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Change HR with Your Own "silly walk"

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HR is such an open, unique field that finds itself bound by the past. Organizations continue to churn and churn on HR programs and ideas that haven’t been current in years (or even decades). The difficulty facing folks is how to break away from the past.

We tout “change management” as a profession, but change is tough. People aren’t as open or adept to change as people may profess. Also, HR has a reputation of telling others what to do and/or what policies to step in line with. Not too appealing, honestly.

However, fear not! There is a great way to truly turn things around for HR practitioners which is well within our reach. To get our inspiration, you need to look no further than Monty Python.  You probably haven’t seen the Pythons listed as a business or HR resource in a post before have you?

Being a giant Python fan, I’ve found them to be the best “model” of comedy ever. Creative, scathing, brilliant and something that truly redefined boundaries of what was expected. One of my favorite sketches is the “Ministry of Silly Walks.” A person comes into the Ministry to try out his silly walk and it doesn’t turn out to be very silly at all. The cast then shows a myriad of fantastic silly walks which still gives me deep belly laughs.

The point of this analogy is this . . .

In order for HR to succeed in today’s business environment, we need to model the behavior we expect from others. We can’t continue to just tell folks what to do and expect change. So, going forward, try this approach:

  • Be consistent – Consistency in HR is huge! If you are consistent across your programs, policies and procedures, you’ll bring more equality in your organization than you’ve ever witnessed before.
  • Be visible – You can’t expect supervisors and managers to tend to their employees if your desk is more important than people. Get out amongst the masses.  After their initial shock, they’ll love (and expect) seeing you.
  • Be different – If you want true diversity, celebrate the vast differences everyone brings to work each day vs. trying to force conformity. It’s so cool that everyone has their own “silly walk.” Let them bring that out at work.
  • Be the example – HR that set the standard through modeling can’t be touched. People will literally clamor for what is going on because they’re seeing what you’re looking for in your own behavior.  It works.

Now, I need to saunter down the hall with a skip, two-toe pirouette, left heel drag and two leaps . . .

Break the Mold: Improve Leadership Development

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When it comes to Leadership Development, we tend to want to let our system dictate the direction of where things should go. HR loves to have performance management systems that keep things in check.

We have “annual” cycles for checking in with people to make sure they get their yearly dose of feedback.  Employees begrudgingly participate and Supervisors take a passing look at the process to fill out the endless forms and force rank their staff.

People then set goals that aren’t really development goals. They are “goals” to shore up your weaknesses, because development continues to be focused on filling the gaps in what you don’t do well.  We all agree that this is the best path for the employee, and then everyone files the review away until one day before the next annual cycle. Then, it gets dusted off and people hastily fill out the next form to make sure it’s complete for HR . . . and development NEVER occurs !!

We need to break out of this never ending death spiral and do the one thing that we refuse to do – treat development individually vs. collectively.

It amazes me when companies state that people are their #1 asset, but they won’t spend one hour with them A YEAR.

Recently, I’ve been trying this individual approach with our Executive Leadership, and it works.  It has allowed us to truly take the time to look at the fantastic strengths they bring every day to work and we are focusing on how to leverage them.

Also, the challenges that they all face can be addressed through their strengths. We aren’t taking the approach that most HR functions take by continuing to list the factors that will continue to be challenges for people. We want to reduce the challenges by making sure that they are reviewed, addressed and given a chance to improve.

The other very different approach is that there is no set cycle or annual schedule. We’re meeting with people one-on-one monthly to see how their development is going. We’re looking to provide resources and, most importantly, we’re being intentional. This isn’t the “next trend” or “best practice.” This is an intentional decision to take the time to develop our leaders so that they, in turn, will continue to drive our company forward.

So, break the mold. Quit following the collective. Highlight the individual. It’s worth the time!

Magnetic Leadership Attracts Top Talent: #TChat Preview

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

The CEO of today looks a lot different than  the company man of previous generations, increasingly likely to have traded  in the gray wool suit for shorts and flip-flops, their secretaries for smart phones, and corporate branding with personal branding.

One only has to look as far as Steve Jobs’ black turtleneck, or Bill Gate’s bifocals, or even Undercover Boss to see the impact that leaders have on the way clients, and candidates, perceive and interact with an organization.  Tony Hsieh has made Zappos as recognizable for its corporate culture as its corporate product; likewise, Donald Trump is his corporate product.

The close correlation between leadership and talent extends far beyond these high profile examples, two concepts that have long been inexorably intertwined.  Influential lists like Fortune’s annual 100 Best Companies to Work For or a company’s Glassdoor.com ratings, rely heavily on workers’ perceptions of leadership and management within their organizations.

Studies have repeatedly demonstrated that executive and managerial communications and engagement are among the primary drivers for employee satisfaction and, subsequently, retention.  Satisfaction with leadership plays a similarly prevalent role in worker productivity, with magnetic leaders adding more to the bottom line than can be reflected on a balance sheet.

When it comes to attracting and retaining talent, active, engaged and innovative leaders provide a key competitive advantage.  After all, it’s that magnetism they possess which creates a powerful draw for potential workers (and customers), not to mention providing a potent, and public, voice for communicating with both internal and external stakeholders.

Tonight’s combined #TChat and #LeadershipChat recognizes the critical correlation between talent and leadership, and that’s why we’re partnering up to discuss some of the most critical challenges – and opportunities – confronting leaders and the workers who rely on them every day.

We hope you can join us tonight at 8 PM ET/5 PM PT for what’s been jokingly called “Twitter Chat M&A” as our communities come together for a conversation on magnetic leadership and how it fits in with the bigger talent picture.

To follow along or to join the conversation, remember to use both the #LeadershipChat and #TChat hash tags; for more background on #LeadershipChat, click here.

It’s sure to be a lively discussion, so we’re only including four questions tonight instead of our regular seven to keep the conversation flowing while keeping it focused on the issues, and ideas, that matter most.

#TChat + #LeadershipChat Questions and Recommended Reading: 06.14.2011

Here are tonight’s questions, along with some related posts on leadership and talent  we think are worth checking out.  This background reading isn’t mandatory to get in on tonight’s joint #TChat #LeaderChat action, but we suggest checking out these articles by top leadership and talent-management thought leaders before the chat (or if you missed it):

Q1: What is the role of a leader when it comes to making talent decisions?

Read: How Successful Companies Attract and Retain Employees by Connie Blaszczyk

Q2: What should a leader consider when addressing “talent alignment?”

Read: 5 Things Every CEO Should Know About Talent Alignment by Lisa Petrilli

Q3: How can a leader show genuine authenticity to new recruits and current employees?

Read: Starbucks Wakes Up and Smells the Coffee (And Buzzes Back Up the Leader Board) by Allen Adamson

Q4: How does being a genuine leader impact a workplace culture brand?

