that is what is needed, then all of sudden ‘my’ ideas, the same ideas the team already knew needed to be done, are ‘genius’!

How do you combat this phenomenon?  You have two routes:

1. Quit every 12 months and move to a new company to regain your sexy status.

or

2. Don’t make your ideas your own.  We get caught up in wanting ‘our’ ideas to be what we do.  If you know you’ve reached ‘idiot’ status in your organization, this will work against you, because your ideas will be considered worthless.  Show your executives who else in the industry have tried this and how it went.  Give examples of companies outside your industry having success with it.  Best of all, show how your competition has had success with something.  Make you idea, someone else’s idea, someone more sexier than you!

Remember, you’re not alone in feeling this way.  It’s very common for organizations to believe external hires, thus their ideas and beliefs, are much sexier than you.  It doesn’t mean you need to give into this belief, you just need to show you can be more savvy about how you move things through your organization.  Also, be positive about using the influence a new sexy hire has.  They have this brief window of being a genius, find out ways to work with them to use this fading power!  Soon they’ll be an idiot like you.

 

Candidate Experience Isn’t a Real Product

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I love watching really good comics.  Sarah Silverman has a new special on HBO called “We Are Miracles” it’s brilliantly funny in the way where she makes her self laugh at some of the things she is saying.  I love that.  I find it funnier when the comic finds themselves funny, not fake funny, but naturally tickled at what they are thinking and saying out loud.  There is one part in the special where she talks about a product that is being marketed to women for a certain kind of odor, in areas we don’t talk about on family blogs like this.  She describes how these odor fighting products, marketed directly at women, going after their worst fears, aren’t really products.  We think they are because we see the commercials and someone holding a can in their hands and talking on TV, I mean it has to be real, it’s on TV!

But they aren’t.  There is no real need for this product. Women can use soap and water, like they use on the rest of their body.  As Sarah says, if you do that, your normal washing, and you still sense an odor, you don’t need a ‘perfume’ spray, you need a doctor!

This is exactly how I feel about Candidate Experience.  It’s not a real product.

We think it is because we have really smart folks telling us it is.  These same folks make their living off of consulting to companies who have unrealized fears of a candidate having a bad experience and then those candidates no longer wanting to use or buy their products and services.  This is made up.  This is private parts deodorant.

Here is what Candidate Experience is built upon:

1. At some point an executive had their sister’s kid, a niece or nephew of the executive, apply for a job with the company online.  Your system/process did what is was suppose to do, it weeded out this crappy candidate, sent them the “Dear John” letter, and that was it.  But it wasn’t!

2. Executive hears from her sister that her daughter Mary, a brilliant child, was not selected and not even given an interview, in fact there was no human interaction at all!

3. Executive has to save face with family.  Comes down hard on Talent Acquisition leader about how can we treat our candidates like this!

This is how Candidate Experience was born.  A niece not getting hired.

The executive not wanting to make this ‘about herself’ comes up with other reasons, and all the sheep follow along.  “We need to treat all candidates like we treat our customers!  We need to make candidates advocates of our products and services.  We need to treat candidates this better than we treat each other because it’s a competitive advantage for talent.”  And we begin to buy into the rhetoric.  We begin to believe that we have an odor, that what we’ve been doing is bad.  Our worst fears, that a candidate who feels they have a bad experience will stop using our products, is so overplayed it’s actually funny when you stop and actually think about it!  You will have candidates who feel they are great, you won’t, they’ll get upset and not like your company.  That is life in Talent Acquisition.  A minute percentage will think this way, and there is nothing you’ll ever be able to do about it!

The reality is, for the vast majority of Talent Acquisition Leaders, what we’ve been doing is just fine.  We treat our candidates like normal humans, we communicate with them if we feel they fit or not, and the process works.  Sure, some of us, have some bad processes, or parts of processes that need to be fixed.  But we don’t have an odor problem.  The biggest lie that is perpetuated in the Human Resource Industry is that Candidate Experience is important.  The reality is candidates have extremely low expectations when it comes to applying for a job.  All they really want and need is to know that you saw their application and/or resume, and do you feel they would be a fit or not.  That’s it!  Treat them like normal humans.  Give them enough respect to communicate with them the next step: 1. Thank you, but no thanks we have some better fitting candidates, try again next time; 2. We’re interested, here is step #2.

