What is the Future of Work? Good Question...

Tonight on the HR Happy Hour Show, I will be joined by Human Resources Technology legend Naomi Bloom to talk about work, the future of work, and have an open and participatory conversation about how the massive changes in the nature and notion of work will affect us in our careers, and certainly our children and grandchildren in the coming years.

You can listen to the show live tonight at 8:00 PM ET on the show page here, or by calling in to the listener/guest line - 646-378-1086. 

There has been no shortage of attention and energy spent in the last few years by various experts, authors, corporate leaders, and lowly bloggers attempting to make sense of the massive changes in work and industry brought on by worldwide recession, the emergence of high-speed internet connectivity, the prevalence of super-powered smartphones, and rise of social networks. While there might not be consensus among the experts and pundits about what the true 'future of work' will look like; one thing seems certain - it won't look or feel like anything we have known before.

No, with technology and robotics capable of automating and improving even more higher value functions and processes, with the rise of what is for many industries and professions a truly global competition for capital and opportunity, and the continuing 're-thinking' of the modern organization; it seems a given that work, the nature of 'employment', and the skills and capabilities required to remain relevant and successful simply have to change to meet these new challenges.

But while it is easy to say that work is changing,and the old 'employer contract' is long dead, it is quite a bit more challenging to determine what strategies and actions should be pursued by workers today, and the ones to follow, to best prepare and brace themselves for these changing conditions.

Is it the pursuit of entrepreneurship?

The willingness to embrace a series of consecutive or even simultaneous short-term gigs?

Acceptance of the fact that where you are now in your career is not at all likely to be a good predictor of where you will end up?

Or realization that in today's do-more-with-less-always-connected-smartphone-enabled world that you had better be prepared to work ridiculous hours, be always available, and give up what passes for your pathetic social life in order to not just get ahead, but to fend off the robot that wants your job?

Or something else entirely?

Tonight on the HR Happy Hour Show we plan to have an open and honest discussion about work, and what work might look like in the future, and talk about some ideas around how best to prepare for and survive.

Sure, we don't profess to have all the answers, but maybe you do, and I hope you will listen in and even consider offering some of your insight and advice as well.

It should be a fun and lively show, and I hope you can join us tonight!

Are you important? How far away from the inmates do you live?

I have to think of all the jobs in this fantastic country of ours that chief among them for stress, danger, and sheer 'Sunday night and I can't believe I have to go to work tomorrow insomnia', has to be working inside a jail, prison, or penitentiary. 

On the plus side, since our nation doesn't seem at all on course for reducing or even slowing the growth of incarceration rates, career opportunities in the prison system could be one area in an otherwise downbeat job market that might offer job seekers some prospects, and corrections system staff some level of job security that is often hard to come by these days. Sure, you have to deal with the daily inconveniences of metal detectors and pat-downs when coming to work, and every once in a while there could be some kind of security crisis like an escape that might throw a little hiccup into your day. And there is always the chance, however remote, that a more significant incident like a widespread inmate riot could ensue, the kind of circumstance that might require a full and comprehensive response from all prison officials and staff members to respond rapidly, and in numbers.Can I use my FMLA for this?

Since these occasions could potentially require rapid response from off-duty guards and other officals at a moment's notice, often the corrections officers and the other high ranking prison officials will be provided (mostly free), housing in neighborhoods quite near the prison itself, such that response times are reduced, and quick action can be taken in the event of a major security or safety incident. Essentially, if you have a role, either in prison leadership or in security, it makes sense to have you situated close enough to the prison such that you can respond quickly if called upon in a crisis. When the inmates decide they've had enough of the man keeping them down, you better be ready and able to respond quickly.

So what kind of persons and job roles at the prison should receive free or otherwise subsidized housing near the facility in exchange for their ability to be rapid responders and to be able to provide their leadership in a time of crisis, with the expectation that their fast contributions could mean the difference in a minor incident turning into a major one?

Certainly the warden and assistant warden. Probably the senior corrections officers and guards. And maybe some other mid-level guards too. Possibly the prison medical staff and maybe even some of the communications and other outward-facing individuals. 