Read: 5 Authentic Keys to Attracting Top Talent by Meghan M. Biro

Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.

Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”

We’ll be joining the conversation this Tuesday night as co-hosts with Meghan M. Biro and Kevin W. Grossman from 8-9 p.m. (Eastern) via @MonsterCareers and @Monster_Works.

Finding Obsessed HR Fanatics: True Promoters

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In Raiders of the Lost Ark, Indiana Jones was searching for the Ark of the Covenant, the key to all human existence.

HR has been on a quest for its own Holy Grail for years – credibility.

In this post, Laurie Ruettimann says the way to get HR credibility is to take over. Move into a leadership position that allows you to influence the direction of the company and the value HR has within it. I agree. But what do you do in the meantime?

Find HR Otaku…

Otaku is a Japanese word for people who are obsessed with video games, anime and action figures. They are fanatics. They write about it, blog about it, purchase it, play it, go to conferences, read books, dress up in costumes and spend lots and lots of money on it.

One of the core principles I’ve been teaching business owners the last several years comes from Seth Godin’s book, Purple Cow. The principle of finding customers who will be otaku, who will be fanatical about the products and services you provide is a game-changer. When you figure out who those people are and target your marketing to them, your business will grow because they will talk about it, sing your praises and spend lots of money with you.

And guess what HR? There is otaku in your company; you just need to find them.

Instead of rolling out a company-wide initiative that gets a typical head-rolling, “we don’t have time for that” response, do a pilot. And when you do your pilot, do it only with a segment of the organization that will be otaku about it. Talk about a shift! Instead of convincing the whole organization about the merits of the initiative, your otaku will promote it and you.

Selection Criteria

How do you find your otaku for a pilot? It should be a group that…

1. Is ready. Find a group that is not change adverse and welcomes opportunities for new things. Trying to pilot an initiative in a group whose philosophy is, “This is how we’ve always done it” is only going to lead to frustration.

2. Has the bandwidth to make the project work. Analyze what the commitment in resources (time and money) is going to be. Be prepared to answer how much time will be lost in productivity and make the case for the long-term ROI of the project.

3. Can show demonstrable, measurable results. Get really clear about what success looks like before you start and partner with the business unit on what the metrics will be. The executive team will want to see the ROI before it goes company-wide.

4. You have a good relationships with. The key to a good pilot is lots of open, truthful communication between you and the business unit so you can make improvements to your project.

So until you are the helm of your HR department, use the otaku technique, one business unit at a time to develop the credibility you deserve.

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Focus on Your Employees, Key to Workplace Culture Success

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As an organization, your perceived workplace culture is a part of your brand. There are plenty of posts out there that discuss how your brand is more than just your logo. It is an overall perception and the emotional connection people make with who you are as an organization on a holistic level. Taking the complete package that we have come to understand as a brand is that which we market to our target audience. Marketing 101, right?

I would suggest that many organizations are dropping the ball  in marketing organizational culture to a specific market segment. This particular segment is so critical to the success of your company. It’s your employees. If you’re not leveraging the brilliance of your marketing department to reach out to your own people, you are leaving tons of money and talent on the table. Internal marketing is absolutely essential to be a major player in business…especially in the 21st century.

How do you communicate your workplace culture to your employees? Is it in their employee handbook, hanging on prominent walls in frames and the “mandatory” screensaver from HQ? How would you view your marketing department if their top notch marketing campaign only consisted of a blurb in your product/service user instructions, a refrigerator magnet and an invite to follow on Twitter? Pretty lame, huh?

So why does it seem good enough for your potentially best evangelists, your employees? Imagine a campaign that is collaboratively developed with input from the C-Suite, HR and Marketing on how to market to your employees. If it makes it easier, replace the word “employee” with “customer/client”. What would you do to market your culture effectively to them?

Why do your customers buy from you? You most likely meet a need in their life and they emotionally connect with your brand in some way or another. You’re employees need the same opportunity to create a connection in order to be the best they can possibly be. Without this, they will not offer their discretionary effort; which is where your bottom line profit realizes the most difference.

There isn’t a process or management tool that can demand a discretionary effort from any employee. It is only given by choice as a gift to the organization when they feel valued and connected. Values is a great place to start with your engagement marketing campaign. People connect so quickly with those. If you show people you plan to give them the freedom to the job you hired them to do without the “adult babysitting”, you will come out ahead as well.

See what your brainstorming brings to the surface when the C-Suite, HR and Marketing get together? It will be different for each company based on the vision and mission. It has to reach your target market, the employees, exactly where they are…not where you think they should be. Don’t demand them to come where you are. Go to them and walk with them as you travel to that place.

What can you do to market your workplace culture better to your employees?

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Work-Life Balance? It's Just "Life" #TChat Recap

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 Sometimes we find zen. A moment of harmonic convergence in our lives when all things family, friends, co-workers, employers, work and life become one.

Sometimes. Work-life balance. [sigh] Wait, who are we kidding, right?

We don’t time zone travel with a head cold on a flurry of work trips for balance. We don’t wake up every 1-2 hours for to soothe the savage 8-month-old baby “beast” for balance.

That’s me and my family at any rate this past few weeks. But, we wouldn’t give it up for all the zen in China because the intrinsic rewards outweigh the work-life imbalance — enjoying what we do and loving our family. In fact, it’s not even really about balance or imbalance — it’s the highly integrated work-life world that we ride for joy (and that runs us down in fear).

And if I’m your employer, I’m going to do everything I can to foster the emotional connectivity and encourage the internal motivational drive, as well as moving the motivation needle externally with “rewards” when appropriate. But I want you to work hard, I want results, I’m going to focus on pay-for-performance and if your position allows, I’m going to let you do it as you see fit (when, where and how). I will be empathic and trust you, but I will not be a pushover.

And if I’m your employee, I’m going to demand flexibility in exchange for regular, quality output whenever, wherever and however I’m doing it. I want to take time off when I need it, regardless of the reason, and I don’t want to be questioned. I want your empathy and your trust and I will reciprocate. I want to to be pushed and pulled and challenged to learn as long as I’m enjoying what I’m doing in the context of what you’re doing.

And as China Gorman suggested and I concurred: “It’s just life.”

Cali Williams Yost and Leanne Chase, two of our insightful #TChat-ers, have some innovative ideas about work-life flexibility: Find a way to like what you do and keep doing it, over and over again. The mindful workplace presence of frenetic zen will take care of the rest.

