Why I’m not at #SHRM13

I have been hyping up #SHRM13 for almost a year because the conference is in Chicago, which was a great experience when I was there in 2008 and want to relive that experience. In addition, I wanted to meet the HR bloggers, old and new, and network with other HR professionals around the world.

Sadly, it was never meant to be for a couple of reasons. Part of it was funding and the majority of it is my personal obligations. Don’t worry, I’m fine and so is the family. A scheduling conflict I can’t escape, that I learned last minute, has kept me out of the SHRM Conference. I’m still going to follow through Twitter and the HR blogs, but it won’t be the same because this was the one conference and city I waited for almost a year and I couldn’t come.

In the next two years, the SHRM Conference will be in Orlando in 2014 and Las Vegas in 2015, which is good, but both cities are not Chicago. I’m willing to go to those places, but that depends on my motivation, my company/clients motivation, events, and if I’m still a relevant HR blogger.

The next big SHRM Conference for me is in 2016 when the conference returns to Washington D.C. after ten years. Last time it was there, it was raining cats and dogs. In hindsight, it was a mini-derecho. I know it’s three years away, but I can’t wait to be a tour guide again to visitors, take them to great restaurants, museums, and landmarks, and take them to a Nationals game in my Silver Elvis (or something else) attire, in addition to my blogging duties (hopefully, it will continue, but you never know).

(Note to SHRM and MLB: the SHRM Conference is coming to D.C. In 2016. I better expect Nationals games the weekend of the conference, not like Chicago where you have two baseball teams and there’s no home games that week (although Chicago’s lucky the Blackhawks made it to the Stanley Cup Final). By the way, Baltimore doesn’t count.

Also, for entertainment, if the Nationals only play the weekend of the conference, I want a great act like The Bangles or Roxette on Tuesday. If the Nationals are playing at home Monday-Wednesday, you have my permission to book a crappy act like Third Eye Blind or Rich Little.

For the Capitals: I want you to win the Stanley Cup sooner than later, but especially win in 2016 so SHRM attendees can experience a riot.

For the Wizards: ah, forget it.)

I wanted to go to Chicago to experience the city again and meet the HR bloggers again. Timing has hold me back and I hope to return next year in Orlando, but in my mind, the real countdown is three years from now when the best HR professionals come to my home.

Wishing the best to SHRM, the HR bloggers and the attendees in Chicago.

If I Were Running A Company…HR Question of the Week #SHRM13

What one session or event you can’t wait for #SHRM13?

If I Were Running A Company…Edward Snowden

The Guardian had an interview with Edward Snowden, which was followed by the Washington Post, who admitted he leaked confidential information to the public because of his discomfort of how the government is withholding information and, in his mind, should be transparent to the public.

Let’s look at the ramifications of Snowden’s actions in an HR/recruiting point of view.

I have vested interest in the NSA leaks because it involves government contracting, which is Northern Virginia’s biggest business, and I have friends and acquaintances in that field.  If sequestration slowly is taken away productivity and jobs, the Snowden incident is going to accelerate that.

The biggest loser of the leaks is Booz Allen as there are responsible of hiring Snowden. As a result, stocks dropped 5% on Monday, a PR nightmare, and a cloudy future with not only dealing with the federal government, but in the workplace. If Booz Allen employees were worried about layoffs before, they will worry much more now.

In addition to Booz Allen, other big government contracting companies should be worried as well. Learning about how Snowden came into government contracting, companies will be extra careful in their hiring decisions. If Snowden had a GED, no college degree, and an Army discharge because of injury, expect companies to put in job descriptions that they must have a college degree, tons of experience, pass a polygraph test, have top-secret clearance, and must attend a week-long seminar on surveillance and privacy. In government contracting, you better be a safe bet.

Even with all the updated qualifications, it is the person behind the leaks that is still worrisome. You can take polygraphs and personality tests, but those tests can be gamed. Did Booz Allen, or any other Snowden’s previous employers, knew what he was capable of doing this? That is hard to tell because the employers, or anyone, had no idea he would be serious leaking out the information.

(Off topic: is it suspicious that The Guardian did spoke to Snowden one month before he got the job at Booz Allen? What about Glenn Greenwald‘s behavior on the talk show circuit?)

Booz Allen would’ve search him in the internet to discover his personality and beliefs, but I think this is why Snowden did what he did. In his mind, he wants the world to be transparent. He thinks there should be a proper way for citizens and government to live and work together. If they have no information except a picture of him and his girlfriend (won’t show the link or picture because she’s a pole dancer and I know some government contracting workers are reading this), that would be hard to tell.

So, if they can’t search the internet to determine Snowden’s character, then what can a company do to prevent it? The best way is using your instincts. You can ask questions, follow-up, ask behavioral questions, the kitchen sink. Even if interviewees gives a canned answer; look at their movements, listen to their tone, hear answers that are short or long. One of the reasons Snowden was hired by the CIA and Booz Allen was his talent as a computer programmer. You don’t hear he was hired because of his talent AND character. Maybe if either the CIA or Booz Allen focus on the character part, either by interviewing or training, this would’ve been prevented. From the evidence that is given, maybe that was hard to tell as well.

