Quantcast
Subscribe!

 

Enter your email address:

Delivered by FeedBurner

 

E-mail Steve
This form does not yet contain any fields.
    Listen to internet radio with Steve Boese on Blog Talk Radio

    free counters

    Twitter Feed
    Tuesday
    Jul182017

    "I think about work all the time" (and you had better too, if you want to work here)

    Super interesting and quick read from our pals at Business Insider on a method that one CEO of a small but growing media company likes to use as a screening device for job candidates.

    From BI:

    If Erika Nardini (CEO of Barstool Sports) is going to hire you, first she wants to know you're committed to your job — even on a Sunday at 11 a.m..

    "Here's something I do," she said. "If you're in the process of interviewing with us, I'll text you about something at 9 p.m. or 11 a.m. on a Sunday just to see how fast you'll respond."

    The maximum response time she'll allow: three hours.

    "It's not that I'm going to bug you all weekend if you work for me," she said, "but I want you to be responsive. I think about work all the time. Other people don't have to be working all the time, but I want people who are also always thinking."

    if there ever was a clearer sign that the culture (and expectation) of Barstool Sports employees is one of "always on", I can't think of it.

    But while some folks who read this might cringe a little bit at the notion of a CEO of a company 'testing' job candidates with a Sunday morning text, I'd counter that the approach is at least honest, and pretty revealing. Better to find out before you take the job that you (almost certainly) will be expected to be responsive, if not actually available, pretty much whenever the CEO, (who is thinking about work all the time), deems it necessary to contact you.

    Either that kind of an expectation works for you or it doesn't. For the folks that are that excited and passionate about the company mission to the point where 24/7 responsiveness does not seem unreasonable, then this little text test probably does a decent job of screening candidates.

    Better to know in advance, as I said, and better to know when to run for the hills before you decide to take a job working for a CEO who clearly doesn't really care about you when you are not actually working. And that's the trick of her little test.

    She doesn't have to care about you when you're not working, because you should be working, (or at least thinking about work), all the time.

    Happy Tuesday.

    Thursday
    Jul132017

    PODCAST - #HRHappyHour 289 - User Experience in HR Tech, Live from Inforum 2017

    HR Happy Hour 289 - User Experience in HR Tech, Live from Inforum 2017

    Hosts: Steve BoeseTrish McFarlane

    Recorded Live at Inforum 2017 in New York City

    Listen HERE

    This week on the HR Happy Hour Show, Steve and Trish recorded live from Inforum 2017 in New York City and talked about some of the big announcements and innovations in HR Tech that were discussed at the event. Inforum HCM continues to innovate in HR Tech - from Artificial Intelligence, advanced analytics, and importantly - user experience design.

    On the show Trish shared some of the details of these innovations, and we discussed the importance of design and user experience in HR Tech, and what HR leaders should look for and think about when assessing potential solutions.

    Steve also put Trish on the spot by asking her to write a letter to her former HR leader self, offering advice as to what to think about when thinking about HR Tech. You definitely want to check out her answer.

    Additionally, Steve theorized on how, where, and why the old 'Big ERP' approach to HR and HR tech went wrong.

    You can listen to the show on the show page HERE, or by using the widget player below (email and RSS subscribers click through)

    This was a fun show, many thanks to the folks at Infor for having the HR Happy Hour Show at Inforum 2017.

    Remember to subscribe to the HR Happy Hour Show on Apple Podcasts, Stitcher Radio, or wherever you get your podcasts.

    Tuesday
    Jul112017

    Learn a new word: The General Theory of Second Best

    There's nothing I care more about that NBA basketball, (I promise this isn't another basketball post, but I may have to dig out a basketball analogy to make the point), with the possible exception of learning new things.

    Which is why, I think, I run the 'Learn a new word' series on the blog. I am also falling into the trap of thinking 'if this is interesting to me, then it should be interesting to people who read this blog'. After 10 years of this, I am not really sure if that is even true. But I persist.

    So here's today's 'Learn a new word' entry - The General Theory of Second Best.

    What in the heck is that?

    A decent description can be found in the Economist: (emphasis mine)

    The theory of the second-best was first laid out in a 1956 paper titled, sensibly enough, "The General Theory of the Second Best", [paid access] by Richard Lipsey and Kelvin Lancaster. Roughly put, Lipsey and Lancaster pointed out that when it comes to the theoretical conditions for an optimal allocation of resources, the absence of any of the jointly necessary conditions does not imply that the next-best allocation is secured by the presence of all the other conditions. Rather, the second-best scenario may require that other of the necessary conditions for optimality also be absent—maybe even all of them. The second-best may look starkly different than the first best.