If you missed Monster Thinking’s pre-cap, you can read it here: Desperately Seeking Balance: Reconciling Work and Life. And here were the questions from last night:

  1. Who’s ultimately responsible for managing work-life balance: the employer or the employee?
  2. What are the benefits/drawbacks of being salaried/exempt vs. hourly/non-exempt? Which would you prefer?
  3. How does company culture effect work-life balance?
  4. What role does technology and social media play in the work-life mix? Is connectivity a blessing or a curse?
  5. What are some things employers and managers can do to improve work-life balance?
  6. How important is work life balance to top talent when assessing new opportunities?
  7. What are some of the most effective or creative “perks” your company offers for work-life balance? Which do you wish they’d offer?

Also last night, we gave away two tickets to the Care.com Care@Work event, Focus Forward to @DrJanice and @leanneclc – Congratulations!

With a dash of worklife flexibility luck @MeghanMBiro may even make an appearance in New York City!

See you next week. We are already looking forward to it. Thanks very much for joining us.

HR + Leaders: Don't Overlook the Outlier Employees

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Just having returned from HRevolution, I was filled with tons of ideas, approaches and philosophies. My head was swimming with where to go next. I was trying to land on what aspect of HR resonated with me coming out of this UnConference. Then I remembered . . .

I had a conversation with Dwane Lay and William Tincup about the state of HR and what we all thought, and one term kept coming up . . . outliers. Now, this isn’t the same as the recent Malcolm Gladwell book – Outliers. (I’m a huge Gladwell fan!!) What we were talking about was the tendency for HR to manage to the exception.

I agreed with this wholeheartedly! I know that it’s difficult to work with people, but that’s why we chose HR. There are so many amazing people who work in and around us every day. However, companies tend to focus on people who are exceptions, who underperform, degrade and possibly detract from moving the company forward. Instead of focusing on the mass of talent that rocks it everyday, we follow the outliers. If the entire company was made up of people like the outliers, there would be a lot of trouble. So why should HR mainly focus on a group that is not the driving force of the company? Yes, they are a portion of the company that is important and should be acknowledged, but to base everything around them is taking it too far.

You can look at policies, handbooks and procedures that are written by companies in HR every day that focus on such a small percentage of people. This hurts the majority of employees who are doing their jobs each and every day. While the outliers shouldn’t go unnoticed, the average employees are the ones who account for most of the population.

So, what can we do?

HR needs to understand and own that one thing we have to our advantage is the ability to be consistent.  This is different than being “fair.” It really is. If we are consistent in how we engage, deal with and lead people, we add incredible value!! If people in HR would take this approach and practice consistency, the outliers would take care of themselves. With a consistent HR, variability is decreased between their actions and the actions of the employees, making everything much more stable.

Take a look around, HR. Where is your focus? If your systems give employees the ability to thrive, contribute and develop – you’re doing well. If your systems look to constrict, deter and confine – you’re following outliers.

Now, some may say that the group that gathered at HRevolution are “outliers” to the norm of the HR community. I’d beg to differ. You see in Gladwell’s book he talks about outliers that are successful, move things forward and also lie outside the norm.

Outliers are not always a bad thing; although they should not be the basis of HR’s views on a company, often times they can produce something great. The group I was running with is pushing the boundaries of HR to open up new frontiers in order to set new norms.  Why don’t you join us?

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Trends from The HREvolution Frontlines: #TChat Preview

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

No one grows up wanting to be a “human capital strategist” or a “talent acquisition consultant” or, really, any of the litany of titles that add to our profession’s mystique of mistaken identity (at least for those professionals who aren’t HR professionals).

Because no one really knows what HR does. And, most of the time, that includes HR itself.

See, for people in the people business, there are some instances where HR is seen as, by employees at least, more of an antagonist than an ally. If employees work in a global company, it’s likely they couldn’t pick their HR business partner out of a line-up.

And it’s easy to ascribe blame to a faceless group who many employees think are responsible for their career development and job satisfaction. Particularly when that group writes policies and governs things like promotions and compensation.

If employees could really see what HR does, if they could put a face to the signature on their annual reviews, they’d likely be surprised.  And maybe, just maybe, they’d understand that HR and talent professionals are just like them, a diverse group of people from a confluence of backgrounds.

People whose careers happened more by happy coincidence than careful planning. People whose professional passion and purpose is to help improve the work, lives, and working life of their employer’s employees.

But the HR trenches have a protocol. HR is rarely visible, by necessity, design or choice, and operates beyond closed doors and self-service HRIS, employee relations resolutions and miles of red tape.

While HR professionals are rarely understood, the truth of the matter is, they’re also not fully appreciated for doing the mission critical work they do. It’s not an easy job, but it’s an important one, and one that touches the lives of every employee, every day. That goes for you, too.

The HR and recruiting professionals converging on Atlanta this weekend for the third HREvolution represent a cross-section of specialties, companies and geographies. They also share a belief in transparency, in sharing best practices, solving problems and driving real change, not in a theoretical vacuum, but on the front-lines Monday morning, at an office near you. Hope you’re paying attention.

According to the official website, HREvolution “is an event for human resources professionals, recruiters, and business leaders to come together and talk about the problems facing businesses today. This is where thought leadership and action meet.”

Another big surprise that’s very un, well, HR: “The format for HREvolution encourages interaction and every participant has the opportunity share ideas and opinions in an open manner.”

Obviously, #TChat shares a similar online format and supports HREvolution’s mission of facilitating interactions and creating an open, democratic platform where all voices are heard. That’s why tonight’s #TChat theme is: “Trench HR: Trends on the Frontlines from HREvolution.”

As always, we’ll be joined by a diverse group of employers, job seekers, HR thought leaders and social media mavens.  We’ll take a candid look at HR perceptions vs. realities from a variety of perspectives, and explore some of the topics and themes that are on this year’s HREvolution agenda.

Join HREvolution presenter Kevin W. Grossman as he leads tonight’s discussion before heading to Atlanta.  If you weren’t one of the 150 people lucky enough to get tickets, don’t worry. Tonight’s #TChat is a way to make your voice heard about the issues that matter to both HR professionals…and the employees they support.

Help shape the HREvolution conversation with tonight’s #TChat at 8 PM ET/5 PM PT and let HR and recruiters know what’s really on your mind…and what should be on theirs.  And maybe, just maybe, see the real people behind the policies.  We’re pretty cool.

Trench HR: Trends from the Frontlines of HREvolution: #TChat Questions and Recommended Reading (04.26.11)

To get you thinking and to help you get ready to #TChat, here are tonight’s questions, along with some recommended reading to help inform, and inspire, your participation in tonight’s conversation about trench HR and trends affecting the front-line – and the bottom line.

Q1: Employees: What does HR need to do differently to be an effective people manager and business partner?

Read: Employee Engagement: Top Trends in 2011 by Kevin Sheridan

Q2: HR Pros: What can employees do differently to be a better business partner and collaborator with HR?

Read: HR: 10 Things Employees Want Most by Issie Lapowsky

Q3: Is HR finally seen as a strategic executive partner in business today?  Why or why not?

