Defining E & I & D- Engagement, Inclusion, & Diversity (updated 5.7.18 to add in Belonging) I have recently moved into a new role at my company. When I have tried to explain to people what I am going to be doing I get a lot of blank stares and questions of what it means. Heck- I am still trying to define it myself! So, what is the role? VP of Engagement and Inclusion. I will also focus on our continued diversity efforts. Altogether we are talking about Engagement, Inclusion & Diversity. Sounds fancy, huh? For my non-HR friends (and
I still consider myself fairly new to this blogging thingamajig. I have joined a pretty cool fraternity of writers who want to make companies and people better. I hope to live up to the standards they set. These HR experts are who you should follow if you want to get better at HR, by getting better at business. I believe this is key for any HR practitioner to succeed. Do you want to be better at Human Resources? Do as I do and learn from the HR Experts. #1- Robin Schooling (@robinschooling): Full transparency, Robin is my HR spiritual gangster/guide aka blogging mentor. She uses humor
. . . Thank you Aretha Franklin, for calling out the most important guideline of HR- Respect! Early in my career, I was working at a high school in Arizona. I had the role of administrative assistant to one of the Vice Principals. I loved my job! I learned so much while I was in this role. I was only 19 years old so I was barely older than some of the seniors. This made for some interesting interactions and a lot of lessons learned. One was during the aftermath of a fight involving a few kids. I overheard a conversation that has stuck with
Restoring Hope in HR Last week I had the opportunity to speak at the Talent Management Alliance (@TheTMAlliance) HRBP University Conference. I spoke at the end of day 1, right before happy hour, which was a bit tough. Don’t ever keep HR folks from their cocktails! I was in front of ~150 HR practitioners who were awesome. They gave me their undivided attention. They wanted to learn and it definitely felt like they were engaged in what I was saying. I spoke about culture and change. I shared information about merging cultures during acquisitions and when bringing in new executives. The entire conference, the speakers were amazing.
It’s my favorite time of year… Summer! Pool Time! Yeah, those are cool. But why do I love this time of year the most? Talent Reviews (TR). That special time of year when managers come together and calibrate their teams. Managers take time to think about where they would place their employees on the 9-box, relative to others at the same level and role. They then defend those placements to their peers. It’s magic. During annual performance reviews the managers focus on filling out forms (or many forms depending on the team size). It becomes a chore and they are sometimes working on getting
I was writing a blog on another topic when re-organizations came up. It got me thinking that sharing a short list of questions HR practitioners should be asking their leadership team before a re-organization would be helpful. Here they are enjoy! What is the business problem you are trying to solve? This will lead to a discussion of what is going on in the business and give you insights into what the leader is thinking big picture. What’s changing? Duh, this might seem like a no brainer, right? Sometimes I like to be Captain Obvious for fun. What is the business need for
Unlimited vacation! YES! We recently moved to flex-time off (FTO), aka unlimited vacation time. Other technology companies had already done this and we thought it was a great benefit. I was on the project team to determine how to make this work and what the advantages and pitfalls were of rolling it out. When I was researching FTO, I reviewed companies who had already implemented unlimited vacation. The overwhelming consensus was that folks took less time off under FTO. That was a negative for us, honestly. We all understand the benefits of employees taking time away to refresh and rejuvenate. We did not want
Everywhere we turn these days as HR professionals, we see something about a complete overhaul of HR being needed for us to remain relevant. Deloitte just published Reinventing HR which points to what needs to be fixed. We can all agree that we need to change and we want to change, but where we fall down is how. I am not sure about you, but I have not been granted an unlimited budget from my Chief People Officer to make all the changes needed, no matter how nicely I ask. So, how do we make this shift on teams with limited