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Entries from March 1, 2016 - March 31, 2016

Thursday
Mar312016

PODCAST - #HRHappyHour 242 - Big Ideas for Employee Benefits in 2016

HR Happy Hour 242 - Big Ideas for Employee Benefits in 2016

Recorded Wednesday March 30, 2016 at the Health & Benefits Leadership Conference

Hosts: Steve BoeseTrish McFarlane

Guest: Nate Randall, President and Founder, Ursa Major Consulting

Listen to the show HERE

This week on the show Steve sat down at the Health & Benefits Leadership Conference with Nate Randall, President & Founder at Ursa Major Consulting to talk about three big ideas and trends in employee benefits that Nate is seeing as he works with organizations around the country. 

Nate shared some ideas around managing benefits in a global and distributed environment, and the challenges that can present. We also talked a little about use of Private Exchanges for employee benefit coverage, and some considerations that employers should take into account when evaluating this model. Finally, we spent some time discussing the new trend of employers offering Financial Wellness programs for their employees, and some important factors employers need to consider before deploying these kind of programs.

Nate also shared some insights from one of his former roles at Tesla Motors, and the challenges they faced in scaling up the organization from under 1,000 employees to over 13,000 in a very short time.

You can listen to the show on the show page HERE, or using the widget player below:

This was an interesting and informative show with one the the industry's leading experts and thinkers on employee benefits - we hope you will check it out.

Reminder - you can subscribe to the show on iTunes and all the podcast player apps for iOS and Android - just search for 'HR Happy Hour' to subscribe and never miss a show.

Wednesday
Mar302016

#BenefitsConf Opening Message: Meet people where they are, not where you want them to be

I am out at the 4th Annual Health & Benefits Leadership Conference for the next few days and will (if plans don't get derailed because, well, Vegas), be sharing some ideas and highlights from the event, including at least one HR Happy Hour Show from the event.

The opening keynote at the show was given by Alexandra Drane, Co-Founder of Eliza Corp and was titled Mentioning the Unmentionables: Is 'Life' the Missing Link?', an examination of where health and wellness approaches have possibly been misaligned with the needs, desires, and actual, practical situations and lives of the people the healthcare industry is trying to serve.

Let's unpack that a little bit by referring to a chart we have all seen a thousand times, Maslow's hierarchy, and one that Ms. Drane referred to several times during her talk. Take a look at my (slightly out of focus) pic of the chart below, and then some FREE comments from me on the key points of the talk after that. Note: the person on the lower right of the pic is an artist doing a sketch of the talk in real time - really pretty cool!

Alexandra's primary message on where health and wellness initiatives have gone wrong is in that so many of the efforts and outreach have been focused on individual and employee behavior modification that impact and reside at the very peak of the self-actualization pyramid - ignoring the fact that many, if not most people are wrestling with life issues much further down.

We (or our employers), bug people to exercise more frequently, to eat healthier, to make sure they are up to date on all preventive medical screenings, etc., but often do not even attempt to address the myriad of issues that would prevent people from even thinking about doing more exercise or the other things that happy, secure people can spend time on.

These are very basic, and fundamental issues and challenges like elder or child care, financial challenges and troubles, divorce, lack of intimacy, or even something as elementary as loneliness or disconnection from people.

These issues, she argued, are the more important drivers that lead towards negative health outcomes that manifest in 'real' diseases like diabetes, alcoholism, heart disease, hypertension, and many more. And trying to motivate people into behavior changes that might lead to say a reduced risk of diabetes will not be effective if they are completely stressed out with family or personal crises that dominate their ability to cope.

 

Until we are able to meet people where they are, many if not most of them dealing with tremendous pressures, stress, and personal challenges in their real lives, will we be able to better provide tools, resources, support, and empathy needed to try and move them to where we want (and hope) they can be - as people who can actually take the time to jog for 45 minutes a day, and spend an extra hour at home each night preparing healthy meals.

It was a really important message I think, and one we'd all be wise to remember.

People are really complex. Life can really suck sometimes. And the combination of the two makes trying to drive behavior change much, much more than just suggesting they choose a salad instead of a Big Mac.

Thanks to Alexandra Drane for such an interesting and compelling talk this morning. 

Tuesday
Mar292016

Dunbar is the reason why all social networks eventually become horrible

In this week's episode of 'As the social networks turn', many big users and brands that are active on Instagram are in collective freak out mode about the (Facebook owned), social network's announced plans to change user feeds from the classic 'reverse chronological' order to some kind of an algorithmic feed designed to show users the posts they are likely to be most interested in seeing and engaging with at the top of the feed.

The reasoning behind these changes are laid out on the Instagram blog post announcing the shift:

You may be surprised to learn that people miss on average 70 percent of their feeds. As Instagram has grown, it’s become harder to keep up with all the photos and videos people share. This means you often don’t see the posts you might care about the most.

To improve your experience, your feed will soon be ordered to show the moments we believe you will care about the most.

The order of photos and videos in your feed will be based on the likelihood you’ll be interested in the content, your relationship with the person posting and the timeliness of the post. As we begin, we’re focusing on optimizing the order — all the posts will still be there, just in a different order.

If Instagram is right, and people miss 70% of the posts from the accounts that they have choosen to follow, there can only be a couple of possible reasons why this is the case.

1. People just don't spend that much time on Instagram. They check it now and again, look through a few pictures on their feed, and get back to whatever else it was they were supposed to be doing. They don't make it a point to make sure they have seen everything. (FYI - this would be me in terms of Instagram. I follow 119 'accounts' on Instagram. This is important to mention for reasons that will be more clear later in the post). I do check Instagram every day (or close to every day), but there is no way I see every photo that the 119 accounts I follow have posted. 