Read: Finding A Seat at the Table by Ed Newman

Q4: In your opinion, what is the biggest challenge facing HR today?  How can it be overcome?

Read: Superstar Leadership: Workforce Culture Damage Control by Meghan M. Biro

Q5: How is technology today improving the HR and talent acquisition functions?

Read: Recruitment Strategies: Virtual Recruitment Tools and Tactics by Melanie Berkowitz

Q6: Is education and intellect enough to be a great people manager? What about emotional intelligence?

Read: For Good or Ill Will Come the EQ Skills by Kevin W. Grossman

Q7: What’s your biggest HR pet peeve? What about your biggest HR thrill?

Read: Top 5 Recruiter Lies (And How to Avoid Them!) by Matt Charney

Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!

Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman andMeghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW. Hope to see you tonight at 8 PM ET for #TChat!

4 Employee Engagement Drivers: Workplace Social Technology

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We’ve heard the term “employee engagement” a gazillion times, and one could even say it’s now just a buzzword.  If you ask me, it is the most critical aspect of any successful organization….without a doubt!  A positive correlation exists between employee engagement scores and business results (via Right Management – “Employee Engagement, Maximizing Organizational Performance”).

I have worked with a dozen plus diverse organizations on their employee engagement strategies, not only identifying their top engagement drivers, but facilitating strategy design and execution.  I can see how it could be a buzzword to many because they have not the slightest clue how to take employee engagement beyond just simply talking about it.

Regardless, my definition of employee engagement is, “an intimate emotional connection that an employee feels for the company they work for that propels them to exert greater discretionary effort in their work.”  Take note that their are many definitions that exist, and whichever one you favor, remember this…it all comes down to the positive emotions that employees possess, individually and collectively.  In my experience the top 4 engagement drivers are the following:

  1. Strength of leadership capabilities of direct managers.
  2. Perception that advancement opportunities exist, and are attainable.
  3. Opportunities for personal growth and development.
  4. Appropriate recognition for the good work that I do.

The “What” Versus the “How”

I just listed what I have seen to be the top 4 common engagement drivers.  The next natural question would be, “now what?  How are we supposed to improve engagement if we now know where our focus needs to be?”  There is no cookie-cutter response because it depends on each organization, because each organization is unique due to the distinctive make-up of their workforces.  But, I will say this…the “how” (i.e. executing an employee engagement strategy) is as important, if not more so, than the “what” (i.e. what we need to focus on).

This is where social technology could theoretically play a huge impactful role.  I say theoretically because again, the success of strategy execution does not lie in the technology/platform itself, but in how it’s executed.  At the top of my head, key things that are required for successful execution are strong leadership, people change management, communication, trust, authenticity, and ultimately a strong perception of competence in the eyes of employees.  Notice how this is nothing different than any other major organizational initiative?

One Step Further

You need to also recognize that workforces in North America are more diverse than ever before.  Work is now fully integrated into our personal lives, rather than being completely separated like it was just a few decades ago.  We value customization, personalization, flexibility, variety and choice.  Organizations need to understand this, and find a way to fully integrate these characteristics into how employee engagement strategies are executed.  Now enter social technology!

Where Technology Could (Really Should) Play a Role

Keep in mind that technology by itself means very little.  It’s a very similar concept to strategy, which I’ve said many times before, “is just a piece of paper with words on it” (see “Strategy = A Piece of Paper…“).  If you don’t execute it well, it doesn’t matter how great the technology/strategy is.  All technology does is enable organizations to be flexible, offer variety and choice, enable personalization and customization.  It’s a vehicle, albeit a very effective one ONLY if you actually get the “how” part and focus on executing.

Having made my point about what technology is I will say this.  The market has just been bursting with new niche social technology platforms that aim to help make business easier, more effective and efficient, and ultimately more successful.  The mainstream platforms include the likes of Facebook, Twitter, LinkedIn, YouTube, Google and others.  Example niche HR platforms include Rypple, ZuzuHire, SurgeHire, Yammer, Yackstar, ClearFit, Success Factors and I Love Rewards.  Thousands more exist out there, but you get my point.

Tying it All Together…

So, I have talked about the following:

  1. Employee Engagement, Maximizing Organizational Performance
  2. How employee engagement strategy is executed is more important than what you’re executing.
  3. Impact of workforce demographics on our preferences for customization, flexibility and personalization.
  4. Work is now fully integrated into our personal lives—no longer separated.
  5. Social technology is a huge part of our lives, and social platforms are highly effective vehicles to support strategy execution.
  6. The key in all of this is that leveraging technological platforms within traditional HR functions, particularly as it relates to employee engagement strategy will enable organizations to optimize their ability to drive positive employee engagement results.

(Note: The next post in this series of 3 posts will explore a case study of an organization that integrated social technology into its employee engagement strategy to drive positive results.)

Image Credit Flickr

http://jeffwaldman.ca/?p=86St

Consider Culture Before Leaving Your Job: #TChat

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

A lot of companies, through recruiting advertising, corporate mission statements, employee communications or any other aphorism-friendly medium, proudly proclaim some variation on the theme, “Our people are our greatest assets.”

As the economy slowly rebounds, however, there’s a pretty good paper trail showing that, in fact, many of these assets were treated, essentially, like a cost center, at least when it comes to the old p&l.   Shedding the fixed costs of human capital might make sense on a balance sheet, and has, over the short term, created both shareholder value and historic levels of employee productivity.

For the overwhelming majority of workers, there’s nothing fixed about human capital.  And they’re about to prove it; with the expected mass exodus of talent  in the wake of the rebounding economy, many companies and talent organizations are about to discover, in fact, that “our people are our greatest assets” is more than a corporate catch-phrase.

Because a lot of those assets are about to walk out the door, taking with them, in many cases to competitors, a level of institutional and internal knowledge whose value on the balance sheet might be hard to calculate, but whose bottom  line effect will be felt by many organizations for years to come.

The upcoming seismic spike in employee turnover will look different than any we’ve seen in the past.   A recent Monster.com survey showed that fully 82% of fully employed workers have updated their resumes in the past 6 months, and a whopping 96% of employees with tenures of over 5 years are openly exploring opportunities.

Any recruiter can tell you, candidates with up-to-date resumes and job longevity are pretty much the Holy Grail of talent acquisition.  And the crusade for your organization’s employees is about to begin.

Join #TChat tonight as we discuss what employers and job seekers alike can do to take advantage of this historic confluence of trends that stand poised to redefine the status quo of workforce and talent management.

#TChat Questions and Recommended Reading (4.5.11)

Whether you’re a recruiter, job seeker, or employer, the ‘perfect storm’ of accelerated attrition and acquisition will change the way you work, and who you work with, and we want to hear from you tonight from  8-9 PM ET.