It’s not hard.  You don’t need to spend time and money on this.  You don’t have a real problem. I know you think you do, so many people are telling you so, so it must be real.  But it’s not, it’s private parts deodorant!

 

 

5 Things to do at work the day after Thanksgiving

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The Friday after the Thanksgiving holiday has to be the most useless day of work ever.  I know many folks who still don’t get this off as a holiday, and either have to burn vacation or burn PTO to get this day off paid – obviously not including all of those folks who work in the service areas and have to actually work to deal with all those crazy black Friday shoppers!  I’ve been there – both working on the service side of the world on the day after, and on the side when you work for some lame company who makes you come in on the day after, when clearly none of your customers will be working – so you just try and find stuff to do, before sneaking out at 3pm to meet the family at the mall.

Don’t fret, I’m here to help.  Here are my Top 5 things to do when you’re stuck at work the Day after Thanksgiving:

1. Clean out your files – I know this doesn’t sound fun but it needs to be done and it makes you look really busy with your desk all filled with files and stuff! Really cleaning of any type works really well on this day and burns a solid 2-3 hours.

2. Research – What does that mean!?  No one knows, that’s why it’s so great! You can be on LinkedIn, Facebook, reading blogs, it doesn’t matter – it’s Research!

3. Policy Revisions – Again, what does this really mean!?  You bring up some electronic versions of some policies and you have them in the background as you search the internet for the best Black Friday Deals!  When someone walks into your cube – you click on the Word file and say “hey, just working on these policy revisions, what are you doing?”  They say, “I was just doing some research, what do you want to do for lunch?”

4. Rewriting Job Descriptions – see #3 Policy revisions.  The good thing, really, about any of these is you can also have Pandora playing in the background and just become a complete vegetable for about 8 hours.

5. Updating Performance Plans – you can also call this reviewing performance reviews, etc. Basically, you’re going around talking to employees about what they had for Thanksgiving dinner and talking about how awful it is watching the Lions and Cowboys play every Thanksgiving.  Just make sure to mention something about their annual goals and Bam, mission accomplished.

I will say that this is a great day to send notes to executives as well.  Let’s face it, they’re not in the office – they’ve got more vacation than you and know it’s worthless to come in on the day after Thanksgiving.  But you sending a note and “actually” working makes you look like a champ!  The best part is you don’t even have to be working – I just pre-write my emails and then schedule them in Outlook to be sent to executives at 7:23 am on Black Friday, then a follow up on how I solved the issue at 6:12pm on the same day!  That’s a Pro Tip, use it wisely!

I’d Be The Worst Life Coach Ever

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I believe the concept of ‘Life Coaches’ is a biggest con anyone has been able to pull off in the history of mankind.  That being said I personally know some folks who love having a life coach (#WhitePeopleProbs).  I do like the concept of ‘Business Coaches’ or ‘Leadership Coaches’, I see those things a bit differently based on what I see in organizations.  Two unique things happen in organizations that make the concept of Business Coach more viable:

1. We promote our best workers to managers.

2. Leaders are put on an island with no one to confide in.

Both ideas above are systematically flawed.  Just because you’re the ‘best’ worker doesn’t make you a good manager.  You might be, but you also might be a colossal failure.  Being in a senior leaders role and giving you no one to really be able to be honest with in in your thoughts, also has bad consequences.   A business coach can help both sides succeed, where normal organizational training fails.   You can give new managers all kinds of training, but there comes a time when one-on-one, let’s walk through a specific scenario you are having, just works better for learning and development of the that person.   Also, a leader needs to get ideas out of their head to someone they trust will give them good and honest feedback about how freaking crazy they are!   Subordinates won’t do this, and peers might use it against them to position themselves for the next move.

I’m a big fan of Business Coaches.  I think organizations under utilize this approach because it seems expensive.  The reality is, it’s usually a billable hour or two per month, to ensure you have well functioning leadership.  That total cost might be $5000 per year.  I’m really hoping any manager or leader you have brings in exponentially much more profit than $5000 per year!

Which leads me to Tim Sackett, Life Coach.

