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    Entries in HR (342)

    Thursday
    May112017

    Probably not going to get a "Best Boss" mug from the staff any time soon

    Sometimes it can be really tough to be the boss.  Lots of calls, lots of emails, lots of meetings, and probably lots of people in the organization that want a little piece of your time.  They might need some direction, want to get your opinion on something, might need some clarification before taking an action, and sometimes the team just might want a little face time, you know, a little interaction with the boss. Sometimes people feel a little better after getting some 1-1 time with the big kahuna.

    So all that can get tiring for the boss. At least at times it can. The boss, too, has things to do.  The boss probably has his/her own agenda and priorities on any given day. The boss, sometimes, probably comes into work not in the best mood and maybe does not want to deal with any of this 'other' stuff that was not perfectly slated into their calendar for the day.

    So I can kind of get it when once in a while the boss does not really have time for small talk in the elevator or in the hall. Or when, even in a small company, you need about 3.5 weeks advance notice to maybe get 30 minutes on the boss' calendar to day your piece. I get it. I do.

    But time management is only one of the dozens of things a successful leader needs to be good at in order to succeed, and while I don't know for sure how to manage time effectively, (I am writing this at 11:30PM so I can attest), I do know that the wrong way for the boss to set expectations for the staff as to his/her availability and accessibility is to do what TV personality Steve Harvey dropped on his organization, (and as described in Mashable).

    Take a look at an image of Harvey's set of instructions to his staff that was reportedly sent at the start of the show's most recent season:

    Awesome stuff, right?

    Don't talk to me under any circumstances unless we have a meeting on the calendar in advance. Don't speak to me in the hall, don't linger outside the elevator, don't 'ambush' me in the makeup room - basically DO NOT APPROACH ME AT ALL.

    Love it.

    But at least Harvey dropped a 'please don't take offense' at the end of the 14 ways to not talk to Steve Harvey bomb.

    That will make it all better. 

    I actually kind of like some of Harvey's rules. I may try to enact a couple in my life too. And if I do, just please don't take offense.

    Wednesday
    May032017

    PODCAST - #HRHappyHour 284 - Transforming HR with Technology, Live from Talent Space 2017

    HR Happy Hour 284 - Transforming HR with Technology, Live from Talent Space 2017

    Host: Steve Boese

    Guests: Bailey Borzecki, Dogfish Head Brewery, David Mennie, Saba

    Listen to the show HERE

    This week on the HR Happy Hour Show, Steve Boese is Live at Talent Space Live 2017 and talks with Bailey Borzecki, HR Inspirations Manager of Dogfish Head Brewery and David Mennie, VP of Product Management of Saba about how HR and talent management are being transformed through technology at Dogfish Head. Bailey shared some of the growth story at Dogfish Head from a startup to a 350-person organization spanning 36 states. Technology plays a key role at the company to support goal setting and goal alignment, to make manager-employee 1-1 meetings more productive and effective, and in fostering Dogfish Head's collaborative culture bases on feedback.

    Additionally, we talked about the importance of user experience and user adoption, the best ways to use technology to facilitate employee engagement, and whether or not Bailey is the only 'HR Inspirations Manager' in America. Steve also shared some early HR Happy Hour tales and his long-time partnership with Halogen Software, (now a part of Saba).

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

    This was a really fun and interesting show, we hope you think so too.

    Thanks to Bailey and David for joining the show and thanks to Saba for having us out at the event.

    Be sure to check out show sponsor Virgin Pulse - www.virginpulse.com to learn more.

    Subscribe on iTunes, Stitcher and all the podcast apps - just search for 'HR Happy Hour' to subscribe and never miss a show.

    Monday
    May012017

    The five kinds of office environments and what they really say about your company

    Caught the news this morning that Apple begun moving employees into its new, futuristic, spaceship-looking, and $5 Billion costing campus in Callifornia last week.

    The space (or space ship) seems to be by all accounts incredible, (and I suppose for $5B it had better be), and reading the article over and looking at some of the pics of the new Apple campus got me to thinking about the various office spaces that I have worked in or at least have visited in my career. 

    And honestly, while each office space is unique, and different in its own way, I think that they all can be broken down and places in one of just a few categories. Let's say five.

    Here are the five kinds of office environments as I see it,an example of a typical company with that kinds of office set up, what the company thinks their offices say about them, and what each type of office really says about you, the company, their aspirations, and maybe even their future.

    Here goes....

    1. We don't have ANY offices  100% virtual baby. I'm having a staff meeting from the beach in Majorca.

    Example: Automattic, Buffer, GitHub

    What the company thinks it says: We are progressive, we only want the best talent, we trust people to do their best work in the environment that suits them the best

    What it really says: There's a chance we may not qualify for a 12 month lease of decent space. And your Mom or Aunt Sally has almost certainly never heard of us. But if we disappear, it won't make too much of an impact, since we were never really 'here' anyway.

    2. Class 'A' space in the office park out near the airport

    Example: Tons of them - think logistics, insurance, regional telecom companies, pretty much anyone the developer can find

    What the company thinks it says: We care about our employees enough to have them work in a clean, bright, and completely non-confrontational place. If the space is comfortable and has ample parking, then it is all good.