    Let's think on that for a moment and take it back (sorry) to the basketball analogy I hinted at in the open.

    The optimal allocation of resources for say a basketball team has traditionally consisted of five different kinds of players, with different body types, playing styles, and characteristics that when assembled, would provide the team with the right balance of scoring, passing, rebounding, and defensive play that would result in winning.

    But let's say that the team can't acquire or develop one of the positions, let's say the point guard - the player who usually is charged with handling the ball, setting up his/her teammates for easy scores, and functioning as the on-court leader of the team. If this example team can't find a good enough point guard, the Theory of Second Best suggests that 'answer' to the problem isn't making sure the other four positions/roles are filled as designed and slotting in any old player as the point guard.

    The theory suggests that the 'optimal' solution, when one resource (the point guard), is missing, may be to take a completely different approach to building the team. Maybe the team looks for more 'point guard' like skills in the other positions, or maybe the team implements a different style of offense entirely to mitigate the problem.

    The real point is that once conditions appear that make the 'first best' strategy impossible to execute, that you may need to think really, really differently about what will constitute the 'second best' strategy. 

    The second best may look starkly different than the first best.

    I really dig that and hope you think about it too, once your plans in business or in life run into some challenges.

    Friday
    Jul072017

    PODCAST - #HRHappyHour 288 - Workplace Movie Hall of Fame: Mr. Mom

    HR Happy Hour 288 - Workplace Movie Hall of Fame - Mr. Mom

    Hosts: Steve BoeseTrish McFarlane

    Listen to the shoe HERE

    This week on the HR Happy Hour Show, Steve and Trish debut a new series on the show: The Workplace Movie Hall of Fame and in the first installment, break down the 1983 classic Mr. Mom

    Mr. Mom starring Michael Keaton, Teri Garr, and Martin Mull, made about $100M combined in Box Office sales and rentals. It came in as the 8th best grossing movie of 1983.  The plot, about a man laid off from his job as an engineer at an auto plant, who then switches roles with his wife as she returns to the workforce and he becomes a stay-at-home dad - a job he has no clue how to do, is fill of HR, work, and workplace themes.

    From the changing gender roles of men and women, to sexual harassment in the workplace, to how these may or may not have changed in the 35 years since Mr. Mom was released, this movie raises some serious and important issues that are still relevant for HR and business leaders today.

    Steve and Trish break down these themes, talk about how they relate to today's workplace, and the challenge and opportunity for HR leaders to use these ideas and societal changes to lead positive changes in their organizations.

    You can listen to the show on the show page HERE, or by using the widget player below (email and RSS subscribers click through)

    This show was really fun for us to do and we hope you enjoy it! Please tweet @HRHappyHour for any suggestions for future movies to include in the Workplace Hall of Fame series.

    Remember to subscribe to HR Happy Hour on Apple Podcasts, Stitcher Radio, or wherever you get your podcasts.

    Thursday
    Jul062017

    Five HR and Talent lessons from the first five days of NBA free agency season

    Basketball is the world's greatest sport and the National Basketball Association provides the marquee platform and competition for the world's best basketball players. Being an NBA-level player is incredibly difficult and rare. There are about 450 people in the world at any given time who can call themselves active NBA players.

    And so it is that the competition among the 30 NBA teams for this batch of rare talents is fierce. Since there can be only five players on the basketball court at any one time, (and ofter, in important playoff games teams may only use on 7 or 8 players total in a game - side note, that is where the phrase '8 Man Rotation' is derived), identifying, attracting, and signing the very best NBA talent possible for your team is absolutely essential to have any chance at success. I can't really think of another business, (maybe the movie business), where talent acquisition and talent management is more important than in the NBA.

    In case you don't know, the NBA's annual 'Free agent season' started on July 1. This kicks off the period of time following the end of the season when players whose contracts have expired are free to negotiate with all teams for a new deal. There's tons of process/rules/labor agreement minutiae too, but none of that matters to this post. All we care about is the talent/team/agent/press/media dance that culminates in many of the NBA's stars signing new contracts.

    And lucky for us HR/sports nerds - much of the talent marketplace dynamics in the NBA play out in public with hundreds of basketball blogs, thousands of NBA geeks obsessively refreshing their Twitter feeds, and NBAtv spending literally hours upon hours discussion individual player moves. And really lucky for us, is that many of these NBA player/team contracts offer up valuable lessons and reminders for our own HR and Talent Management work - particularly when we are dealing with hard to find talent that are in high demand.

    Ok, enough preamble. Here are five of the more interesting NBA feee agent signings so far this year, and what we can take from them.