How about the prison's Head of Human Resources? 

Would you rate the HR leader for the prison in that 'special' category of staff that needs to live in close proximity to the facility, and at taxpayer expense? 

Well officials in the State of New Mexico are about to try and sort that question out. It seems that for at least 5 years, the head of HR for the State Department of Corrections, Elona Cruz,  has lived rent-free in a home situated a 'stone's throw' from the state penitentiary. And according to the comments from Acting Deputy Secretary of Corrections Gregg Marcantel, it look's like Elona's time in state provided housing is soon to end. When asked whether the department's head of HR should be living in corrections department provided housing  Mr. Marcantel said- "From HR to an air-conditioning repairman, the answer would be no.” 

Nice. Comparing the Head of HR for the Department to the A/C guy. Thanks Gregg. Any chance you'll be signing off on the new Leadership Development program we've proposed for next year? Didn't think so.

Kidding aside though, it is unlikely that the Head of HR would be called upon to thrust him or herself into a potentially volatile and dangerous situation alongside the prison's first responders in the event of a serious security incident. Those kinds of incidents are more about using force, strategy, tactics, and execution of trained and ingrained protocols to attempt to regain control of the situation, and minimize the risk of injury to staff and inmates, and the damage to facilities and property. Sparing the easy jokes about organizing the facility picnic when teargas is flying, real life danger and violence is not typically the strength of HR.

But the comments from the Deputy Secretary are instructive - in his view the idea of HR being at all essential or important in times of crisis is sort of implausible, as evidenced by his comparison of HR to the A/C repairman.

And while it is natural and unsurprising that he's take this position, one thing is pretty clear - the farther away from the inmates you live, the lower your status and relative importance at the prison.

While it's great to accept a sweet set-up with free housing and a short commute, eventually you'll get called out. And if you're not someone needed to run into the prison in a crisis, well then, you can live 45 miles away with the maintenance staff.

(Here's the part where you make the comparison to 'charging in to the prison riot' with whatever equates to that kind of drama in your organization, and think about whether your leaders want you right next to them at the ready, or off 100 miles away).

Have a Great Weekend!

If you must have a dress code policy...

I know, workplace dress code policies have (mostly), gone the way of the IBM Selectric and the Inter-office mail envelope as relics of a bygone age. In our more modern, progressive, and enlightened workplaces, most organizations have come to understand that with all the many thousands of things to worry about, that articulating specific dress code standards and policies is a colossal waste of time.Love the 70s

The vast majority or workplace dress code discussions have been distilled into short phrases - 'business casual ', seemingly the dominant one these days. What exactly does business casual entail? Who knows for sure, just walk around the office for a day or two and generally you can sort it out. Mostly, dress code standards are arrived at organically and are largely self-policing. Wear something inappropriate to the office some time and chances are someone will tell you about it, if not to your face, in a snarky comment on Facebook.  

Dress code policies are boring, and writing about dress code policies as I am right now, possibly represents the nadir of my adventure in blogging. But I had to come up with a hook to feature some fantastic workplace dress code policy imagery I came across recently. Fantastic workplace dress code imagery? That does not even make sense.

Well, take a look at the image on the right that accompanies this post, as well as the rest of the collection of dress code policy images from the British Postal Museum Archive described on the How to be a Retronaut blog. 

These dress code policy posters are, quite frankly, awesome. And not only do they look cool, but they also serve the purpose of transforming what would be a typical, boring written policy (that no one ever reads, except as a preface in an employee disciplinary hearing), into a vibrant and effective tool for educating the target workers as to the desired workplace behavior.

Additionally, the dress code posters attempt to connect the policy to real-world examples, demonstrate the potential negative ramifications of violations of the policy, and even have a little fun at the same time. Are these vintage posters really that groundbreaking and meaningful in the overall canon of workplace thought and theory? 

Not really. 

But they do remind us that even the most mundane and tedious parts of the job of Human Resources, the parts that still sometimes include writing and enforcing workplace dress code policies, can still be creative, can still be personal, and can (for shame), still be even a little fun.