    What it really says: We have just about zero personality or culture. Check that - we can add a 'culture' board to the break room wall, near the microwave. That will work. Class 'A' office space is like a Honda CRV. Sure, it will get you where you need to go, but you will remember exactly nothing of the journey. 

    3. Big city, downtown, high rise (especially when relocating from Class 'A' space out in the middle of nowhere)

    Example: Boeing, General Electric, McDonald's

    What the company thinks it says: We want to attract more millennials who want to live and work in large cities with lots to do and see - arts, restaurants, sports, night life, etc. We also like to see the company name on a big tower. We also want to attract a more diverse, technically savvy workforce while we are at it.

    What it really says: We can't recruit anyone younger than 40 to come to work in McMansionville 24 miles outside of the city. We also like to see the company name on the side of a giant building.

    4. Common plan! Exposed brick! Ping Pong! Kegerator! (Did I mention the exposed brick?)

    Example: Every Series A funded tech startup in San Francisco or New York

    What the company thinks it says: We are cool! We are fun! We like to work hard and play hard! We don't care about hierarchy here, the CEO sits at the same communal table we all do! And we like exposed brick!

    What it really says: Common plan spaces are way cheaper than building out personal offices, rent at the converted warehouse was almost nothing, (a lot less than in the McDonald's tower), after about 4 days everyone will invest in new noise cancelling/don't talk to me I am trying to work headphones, and my gosh are Josh and Tim ever not playing ping pong! I don't have a snarky remark about the kegerator. That would be pretty cool to have.

    5. Money is no object. I mean, NO object.

    Example: Apple's new campus

    What the company thinks it says: We have more money, power, influence, and gravitas than anyone. We can do whatever we want. We don't care what you think.

    What it really says: We have more money, power, influence, and gravitas than anyone. We can do whatever we want. We don't care what you think.

    $5B large on a new office? Must be nice.

    That kind of scratch would buy a lot of ping pong tables.

    And keep everyone's kegerator filled for a long, long time.

    Have a great week!

    Thursday
    Apr272017

    PODCAST - #HRHappyHour 283 - Compliance in a Changing HR Landscape

    HR Happy Hour 283 - Compliance in a Changing HR Landscape

    Host: Steve Boese

    Guest Co-host : Madeline Laurano

    Guests: Angela Lockman, Kristin Lewis - Equifax Workforce Solutions

    Listen HERE

    This week on a special HR Happy Hour Show recorded live from the Equifax Forum 2017 in Scottsdale, Steve Boese and guest host Madeline Laurano are joined by Kristin Lewis and Angela Lockman from Equifax Workforce Solutions on the challenges for HR leaders in keeping up with changing laws, regulations and ensuring compliance in what is a fast-moving and uncertain environment.

    Angela and Kristin shared their unique point of view from the perspective of the leading provider of compliance solutions for HR and organizations on topics such as health care reform, immigration policy changes, and potential tax reform. They shared how Equifax works with employers to help them navigate these issues, as well as how Equifax works with government and regulators to endure that they understand and appreciate the employer point of view and the impact on employers.

    We also talked about how onboarding of new employees is changing from one that for a time seemed to focus primarily on engagement and acculturation, to one where these compliance steps have become even more critical. 

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

    You can't do any 'strategic' HR or talent management unless until I9, eVerify, Visa Management, ACA reporting, WOTCs - are in line. Equifax is the leading authority in this space.

    Thanks to Angela and Kristin for sharing their expertise and thanks to the Equifax team for hosting the show.

    Please check out show sponsor Virgin Pulse - www.virginpulse.com.

    Subscribe on iTunes and everywhere podcasts can be heard - just search for 'HR Happy Hour'.

    Friday
    Apr212017

    PODCAST - #HRHappyHour 282 - HR, Organizations, and Employee Student Loan Debt

    HR Happy Hour 282 - HR, Organizations, and Employee Student Loan Debt

    Host: Steve Boese

    Guest: Jen Bailey, Director Business Development, Tuition.IO

    Listen to the show HERE

    This week on the HR Happy Hour Show recorded live at the Health & Benefits Leadership Conference, Steve Boese is joined by Jen Bailey from Tuition.IO, the leading employer funded student loan contribution platform to talk about employee student loan debt, and the opportunity for HR and organizations to offer student loan repayment contributions as an employee benefit.

    In the US, student loans are at record levels, and more and more employees are entering the workforce with stunning debt levels that they have to pay down. Some progressive employers have turned to student loan repayment contributions to help employees better manage their debts, while also serving as a powerful talent retention and attraction tool. A recent study reported that 86% of employees would remain at an employer for 5 years if student loan repayment contributions were offered as a benefit.

    Jen talked about how the platform works, how an employer evaluates their options in setting up a student loan repayment contribution, and the ROI that employers are seeing from implementing these student loan repayment benefit programs.

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

    This was a super interesting discussion about a very important topic for HR and Benefits leaders, as well as society overall.

    You can learn more about Tuition.IO here.

    Thanks to our show sponsor Virgin Pulse - check them out at www.virginpulse.com

    Remember to subscribe to the HR Happy Hour Show on iTunes or wherever you get your podcasts - just search for 'HR Happy Hour'.