    1. Gordon Hayward to the Boston Celtics - 4 years / $127M

    Why interesting? Hayward, an emerging star and the face of the franchise for an up and coming Utah Jazz team, leaves the only team he knows (and a bunch of guaranteed $$ on the table due to the NBA's labor rules that allow current teams to offer higher compensation to retain a player than new teams can offer them to switch), to join the Celtics, shocking many Utah fans.

    HR/Talent angle: After stripping away team competitiveness, compensation, and potential, (kind of a toss up between Utah and Boston), Hayward elected to sign with Boston largely because the Celtics' coach Brad Stevens was Hayward's coach back in college at Butler University. The two formed a tight bond a decade ago that has lasted to this day. The HR lesson here? Make sure you know and leverage the relationships between people in your organization and the hot candidates you are trying to lure away from the competition. In this case, that one relationship likely swung the near-term futures of two franchises.

    2. Kevin Durant resigned with the Golden State Warriors - 2 years / $53M

    Why interesting? Durant, arguably the best player in the league and playing for the best team, signed a significantly smaller and below market deal than he could have demanded, (and received). Why? He wanted to allow the team more flexibility and salary cap space to try and retain as many of his Warriors teammates as possible, in order to strengthen their title defense chances next season.

    HR/Talent angle: I know we are talking about multi-millionaires here, but even for them, not everyone is completely motivated by money. Durant is so happy to be playing on the best team, in a fun location, and in a winning culture that those things possess value, at least to him, beyond just the $$. If you can get a lot of the 'not money' things right in the organization, you may be able to have a chance at competing for talent against your better-funded rivals.

    3. Steph Curry resigned with the Golden State Warriors - 5 years / $201M

    Why interesting? Remember the bit above about Durant accepting a below market contract for the good of the overall team? Well, two-time league MVP and champion Curry has been playing on a significantly below market deal based on his performance for the last several year. This was driven in large part by Curry's early career injury problems that for a time cast some doubt on his long-term potential. But since then, he has emerged as the leader of the Warriors, and probably no worse than the 3rd best player in the league overall. This new deal, for the maximum money allowed, will serve to 'make good' on his out performance of his last contract.

    HR/Talent angle: Really excellent talent might be able to be persuaded to work for less than market rates for a time, if the other things your company can offer them are attractive enough. But they won't/can't do that forever. At some point super-talented people need to be paid fairly, maybe even a little bit better than fairly, in order to 'make good' to them as well. All the company culture in the world won't pay someone's rent, and we should all keep that in mind.

    4. Joe Ingles resigned with the Utah Jazz - 4 years / $52m

    Why interesting? You might not have heard of Joe Ingles, but he has quietly emerged after a late start to his NBA career as an extremely versatile and productive player for a developing Utah Jazz team. He's also friendly with (now former), Jazz star Gordon Hayward, (see above), and by signing Ingles early, (and paying him really well), the Jazz hoped that would be another chip they could leverage in their efforts to retain Hayward. 

    HR/Talent angle: As we know now, the Jazz management couldn't convince Hayward to stay, so let's hope for their sakes (and jobs), that the $52M investment in Ingles works out. There is always a lot of chatter and talk about the importance of having friends at work, but I wonder if this example makes us pause a little bit on that, at least in terms of elite talent. I am not sure the very best performers at any line of work get all that worked up about having friends at the workplace. The best talent makes its own friends, if you get my meaning. If you do, you are smarter than me. 

    5. Jeff Teague to the Minnesota Timberwolves - 3 years / $57M

    Why interesting? This move, signing a veteran point guard in Teague, combined with a prior trade for All-star Jimmy Butler is sending a signal to the league that the Timberwolves want to compete for playoff places and championships now, and not in 5 years. Last year the team failed to live up to its pre-season hype, and part of the reason is that its primary star players (Towns and Wiggins) are so young and inexperienced. Bringing vets like Butler and Teague signals a different, 'win-now' approach.

    HR/Talent angle: This is kind of the NBA version of the startup company that needs to bring in some pro managers to help run things arc. The young talent or founders have all the great ideas, can generate a ton of excitement and buzz, maybe can secure the first couple of funding rounds, but when things start to get a little dicey, (and they almost always do), the inexperience of the leaders starts to hurt. It's important for HR leaders to take that kind of measure of leadership groups, particularly in new companies, and think hard about when, where, and how to get more experienced voices at the table before things go sideways. See Uber in case you want to read up.

    There will be more to come from NBA free agency in the next couple of weeks. Even though I am really depressed that their are no more 'real' NBA games on for a bit, I am looking forward to heading out to Las Vegas in a week or so for the annual 8 Man Rotation trip to catch some live NBA Summer League action.

    The NBA - there's nothing like it, and for HR/Talent pros, there's plenty we can learn from it too.