Here are the questions we’re going to be discussing tonight, along with some recommended reading to help inform, and  inspire, tonight’s #TChat conversation:

Should I Stay Or Should I Go?  Workplace Culture Factors to Consider Before Leaving Your Job

Q1: Almost 90% of workers report being “open” to looking for new jobs.  Why is this number so high?

Read: Another Workplace Survey Shows Workers Are Fed up And Ready to Bolt by John Hollon

Q2: How can employers take advantage of these trends to recruit and hire top talent?

Read: How To Capitalize on the Post-Recession Resume Turnover Tsunami by Jon Picoult

Q3: What factors should employees consider when looking for a new job opportunity?

Read: What To Know Before You Quit by Roberta Matuson

Q4: What can business leaders do to improve retention  rates and morale among top talent?

Read: Rules for Retention: The Big 6 Motivators by Dr. John L. Sullivan

Q5: What’s the difference between an active and a passive candidate, if any?  Does it matter?

Read: The Darwinian Evolution of the Recruiter by Mark McMillian

Q6: What are the most significant factors employees look at when deciding to stay or leave?

Read: The Grass is Not Always Greener by Dr. Caela Farren

Q7: What are some ways employers and companies can help turn the tide?  Or is it too late?

Read: Top 2011 Employee Engagement Trends by Kevin Sheridan

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Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!

Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW.  Hope to see you tonight at 8 PM ET for #TChat!

Vitality of New Talent Engagement

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In the original Toy Story – the toys didn’t understand why Buzz Lightyear thought he was real. They tried everything they could to have him “get it,” but he resisted and resisted all the cues around him until it was almost too late. Thankfully Woody saved him and Buzz finally was part of the gang.

Sound like work to you?

When new employees join your company, you assume that they should just jump right in and know all of the established traditions and norms of your culture. Different than Toy Story though, we just expect newbies to simply “get it.” It is astonishing how quickly we forget that we were once new at a company because existing employees fall into the trap of “assumed culture.”

For instance, your office practices Casual Friday, but you don’t tell the new hire. You all go out to a certain restaurant for Chinese Tuesday, but don’t even see if the new person in your department wants to go – or if they even like Chinese.

HR and hiring leaders are notorious for this. We spend so much time during new hire orientation on paperwork, manuals and a facility tour that we miss the chance to educate new folks on the company’s workplace culture. This needs to change. You can’t aspire to be a great place to work if you don’t work on engaging people from the first time you contact them as a candidate through the entire process when they get to join you.

Leaders – Take the time to be Woody. Go out of your way to do everything you can to break through to the new hires in your company to make sure that they learn ALL of the culture around them. What you’ll find is how awesome they really are and that they will add to your unique culture.

Don’t let anyone just exist. Be intentional and engage. It’s vital for company growth and creating a positive workplace culture.

Workplace Culture Doesn't Fatigue Me: #TChat Recap

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It was Q2.

In “Employment Rage”, Howard Adamsky wrote, “Corporate America is not human.” If this is so, does culture really matter?

My answer: It’s not human, but we are and we drive the culture. Top down, sideways, bottom up.

So yes, it does matter.

Sure there were many other responses much brighter than mine (you can read the transcript here), but it’s not the fact corporate America is inhuman or the fact we can overcome workplace culture fatigue in general that bothers me, it’s the fact that we still fight the work/life integration, regardless of how much we discuss the opposite.

Matt wrote yesterday in the #TChat preview:

After all, it’s culture that defines the best (and the worst) places to work…For HR professionals, Recruiters and Executive Leadership, culture is often a top down directive, but the employees are on the front lines, truly defining a corporate culture and create its impact.  Culture’s a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.

Culture’s a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.

And at times is sheer joy and fluffy rainbows, while at other times is complete and utter hell.

Like life. It’s inescapable.  I wouldn’t want it any other way.  Which brings me to my point.

I read an article in Fortune recently (and I can’t seem to find it again online or I would’ve linked it) on how detrimental it is for managers to be friends with their staff.  Or to be friends at all with anyone at work.

I’ve heard the arguments before.  I’ve made the same mistakes before.  But workplace culture is the magic mess we make at home, in the car, in the office, on the phone, with our bosses, with our colleagues, with our customers, with our competitors —

We succeed at work.  We fail.  We fall in love at work.  We breakdown.  We lift each other up at work.  We rip each other a new a-hole.

Just like in life. With all the talk of work/life integration the workplace itself really would prefer to keep a sterile separation.  But that’s impossible.

Businesses will come and go.  Social communities will come and go.

What makes them come alive with culture and commerce is us.

Don’t tell me that doesn’t generate shareholder value.

Here were last night’s questions
  • Q1: In 3 words, describe the culture of your current/recent employer; was it the culture that lured you there or that drove you away?
  • Q2: In “Employment Rage”, Howard Adamsky wrote, “Corporate America is not human.” If this is so, does culture really matter?
  • Q3: What is your definition of “office politics” and how does it impact hiring and retention?
  • Q4:  What tools does your company use to assess “fit” during recruiting; how do these “track” to your culture?
  • Q5: What should CEOs be doing to create and lead a culture that generates shareholder value and what is this “value”?
  • Q6: What should all employees be doing to develop a culture that generates shareholder value?
  • Q7: How would you conduct a workplace culture audit? How often should this be repeated?

Top Contributors:

  1. @talentculture – 223
  2. @meghanmbiro – 118
  3. @KevinWGrossman – 105
  4. @LevyRecruits – 92
  5. @IanMondrow – 89
  6. @ValueIntoWords – 81
  7. @dawnrasmussen – 79
  8. @DinoDinosaur1 – 66
  9. @sbrownehr – 52
  10. @tfklass – 44

Love what you do and work hard every day. And the other way around too.

A very special thank you to Meghan M. Biro (a.k.a. Culture Queen), Steve Levy (a.k.a. Captain Rainbow Fluffy), Matt Charney (a.k.a. Information Superhero), @monster_works, @MonsterWW, everyone else from the TalentCulture Community and all the #TChat participants.

For without them, there is no culture.

See you next week for #TChat!  Next topic coming soon…

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Workplace Culture Fatigue: #TChat Preview

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

Fortune recently released their annual 100 Best Companies to Work For list, which takes into account such factors as internal mobility, inclusion/diversity, employee training and satisfaction, among a litany of seemingly disparate criteria that, together, comprise what’s often referred to as “Corporate Culture.”

It’s no surprise that the companies on Fortune’s list are widely recognized, in best practices publications and in recruitment literature, for having developed distinct and unique corporate cultures designed to attract, develop and retain top talent.  After all, it’s culture that defines the best (and the worst) places to work.

For HR professionals, Recruiters and Executive Leadership, culture is often a top down directive, but its employees on the front lines who truly define a corporate culture and create its impact.  Culture’s a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.