No one reads your policies. Maybe it's time to get a little more imaginative in their presentation and communication.

Have a fantastic week!

HR Happy Hour Show Tonight: Work and what it means to you

Tonight on the HR Happy Hour Show (8PM ET/5PM PT), we are going to change it up a bit from the more formal, guest-driven interview style shows we have been doing, and open up the phones (and the Twitter backchannel on #HRHappyHour), to simply talk about work.

Yep, it is that simple. Just an hour of open and loosely structured conversation, in honor of the upcoming Labor Day holiday in the USA, to share observations, stories, critiques, and congratulations about our experiences with work and in our careers.

What was your first 'real' job? 

What was the best job you ever had? The worst one?

What were some of the early experiences in your career that have shaped and helped determine what you are today? 

Who was influential to you as you got your start and deserves a thank you? Who influences you now?

And finally, if you are currently looking for work, or are just looking for a change - what is it you'd really like to do? What's your dream job?

We hope many of the loyal HR Happy Hour Show listeners will call in tonight to share their stories, experiences, and insights about work.

But wait - there's more!

As an added bonus longtime HR Happy Hour Show co-host Shauna Moerke, the HR Minion will make a special guest appearance on the show to climb back in the co-pilot seat tonight. And you know she will have some great stories.

Here's how to listen and participate tonight:

The show starts at 8:00PM ET tonight, Sept. 1, 2011.

Listen live from the show page here - HR Happy Hour - Episode 116- 'The Labor Day Show'

Or using the widget player embedded here:

Listen to internet radio with Steve Boese on Blog Talk Radio

Call in to get on the air using - 646-378-1086 and Press '1' once you are connected and you will be on!

And finally, follow the backchannel conversation on Twitter - hashtag #HRHappyHour

It should be a really fun show and I hope you can join us!

Re: Meeting Agenda (Revised)

Here is the meeting agenda you received:

Project Status Review Meeting

1. Current Status of Project ABCHorrible stock image. They do look happy though.

2. Sub-committee reports

A. Operations

B. Communications

C. Marketing

D. IT

E. Finance

F. Anyone else we forgot (HR?)

3. Review of high-level Project plans

4. Open Issues

5. Discuss next meeting

Based on what actually happens at most of these kinds of meetings, here's a take on the revised agenda:

Project Status Review Meeting

1. Current Status - and yes, we will continue to meet about this project until the last bit of light and hope has been extinguished from your soul

2. Sub-committee Reports

A. Operations - Oh yeah, nothing says 'efficiency' like bullet points with cool animations!

B. Communications - what do they do again? They never seem to make any sense.

C. You have likely faded out already, but it will be your turn soon.

D. Strange guy from Purchasing that wears suspenders. Or is it Shipping? Same thing I guess.

E. They really need to supply donuts at these meetings.

F. Guy from Finance who keeps talking to himself under his breath. That is weird.

G. Dude that works from home, who always has a dodgy phone connection, and no one has ever seen

H. WAKE UP!  It's your turn!!!!

I. Relax you gave your 2 minute update, the other 58 minutes of your life, well, just let them go.

J. Couldn't we have just posted all this on the Project Management system ? What's that? Oh right, we don't have one.

3. Time to break out the iPhone. The rest of the attendees will think you are a jerk, but it's worth it. You are multi-tasking darn it! Once the MS Project handouts get passed around the table, your eyes will glaze over anyway and you need something to keep alert.

4. Open Issues?  Yes, I have one.  Why are there no donuts at these meetings? I guess I have another one, what does 'work at home' guy really do?  Are you sure he even works here?

5. Next meeting - No, please don't make me go through this again.  Unless there are donuts.

I know what you are thinking, another hack post about time wasted in meetings, offering no solutions, not a shred of insight, and perhaps wasting your time just as much as the badly run meetings that it attempts to (lamely) lampoon.

So now I am forced to offer this suggestion - at your next 'Project Status Review Meeting' or close approximation in your organization, take the 'official' agenda and during the meeting mark it up with what truly happens, with what you are actually thinking, and what the true agenda should have been.

Then let me know how far off the mark I was.