I have said this before: hiring is a crapshoot. You hope for the best, but you don’t know.

The Edward Snowden case is mainly about surveillance vs. privacy, government transparency, internet laws, net neutrality and more. I focus on the HR aspect of it because that is my expertise and Snowden’s consequences might have altered government contracting hiring practices and possible layoffs. This quote strikes me the most from Snowden:

“There are all sorts of documents that would have made a big impact that I didn’t turn over, because harming people isn’t my goal. Transparency is.”

Yeah, about that…

 

If I Were Running A Company…HR Question of the Week

If the U.S. Government mandate 5 paid holiday leaves, which holidays do you want it to be?

If I Were Running A Company…Reunions

Today is a special day for me because it is the 8th Anniversary the 2005 NPR Interns first met. I still remember that group because we all came to be part of the NPR experience. To this day, I still say the 2005 NPR summer internship was not only the best working experience I ever had, but the best class I ever been with. Sadly, I learned last year that NPR has cut out Intern Edition and I was hoping to listen to the current crop of intern’s stories each semester. If there is any consolation, Next Generation Radio is returning after a 3-4 year hiatus to collaborate journalists in journalism schools with local public media affiliate stations.

Another event I can’t wait is #SHRM13 in Chicago (Of note: if a company wants to sponsor me for hotel and travel, let’s talk). Although I have been to four SHRM conferences, last year, I felt I was accepted in the HR community when I met most of the HR bloggers for the first time because of the community SHRM and Dice enhanced.

Moments like the NPR internship and the SHRM Conference makes me want to come back to the place because it gives me joy seeing old friends. If you’re planning your event for your department, do plan attending relevant events for your profession and industry, but put a couple of events that are outside your profession that makes you feel  excited to be part of. Either it’s a book club, attending a sporting event, or a reunion, these events makes you reflect who you really are outside of work.

To this day, I still email to the ’05 NPR interns wishing a happy anniversary, wish each individual (or try to) a Happy Birthday and if I’m lucky, meet them face-to-face again. Going to networking or industry events shouldn’t be a job; it should be an experience.

If I Were Running A Company…The Smartest Guy In The Room

There was an article by Ben Yagoda on the word, “smart.” Yagoda discusses the origins of the word and how it is used today. Yagoda sees people using the word with regularity, which is not bad, but he has a precaution:

Being smart is fine, but being the “smartest guy(s) in the room” will drive a wedge to your circles.

Yagoda cites Enron, Michael Dukakis, John Deutch, and Newt Gingrich as people perceived to be the “The Smartest Guys In The Room.” Basically, they have inflated egos and want full control and attention.

At your workplace, it is alright to have labels like “hard worker,” “the creative one,” “the bad cop,” and others.

However, you don’t want to be a label that drives people away.

In essence, be smart on your subject and duties; and be smart to check your ego at the door. Do not be the person with a big head. It will be bad at your workplace…and fitting to doors.

If I Were Running A Company…Holidays

via The Atlantic

The chart above is how many guaranteed holidays and paid leaves countries offer. If you look at the right, you will see the United States. This is not a misprint: the United States does not offer guaranteed holidays or paid leaves. The U.S. is the only advanced country in the world that does not offer this.

In the latest Center for Economic and Research Policy paper on countries that offer paid vacations and holidays:

“According to government survey data, the average worker in the private sector in the United States receives only about ten days of paid vacation and about six paid holidays per year: less than the minimum legal standard set in the rest of world’s rich economies excluding Japan (which guarantees only 10 paid vacation days and requires no paid
holidays).”

Even if organizations try to do good to offer paid vacations and holidays, it will still be below the minimum of other countries. Then, this doozy:

“According to the same government survey data, only half of low-wage workers (bottom fourth of earners) have any paid vacation (49 percent), compared to 90 percent of high-wage workers (top fourth of earners). The same is true for part-timers, who are far less likely to have paid vacations (35 percent) than are full-timers (91 percent). The problems of low-wage and part-time workers are magnified if they are employed in small establishments, where only 69 percent have paid vacations, compared to 86 percent in medium and large establishments. Even when low-wage, part-time, and small-business employees do receive paid vacations, they typically receive far fewer paid days off than higher-wage, full-time, employees in larger establishments.”

The rich get richer and the poor are trying to survive. Finally, this is my favorite part of the research:

“Employees in Spain receive paid leave for acts of civic duty including jury service, and for moving house, getting married or for acts related to union work. French law guarantees unpaid leave for community work, including nine work days for representing an association and six months for projects of “international solidarity” abroad and leave with partial salary for “individual training” that is less than one year. Sweden requires employers to provide paid leave for workers fulfilling union duties.”

I like volunteer and community work, but I wish it was mandatory to get paid to do good. This has me wondering why in the U.S. are most people in surviving mode?