I could be a life coach.  I have a feeling it would go a little like this:

Mark, Life Coachee: “Hey, Tim great to talk to you, just wanted to dive right into a problem I’m having, is that okay?”

Tim Sackett, Life Coach: “No, it’s not okay. That your problem Mark, you’re always thinking about you!  What about me and my freaking problems!”

Mark: “Uh, sorry. But I thought I’m paying you to help me on my stuff.”

Tim: “No, you’re paying me because I’m smart and have my shit together, and you can’t figure out how manage you own daily simple life.”

Mark: “I don’t think this is what I expected.”

Tim: “Yes it is. That’s your problem Mark, you think too much.  You’re now paying me to do your thinking.”

Mark: “Okay, I’ll play along and see where this is going.”

Tim: “Mark here’s what ‘we’ are going to do. First, you’re getting your butt up each day and you’re going to work. Second, you’re going to stop whining about your life. Third, you’re going to go home and be an active part of your family life, and stop acting like you should be able to have a family and still act like you’re in college, you’re not.”

Mark: “But you don’t understand, I work in a stressful job!”

Tim: “Shut up, you’re an accountant. Stress is not knowing where you’re sleeping tonight because you don’t have a place to live.  You don’t have stress, you have normal.”

I have a strong feeling my ‘Life Coaching’ sessions would only go one session, and everyone would be fixed, so I’m going to have to figure out that pricing model.  If you want to set up an appointment, just hit me in the comments and we can get that set up immediately, I take PayPal!

 

Snapchat Video Resumes

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I hear the all the kids love Snapchat!  Okay, I’ve been hearing this for over a year now, but never really found any reason to write about the product.  I even downloaded the App and tried it out.  I still don’t seem to have a need.  I’m an adult.  Unless I’m doing something I shouldn’t, there is no need for me to have a message that self destructs in 1 to 10 seconds.  I guess it might be something to give your managers who love to say inappropriate things to their staff, but then you’re encouraging them to say and do inappropriate things!

Even though I don’t get it, doesn’t mean it’s not a great idea.  It just means I’m old.  I mean the dude who stole the idea developed the idea just turned down a $3 Billion offer to be bought!  I’m sure the kids will keep using it, that was probably a good call.  Kids never give up on an App, and move on to something else every 27 seconds…

The way blogging works is you have to beat the millions of other bloggers to market with your idea.  They then steal your idea and write it up as if it was their own brilliant idea.  So, I’m hear to share with you the next great HR/Talent Acquisition idea for the last 30 days of 2013!  Snapchat Video Resumes!  Please don’t tell HireVue or WePow, they have more money than me and will have no problem implementing this into their existing product offerings!   I checked and Snapchat is the only technology partner HireVue hasn’t signed a partnering agreement with!

Here how it works:

1. You’ve got 10 seconds, so you have to be able to articulate your entire worth to a company in 10 seconds.   For many of you this is about 7 seconds too long.

2. Push the circle on the bottom of the screen.

3. Look into camera and start talking or do whatever it is you’re going to do to show how great of employee you will be.

4. Select who you want to send it to.

5. Send.

6. Wait for Job Offers to coming flying in!

Before you laugh and say this is impossible, you know I found a company that is already doing it.  File this under “Recruiting Professional with Shortest Career Ever“:

Likeable Media, a social media marketing agency in New York, is also finding value in the photo sharing app — as a recruiting tool.

When applicants apply to the company — which hundreds do each month, says Brian Murray, Likeable’s director of talent and culture — Likeable’s automatic resume processor sends an email alerting the applicant his or her materials have been received. It also offers a chance to follow up with Murray in email, over Twitter, or as of four weeks ago, via Snapchat.

“When you’re applying for jobs a lot of the time, you feel like you’re sending something into the black hole of resumes,” he says.

“We’re always looking for ways to give applicants a way to be creative outside of the resume.”

For the past month, applicants have been sending Murray Snapchat messages showing off their creative sides. Likeable has received more than a dozen messages from prospective employees, and roughly a third of them have been brought in for interviews.

Brian Murray, call on line one, it’s SHRM, they are sending out a kill squad.  Let’s just say if your screening process of candidates has a Snapchat element to it, you should be shot!