That’s why “fit” is so important to talent acquisition and development; but what does it take for new employees, their managers, executive leadership and customers to fit in, and thrive, in a unique corporate/workplace culture?

Join the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT. We also enjoy hearing from our global community and hope you can join from wherever you might be. Let’s explore what companies can do to create, implement and evolve the kind of corporate culture which drives employee satisfaction, engagement and ultimately, bottom line results.

#TChat Questions and Recommended Reading: 1.25.11

Here are the questions we’ll be discussing, along with some background reading, to help prepare and inform the #TChat conversation.  While this isn’t mandatory to get in on tonight’s #TChat action, we suggest checking out these articles by top career advice and talent management thought leaders to explore the possibilities (and pitfalls) of workplace culture:

Q1) In 3 words, describe the culture of your current/recent employer; was it the culture that lured you there or that drove you away?

Read: Personality and Corporate Culture: Where’s A Person To Fit?

Q2) In “Employment Rage”, Howard Adamsky wrote, “Corporate America is not human.” If this is so, does culture really matter?

Read: The New Rules of Engagement (Excerpt from “Employment Rage”)

Q3) What is your definition of “office politics” and how does it impact hiring and retention?

Read: Office Politics: How Well Do You Play the Game?

Q4)  What tools does your company use to assess “fit” during recruiting; how do these “track” to your culture?

Read: Culture Brand: Create Magical Distinction to Attract the Very Best Talent

Q5) What should CEOs be doing to create and lead a culture that generates shareholder value and what is this “value”?

Read: The Cornerstone of An Engaged Workforce Culture

Q6) What should all employees be doing to develop a culture that generates shareholder value?

Read: It’s Not the Stupid Culture; It’s the Culture, Stupid!

Q7) How would you conduct a workplace culture audit? How often should this be repeated?

Read: Practical Ways To Address Employee Engagement

Visit www.talentculture.com for more great information on #TChat and resources on culture fatigue and how to overcome it!

Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

#TChat is brought to you by @TalentCulture, @MeghanMBiro, @KevinWGrossman, @monster_works, and @MonsterWW – They will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT Hope to see you tonight at 8 PM ET for #TChat!

5 Simple, Affordable Ways to Retain Workplace Talent

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Offer professional development opportunities

Professional development doesn’t have to be time-consuming—or expensive. There are many inexpensive or free resources available today to continue the learning process for talented employees. Follow industry blogs, read magazines and whitepapers, and check out the latest books in the field for opportunities to share with your current employees. Be on the lookout for webinars, teleseminars, Twitter chats, and conferences that they may be interested in attending—and determine how your company can help make that happen.

Think about how you can provide a better work-life balance

Telecommuting, virtual meeting and flexible time off policies are all highly desired qualities in a workplace. Many top performers are constantly striving to maintain an ideal work-life balance because they are innately hard workers. Examine your internal policies to see if you can make this balancing act easier for your employees.

Provide a variety of projects to keep the work interesting and meaningful

No one wants to work at a job for the rest of their life where they do the same thing every day. Employees want to feel that their work is making a difference to the organization and its audiences. Talented employees crave challenging tasks that can add to their skills and growth as a professional. Cross-training and team projects are a great way to provide additional opportunities.

Look into tuition reimbursement initiatives

If an employee yearns to go back to school to complete another degree or certification, determine how the organization can help them make that happen by helping out with costs.

Provide quality feedback in a timely manner

Instead of waiting for an annual or semi-annual performance review, give your employees feedback about their tasks as soon as possible after completion. Feedback is an important piece of workplace satisfaction—even if it’s a simple “Great work!” e-mail or note.

Looking for more ways to retain top performing employees? Susan M. Heathfield in an article on About.com outlines the following 10 ten ways to retain great employees:

  • Management thinkers agree that a satisfied employee knows clearly what is expected from him every day at work.
  • The quality of the supervision an employee receives is critical to employee retention.
  • The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention.
  • Talent and skill utilization is another environmental factor your key employees seek in your workplace.
  • The perception of fairness and equitable treatment is important in employee retention.
  • The easiest to solve, and the ones most affecting employee retention, are tools, time and training.
  • Your best employees, those employees you want to retain, seek frequent opportunities to learn and grow in their careers, knowledge and skill.
  • A common place complaint or lament I hear during an exit interview is that the employee never felt senior managers knew he existed.
  • No matter the circumstances, never, never, ever threaten an employee’s job or income.
  • Your staff members must feel rewarded, recognized and appreciated.

Does your company have any unusual or non-traditional tactics for retaining talent? I’d love to hear them!

Magnetic Cultures and Twitter Chats — The Latest #TChat Recap

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Talk about a magnetic culture.

At least in the context of online Twitter Chats in 140 characters or less of reciprocal conversation and idea exchange — we’ve got a winner.

My fearless culture cohort in crime, TalentCulture founder Meghan M. Biro, and I started #TChat back on November 16, 2010, and have now hosted four forums.

The latest titled The Workplace Culture Audit:  Building a Magnetic Company Culture and Recruiting the Best Talent was our biggest yet.

Check out the stats here — over 250 contributors last night alone sharing over 2,000 tweets.

Our good friend Eric Leist, an Emerging Technology Strategist with Allen & Gerristen, wrote about Twitter chat madness this week.

Let’s get back to last night’s topic, though.  Meghan’s forte is company culture and here are some of her thoughts on the subject:

Companies faced with retaining their most important asset – employees = people – should focus on creating a workplace culture that accommodates not only the organization’s need to meet business objectives, but also what resonates with an employees’ need to see themselves as a key partner in the organization’s success. Let’s ensure people feel valued and respected in this equation at all levels in the organization.

 

Workplace culture is so much more than a mission statement or having a cool ping pong table for breaks or sharing free sodas in the refrigerator (these perks matter of course). It’s a powerful metaphor for the workplace that allows employees to compellingly describe where they work, what the business does, and what its value is to customers. Companies successful in creating a unique and compelling workplace culture will have much more success attracting and retaining talented people who experience ‘culture fit’ with the company.  It’s so important and often overlooked.

Right on the money.  If you don’t have a workplace culture that attracts and retains quality talent, that gets most of them excited about the why of do and not just the what, then your days in business may be numbered.

I say “may be” because cultural wasteland firms can still produce a product and/or service the market wants and be awash in huge profits.  You know, like banking, investment and financial services firms.  (Did I just write that?  Please, no e-mails or phone calls.)  Magnetic culture and business can be mutually exclusive but are oh so much better together.

Magnetic culture is organic, and although leaders help to spark it, fanning the flames comes from inside.

You can read more from Meghan on culture at Culture Brand: Create Magical Distinction to Attract the Very Best Talent.