The simple (and popular) answer is companies want to save money. Most companies feel people are replaceable and you can bring the next person in and they won’t miss a beat or give more duties and responsibilities to their employees. There is no question employees are the most expensive resource in your organization, but what organizations do not get is employees give you the most ROI of all the resources available. If you replace someone or shift the duties and responsibilities to another employee you altered the workplace culture and only two things will happen: it will get better or worse; there is no middle. Better pray for the former.

Saving money is likely an easy answer why organizations are penny-pinching. If you dig down deeper, the reason organizations want to save money is the front office ego.

I have asked this question many times for organizations of why they’re in business and they have two choices: to make a profit or being great. Making a profit will make your organization stay afloat, but your limited because organizations worry about outside circumstances (economy, government, natural disasters, etc.) or they want to keep the profit for a select few. Being great is you care about your employees to be their best and give them every resource, including paid vacations and holidays, to reach their best. You have to be resourceful around money, but you spend it wisely to enhance the workplace.

This is a nationwide political issue and it can’t be resolve that quickly. For starters, sequestration is still going on and Congress will be hesitant to setup that type of program. Also, the local and state government would have to step in and pay a portion of leave pay, which they would be taken aback.

I view holidays and paid vacations as vital to the employee because the break would give them reflection about what’s really important and also they become re-energize might have great ideas while from break. Sadly, the viewpoint here is employees must battle each day to keep their job. One misstep and they’re gone. It’s similar to a reality show, but it is really reality. Do you want to work for an organization and live in a country like that?

If I Were Running A Company…#SHRMAdvice

Here’s my advice for people coming to the SHRM Annual Conference in Chicago:

• Enjoy Chicago. It is one of my favorite cities with so much to do. Enjoy going to baseball games and if you’re lucky, get a ticket for the Stanley Cup Finals if the Blackhawks make it. Go to landmarks like the Willis (formerly Sears) Tower and Millenium Park. Try their deep dish pizzas and italian beef sandwiches. As for me, I’m trying the Lucky’s Challenge:
• Meet other HR professionals at your own industry and/or city. You will be amazed that there are HR professionals from your area you haven’t met.
• Follow people you trust to grow your career, not who inspires you.
• Finally, carry big pants/shorts. You’ll need it.

If I Were Running A Company…HR Question of the Week

June is one of the busiest months of business-related activities with conferences and events before summer vacation rotation kicks in for employees in July.

What event or conference you can’t wait to attend in June?

If I Were Running A Company…Appreciation

Last week, there was an article about Washington Redskins fans bought wedding gifts for Robert Griffin III and his wife, Rebecca, on a Bed, Bath & Beyond registry. RGIII has a lot of money he got from his contract and endorsement deals and he could afford these products, but why would fans buy gifts for him if he can afford it?

You have to understand about being a Redskins fan in the 1990s and 2000s: it wasn’t pretty. The Redskins only won one division title and made three playoff appearances after Joe Gibbs resigned the first time in 1993. The Redskins were a mess with terrible draft picks, terrible trades, terrible signings, terrible coaches (except for Joe Gibbs’ second stint), and terrible judgment all over the organization.

Last year, when the Redskins traded up to number two in the draft to get RGIII, every Redskins fan were ecstatic about getting a real franchise quarterback. As a result, the Redskins went 10-6, made the playoffs, and won the NFC East in RGIII’s rookie season.

Most fans view buying gifts to RGIII as a performance evaluation. By winning the division, winning Rookie of the Year, and helping out in the community, he made Redskins fans feel joy again and be optimistic for the future. As a reward for bring bliss back into the Redskins, fans bought RGIII wedding gifts because it be the only way to appreciate him personally.

This is not a strange phenomenon where fans give gifts to famous (or infamous) people. After Andy Carvin’s groundbreaking work on the Arab Spring on Twitter, listeners donations to NPR local stations spiked because of Carvin.

When Andrew Sullivan created his own independent publishing company, you have to pay $19.99 to subscribe to The Dish. After day one, the company made over $300,000 because of Sully’s huge following and a few overpaid the minimum subscription. One of them paid $10,000 to be a founding member.

People will reward others for their hard work, dedication, and exceeding expectations. In return, people want real, human interaction to show how this famous person enhanced their lives. It has a deeper meaning when someone, you admired, follows up either by writing a letter, taking a picture with him/her, or something else. It shows the famous person cares and investment of buying a wedding gift was worth it for the fan.

The RGIII wedding registry story reminded me of what Jenny DeVaughn spoke at recruitDC when companies have to be selective on brand ambassadors and have a story of what attracted you to the company or the person in that company and willing to share it.

Wedding gifts might be a little excessive but it is not out of the norm that you reward people who far exceeded their responsibilities and expectations. Do not worry about people who help give the face to your company because they can carry your brand to new heights. Basically, don’t worry about finding your RGIII; they’ll be there because they want to…just don’t try to be Mike Shanahan who tries to screw it up.