2. The recent, and pretty dramatic, increase in ads and sponsored posts on Instagram has turned people off and they are using and engaging with content less and less, thus driving a more significant 'miss' percentage of their feeds. This increase in ads has definitely been noticeable lately, and while I know that Instagram needs to pay the bills, I also know that with social networks, almost no one signed up to see the latest artsy pic from Bank of America. More ads --> a worse user experience --> less time spent on the platform --> more posts missed.

3. (And the real one I am most interested in). Many if not most users have decided to follow far, far too many users/accounts than they can reasonably keep up with. As I mentioned at the top, I follow 119 accounts, well below Dunbar's estimate of the number of social relationships that a person can reasonably carry on and I still can't (and really could not try for very long), to stay on top of this level of accounts on Instagram. This is not even considering for the moment the time commitment of all the other networks that a person today must have some type of presence on. A quick look through about five people I follow shows crazy numbers of accounts they are following, 500, 800, in one case over 1,200 accounts. You could live on Instagram all day and not be able to keep up with the feeds of 1,200 users. Instagram sees this situation, and will attempt to show this person (at least at the top of their feed), the 20 or 40 or whatever number of posts and accounts they follow, in order to try and improve the overall experience.

So the better question is not 'Why is it impossible to follow and engage with 1,200 friends on Instagram, (or any other platform), but rather 'What would drive someone to even click the 'follow' button 1,200 times in the first place?

Dunbar's research and the 'Dunbar number' have been well known and repeatedly proved out over a pretty long time. We know no matter how many people we follow on Instagram or Facebook or wherever, that we will only interact meaningfully if at all with a very small percentage of those people we follow. Probably even less than Dunbar's number of 150 I would bet.

So why do we do it? Why do we try? How can it make sense to have 1,500 friends on Facebook?

I think there is only one reason.

It's because every online/social network starts as a site or community to connect with real friends and family. And then once the platform begins to grow, even more people join. And when even more people join still more people join, (and your teenagers flee to the next new network, but that is a different issue). But at some point (close to when the network starts accepting ads and sponsored posts), the tenor of the entire conversation around the network begins to shift into a commercial one.

Brands and company accounts are set up and they try and act like people. People amass even larger following and then try to act like brands. For both the brands (and many of the people), it becomes all about maintaining business prospects and business relationships and much, much less about sharing details of your lives with your (less than 150) networks of people that you actually know.

That's the only reason I can think of while you or me or anyone keeps following more and more people, beyond the ones you actually know and socialize with. They might be business contacts, they may just work in your company or industry - doesn't matter, you can't not follow them if it means missing out on a business opportunity.

There are two essential truths about every popular social network.

1. Once you join, your kids will think it is less cool

2. Eventually, it will become all about business. Just about all anyway.

Instagram is moving to an algorithmic feed because it has finally reached the point where the use/purpose of the platform is primarily commercial, and we should have known this was coming the minute we thought following 529 people was a good idea.

Dunbar strikes again.

Monday
Mar282016

PODCAST - #HRHappyHour 241 - Tackling Recruiting Challenges with Modern HR Technology

HR Happy Hour 241 - Tackling Recruiting Challenges with Modern HR Technology

Recorded Wednesday March 23, 2016

Hosts: Steve BoeseTrish McFarlane

Guest: Jon Bischke, CEO and Founder, Entelo

Listen to the show HERE

This week on the HR Happy Hour Show, Trish and Steve are joined by Jon Bischke, CEO and Founder of Entelo, a leading provider of innovative HR and recruiting technology solutions that help organizations find and assess talent as well as help them improve the diversity of their talent pools and pipelines.

Entelo technology helps organizations not only unearth candidates by building comprehensive candidate profiles that are far more complete than what can be found on a simple resume or LinkedIn profile, but it also enables organizations to spend their limited time and resources focusing on learning more about the very best candidates.

Entelo has innovated in the area of diversity, and has built what are the industry's first set of solutions explicitly designed to help organizations enhance and expand the diversity of their candidate pools. Listen to the show to learn more about how Tech can help HR leaders in this important area.

Jon also shared details of the World's Greatest Sourcer contest - you can learn more about that at www.worldsgreatestsourcer.com

Additionally, Steve lamented the fact that resumes still are not dead as yet., we pitched (once again) the impending Diet Dr. Pepper show sponsorship, and the idea of recruiting for 'Culture Add' instead of 'culture fit'.

You can listen to the show on the show page HERE, or using the widget player below:

This was an interesting and informative show with one of the HR and recruiting technology industry's most innovative leaders, many thanks to Jon and Entelo for joining us.

Reminder, you can find and subscribe to the show on iTunes or any major podcast app for iOS and Android - just search for 'HR Happy Hour' to add the show to your playlist and you will never miss a show.

Friday
Mar252016

Easter candy, ranked

In preparation for the imminent arrival of everyone's favorite Bunny, your entirely unscientific, unresearched, incomplete, and 100% accurate ranking of Easter basket candies:

398 - Spiced jelly beans

397 - 11 - <big list of forgettable candies>

10. Solid chocolate bunny

9. Lindt Chocolate Carrots

8. Peeps

7. Milk Chocolate Peeps

6. Mini Robin Eggs

5. Reese's Peanut Butter Egg

4. Hollow Milk Chocolate Bunny (the best part is the hard candy bunny eyeball)

3. Cadbury Creme Egg

2. Russell Stover Marshmallow Egg

1. Jelly Belly Jelly Beans

As always, you can disagree with these rankings but of course you would be wrong. 

Have a great, long weekend, hope your basket is filled with whatever it is you love.