Here were the questions from last night’s #TChat:

  • Q1: How do you define company culture and what makes it magnetic?
  • Q2: Why aren’t happy hour Fridays, flex time and nap couches enough for a magnetic company culture?
  • Q3: Why is culture a key determinant in attracting and retaining talent?
  • Q4: What constitutes fair compensation including benefits and how does that affect culture?
  • Q5: Do your talent objectives align with the business objectives?  Vice-versa?
  • Q6: How can employers make employee training/career development a priority and give culture more meaning?
  • Q7: Does “open” communication exist in your company? What does this term mean to you?
  • Q8: Why or why not is it important to have an emotionally intelligent company?
  • Q9: How are you challenging your employees (good or bad)? How is your employer challenging you?
  • Q10: How important is it for your personal values to match those of the company?  Vice-versa?

The caliber of attendees and their answers was outstanding.  Smart and savvy folk.  You can see a sampling below or search hashtag #TChat stream to read more.

A very special thanks to Monster Thinking for their support and partnership.  @monster_works and @MonsterWW will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT.

We also welcome global input and hope you can join from wherever you might be. We certainly want to hear from you. We are committed to creating educational content and social community here at the Culture of Talent. Learning is continuous here and we are nothing without people. People (AKA: human capital) are the most valuable asset to any organization or community.

Thank you all again for joining us!  More #TChat next Tuesday, December 21, 2010 — The Very, Merry Cheddar edition.  I have no idea what that means, but be there.

Monster is Thinking + Join our #TChat Community

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Could this be any cooler or what?

What I mean is having MonsterThinking as a #TChat co-host and brand ambassador. That’s very cool. The Monster social media team supports the effort behind #TChat and our TalentCulture mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

The MonsterThinking blog explores the complex world of work and is more than just their tagline; it’s their mission. I always enjoy spending time with their talented team members at social media and career/workplace events and have personally known this company for many years and phases of their workplace culture.

I’m honored to have them on board with us. And of course, finding innovative ways to connect job seekers with the employers looking for them is what Monster’s all about. How can we not love this community of people?

@monster_works and @MonsterWW will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT. We also welcome global input and hope you can join from wherever you might be. We certainly want to hear from you. We are committed to creating educational content and social community here at the Culture of Talent. Learning is continuous here and we are nothing without people. People (AKA: human capital) are the most valuable asset to any organization or community.

Read more from MonsterThinking on tonight’s #TChat topic. The Workplace Culture Audit: Steps To Building a Magnetic Company Culture and Recruiting the Best Talent.

We will see you tonight and look forward to a new 2011 jam packed with opportunity to learn and grow! Thank you for engaging with us on this channel.

Workplace Leadership Engagement: Challenge, Meaning, and Lots of Love

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I grew up loving the Raiders.  Before the 2010 NFL season started, I had a Silver and Black rock and roll attack!

But for the first four weeks of this season, I had nothing but Silver and Black heart attacks. They were at the bottom of the AFC West.

Argh. Although when I take another look at the homemade video montage of the 2010 draft picks, I get all fired up inside all over again. Plus the fact that during the last four weeks they’re winning, winning, winning and movin’ on up (4-4)!

These big boys are still excited to work play. Ready to give 110% to just get chance to work play on the team they were hired to play for any given Sunday (or sometimes Monday, Thursday and/or Saturday).

The Raiders and their lore are personified by none other than John Madden — Mr. Football himself.

John was an inspiration who loved, lived and breathed his game everyday. His coaching staff loved the game. His players loved the game.

Love, Love, Love — there’s nothing you can do that can’t be done.

Under Madden’s guidance, Oakland never experienced a losing season.

Can you imagine if your players employees worked that hard for your organization? There’s no way a team gets jazzed and exceeds expectations because they show up only to pick up a paycheck.

There’s a lot more to it than that — whether you’re playing in the NFL, selling clothes at Kohl’s, developing products for Apple, or reinventing the way we watch movies like Netflix.

The motivational sentiment of giving 110% is nice, but no one can really give more than what they’ve got. It’s much more realistic to get your staff to give 100% by challenging them to give their all, to be better at what they do and why they do it, and to love what they do while working hard doing it.

Leadership and HR expert Dave Ulrich touts that when workers find meaning in their jobs, they’re more productive and contribute more to the organization as a whole.

So in a very small space, here’s what we’ve got for why employees give 100%:

  • Inspirational Leadership
  • Challenge
  • Meaning
  • And Lots of Love

What better architect and facilitator for all of these but HR, right? In fact, if human resources and the organizations for which they worked focused more on empowering their leaders and employees rather than enabling them (as in non-productive co-dependency), then maybe we’d advance the workplace a lot farther than we have to date.

We should all know no other way to work play.

Be better and brighter.

5 Important Workplace Factors: Recruiting & Retaining Today’s Young Professionals

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The young professionals you will be trying to attract to your organization today are members of Generation Y, also known as Millennials or The Internet Generation. Technology was a part of their childhood and still plays a huge role in their everyday lives. They don’t have many boundaries between work and life, are tech-savvy and innovative, and in high-demand.

Opportunity

Generation Y expects several types of opportunities in their professional career. Number one, they are looking for a chance to grow and excel in a company – somewhere that will give them opportunity for promotions and other perks if they perform well and choose to stay there long enough.

They also are looking for opportunities to be challenged. Millennials aren’t looking for “just a job” or to “go through the motions” everyday – they want a job that will utilize their expertise and education in new, challenging and exciting ways.

Finally, Millennials want opportunity for personal and professional growth. This can be through challenging projects, collaborative tasks, conferences, etc. This generation is easily bored, and you need to be able to retain them through offering these types of opportunity.

Flexibility

Gen Y expects flexibility in their work hours, schedule and work environment. Many Millennials want to telecommute or work remotely at their ideal jobs. Although they expect flexible hours and schedule, this generation is more plugged in than any other –meaning they will likely work after their “scheduled” hours and have less boundaries between life and work.

Technology

Since they’ve grown up with the latest gadgets, Millennials expect them in the workplace, as well. They’re used to constant connectivity, and if your workplace doesn’t offer that, they’ll likely look elsewhere.

Culture

In order to recruit today’s young professionals, you need to have a great corporate culture that will intrigue them. Think: socially responsible, innovative and great people to work around. Millennials tend to work for companies that they believe in and share in their mission.

Mentorship

Members of Generation Y want to learn something if they work for you. That’s why providing a mentor for each new young professional is vital to keeping him or her at your organization longer. Not only can a mentor aid in skill development, but also they become a personal connection that the employee trusts in your workplace.

With more than 80 million members of this generation, you’ll need to understand them in order to attract and retain them at your company. For more information on Generation Y in the workplace, download an infographic loaded with statistics here.

Perils of Brand Abandonment: Strive for Shiny, Fresh and Authentic

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Brand is something that cuts both ways in the recruiting business. Candidates have personal brands – we talk about that a lot on the TalentCulture blog – and companies have brands. A company’s brand directly relates to it’s workplace culture. An excellent (and disturbing) article by David Lee on ERE.net has me thinking about the perils of brand abandonment – those moments when people, or companies, stop paying attention to the messages they’re sending out when they are hiring and retaining talent.

Brand, the way I talk about it with candidates, is a shorthand way of presenting yourself to others. It’s more than an elevator pitch, but it relies on the same idea: a condensed and polished presentation of a few key facts about you and why you’d be a good employee. As I’ve written here, a personal brand should present your skills, interests, personality attributes and values in a coherent manner that will be compelling and authentic to recruiters and hiring managers.

For companies the process isn’t that different. An organization/workplace may start with a mission statement, then move on to values and objectives, but the point of the exercise is the same: to create a compelling, credible, and authentic collective persona – a culture brand – that is compelling to customers, investors and valuable employees. Of course, we know workplace culture is so much more than a mere mission statement. Healthy organizations strive to make their brand consistent on all angles.

But sometimes, when you’ve worked to establish your brand, you start to believe the shorthand version. You drink the Kool-Aid. You stop listening, stop monitoring how people react, and stop thinking about the value of your brand.

Lee’s article describes a survey in which candidates describe horrific, dispiriting experiences they had with prospective employers. Read the article for particulars, but the net is this: treating candidates poorly at any point in the recruiting process leaves them with a bad impression of your company. It’s brand abandonment, and it’s completely avoidable.

Brand abandonment is a real risk for career seeking candidates as well.

Here are a few points of risk:

Social Media and TMI

Social media can be the enemy of brand for a job seeker. We’ve all heard the stories of candidates being screened out for Facebook and Twitter posts. Don’t put anything on social media you wouldn’t tell your grandmother. The not-cool grandmother. I’m not saying do not be authentic and interesting. If your not-cool grandmother does not accept your unique personality well then – perhaps we can ignore her. I want you to be you! Just be thoughtful. Protect yourself here.

Poor Interview Technique

Talk about what you can do for the employer. In an interview situation you need to reinforce the links between your brand value and the company’s brand, without being narcissistic. Don’t reveal details that aren’t relevant. You may have been an Eagle Scout, but that was then and this is now. Listen, don’t just talk.

Improper (or no) Follow up

It is absolutely imperative to follow up with a thank you note. Unless part of your personal brand is being rude, there’s no excuse for not saying thank you. No scented pink paper, check your spelling, sum up the key takeaway of the interview – What you learned about the company, why you’d be the right candidate, why it’s the right company/fit.

Check Your References Before the Interviewer Does

Don’t count on the boss you had three jobs ago for a great reference – make sure you’ll get one by making a call and running through what you need in a reference and what he or she is comfortable saying. Don’t trust your brand to someone else: make sure you’re on the same page before you hand out names and phone numbers.

Brand is a responsibility. It takes care, constant monitoring and periodic refreshes. You are your personal brand. And companies need to stay present and take full responsibility for their brand behaviors by being consistent and sensitive to the messages they are sending career seekers about their workplace culture. Bottom line: Use what you’ve got to keep it shiny and fresh.

Image Credit: Stock.xchng

5 Marketing Lessons from Crack Dealers

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Disclaimer: I have never used illegal drugs and I do not advocate the use of illegal drugs or controlled substances illegally. Drugs and the repercussions of their use, do irreparable harm to the user, their families, their coworkers and the community at large. Stay clean, stay sober or stay home.

One of the things I love about teaching Sanera Camp is I get to hear the awesome ideas the recruits come up with. This was one of them.

Earlier in class this week, we talked about building relationships versus push marketing and how technology has helped us do that better than ever because the new tools allow us to share information across wider audiences. We also talked about the shift in mindset from protecting our information to sharing our information so more people can get to know us, our level of expertise and what it would be like to work with us.

Then this conversation broke out:

Person 1: Alicia, I was thinking that drug dealers are a great example of this.

Everyone else: A combination of silence, belly laughs and dropped jaws.

Me: How?

Person 1: Well, they’ve given out samples for years and years and it works. Their prospects know what it tastes like, what it feels like and the quality of the product.

Person 2: You’re right! I never thought about it before.

Person 1: Look at it. It’s a successful, multi-billion dollar industry that has world wide distribution. The use of illegal drugs has increased, not decreased even though it’s against the law. Their clients know where to find them, know how much the product costs and they tell everyone else about it. It’s perfect word of mouth advertising.

Person 3: But what we’re selling isn’t addicting.

Person 2: But can’t we make it addicting? If we give out some of what we have to offer, won’t people want more?

They are right. It’s hard to find a better example of how giving things away can drive revenue. But Person 3’s observation is pivotal – certainly one advantage the drug dealers have over us is that their product is physiologically and sometimes immediately addicting. So what can we do to drive our revenue without breaking the law and harming others?

How To Market Like a Crack Dealer

1. Know your target customer

Who wants your product/service? Better yet, who craves it? Who needs it so badly that the moment they get it, they will have an insatiable desire for more of it?

2. Analyze your market

Where does your target market hang out? What kinds of activities are they doing?  Is it in a certain zip code, metaphorical “corner,” in an industry meeting or somewhere online?

3. Make distribution easy

Ensure your target customer knows who you are and where to find your products/services. Make the purchasing process as simple and seamless as possible. You will jeopardize your chance of closing a sale if you make them:

  • Talk to lots of people
  • Click too many times online
  • Give too much personal information
  • Look at too many options

4. Give away the right samples

Here are some examples of things you shouldn’t give away:

  • Cheesy tchotchkies that people are going to throw away. If you’re going to give away promotional items, make sure they are things your prospects will use and value.
  • Proprietary information. Enough said.
  • Low quality products. I know this sounds obvious, but come on. How many of you have received a sample and discovered that it was someone’s attempt to get rid of their non-selling inventory? It’s happened to all of us. You will be associated with your samples. What do you want people to say about you?

Some things you should give away:

  • Consumables – when they run out, they will want more from you.
  • Useful, actionable information. This is not limited to service industries. If you are in retail or a product-driven environment, you have valuable information to share about your store, your products, care of your products, upcoming sales, etc. Err on the side of education & information vs. “selling.”
  • A piece of what you want them to purchase. Giving “everything” away eliminates the incentive for your prospects to want more.

5. Give them to the right people

If you give everything away, you won’t make money. Be selective. Find the influencers, the people who will spread the word and give to them.

It’s pretty unconventional, but think about it. Any lessons here you can apply to your own business?

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Special thanks to Nora Frost, Denise Sample and Rob Hatton for their creative ideas and discussion. Keep the conversations going!