A Few Considerations for Remote “Team Engagement”

remote work from home

Even as we grapple, globally, with the containment and fight of the pandemic, there are many lovely things happening as a result of the ‘Rona. One thing I’ve noticed is how my neighbors on Nextdoor are less passive-aggressive and actually being, well, neighborly! No doubt you’ve seen (or maybe even participated in) activities like:  

  • Group sing alongs in places ranging from balconies in Italy to neighborhoods in Philadelphia
  • Teddy Bear Hunts for the kids in the neighborhood
  • Kids writing letters/drawing pictures to send to residents in nursing homes

On the work front, of course, the deployment of numerous cubicle-dwellers to a new #WorkFromHome arrangement has resulted in:

  • Thousands upon thousands of blog posts and articles about how to “work from home”
  • Massive growth and usage for Zoom’s teleconferencing software and Microsoft’s cloud-computing solutions
  • Lots of snacking and day-drinking

There’s also been a lot of scrambling, by managers of these newly virtual workers, to find ways to maintain a sense of camaraderie and connection for their teams. Tips and hints are shared across social media channels as managers and HR leaders promote holding:

  • Group coffee chats and Happy Hours 
  • Scavenger Hunts (in the house)
  • Game night with trivia, bingo or “two truths and a lie
  • Group lunch gatherings 

The efforts to do these things are lovely and it’s wonderful that managers realize the importance of the human-to-human connection. However, a word of warning is in order.

Just as no one wants to have to be at the office (building) for extended hours, no one wants to have to be at the virtual office for hours on end. Even in the best of times it’s often a challenge for those who WFH to shut-it-down and draw a distinction between work time/home-time. And now, during this strange-new time when people have been sent to WFH, often with no preparation or planning, it’s more challenging than ever. I fear that for many the pressure to be “always available” is already strong, even while emanating from a place of good intentions, and will only increase as our #StayAtHome situation lingers. 

So here are a few tips for managers and HR leaders:

  • Rather than institute a group lunch (“let’s all bring our sandwich and get on a Zoom call together!”), allow your team members to take a REAL lunch break so they can get up from their work station. Encourage them to walk around the block, play with their dog, do a few stretching exercises, or take a power nap. 
  • Happy Hour is fun; for some. Just as when you gather for an in-person Happy Hour, not everyone may want to attend…and that’s….OK.  Make it acceptable for your team members to bow out, no explanations necessary.

Keeping your team connected is more important than ever…but a little team-distancing, just like social distancing, is OK.

*****

Note: the great folks at Workhuman have made their Life-Events and Conversations Products available to all organizations in response to COVID-19 crisis. Check it out here.

Photo by NeONBRAND on Unsplash

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Tips for Your Virtual Happy Hour #workfromhome

We’ve been doing virtual team Happy Hours at Peridus Group since WELL before virtual team Happy Hours became the new normal. Now, with numerous people working from home for the first time, they’re finding ways to socially interact from a safe distance. Replicating the joie de vivre that results when a co-worker says “let’s pop down to the pub after work” is an easy way to maintain one’s sanity and promote a sense of normalcy. 

In the interest of helping our fellow humans, here are a few of our top tips guaranteed to make your HH rock: 

  • Unless you’re doing your home-office/remote-workin’ from your kitchen (and thus with ready access to the refrigerator), make sure to bring the entire bottle of wine (or liquor and mixers) to your home office. That way, when it’s time to pour a fresh one, you don’t even have to step away from the festivities!
  • Put someone in charge of music; assign a walk-in tune to each team member and play it when they enter the chat room. My preferred walk on tune is “SexyBack” by JT.

  • A fun game to play is “let me show you my neighborhood/backyard/favorite restaurant down the street.” Give someone screen sharing capabilities, pull up Google Maps, and take a virtual tour of BFE!

  • Props and costumes add a certain pizzazz to any Happy Hour. We have one team member who occasionally dons a tiara and another that we like to make put on her super-hero cape. Lots of LOLZ!
  • Give new hires a thrill when they realize the invite to “drink alcohol on the clock” comes from the HR lady! (actual quote” “wow! I never worked anywhere where HR planned and coordinated the Happy Hour!”) 
  • Play a game together – live! For our virtual holiday party this past December (eons ago…), I created a holiday trivia quiz (somewhat NSFW) using Kahoot. Everyone downloaded the app and we played together (20 seconds per question!) with the ability to watch the leaderboard while sipping our adult beverage of choice.

Raising my glass to everyone – stay safe, wash your hands and CHEERS!

Photo by Yutacar on Unsplash

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OnBoarding The Newest Member of the Team

Eddy von Schooling

We’re dog people in the Schooling household. Oh sure, we’ve had cats over the years (RIP Liza, Cleo and Sasha) but as far as we’re concerned there’s nothing like the unconditional love that emanates from a canine companion. 

At one stage we had four dogs at once (found, rescued, inherited…so how could we say “no?”) but sadly in 2018 we lost Libby (sweet girl) and Marley (good boy) and thus down-sized to just two. For the last 15 months or so, Frank Lapidus and Mr. Crumples have had the run of the house. 

And then, as I knew was inevitable, we felt the tug. After a visit a few weeks ago to a Rescue, Rehome, Repeat of South Louisiana adoption event, Eddy von Schooling came to his forever home. Y’all – I totally forgot how exhausting a puppy can be! 

At 12 weeks old he didn’t bring a lot of experience with him which is a good thing/bad thing. In the negative column, of course, he needs to be potty-trained. On the plus side of the scorecard however he doesn’t have a whole lot of bad habits to ‘unlearn.’  

So we’re going through family member onboarding and it’s eerily similar to the employee onboarding experience; minus a paycheck of course. Little Eddy needs to quickly (and smoothly) adjust to both the performance and social aspects of his new job life so, as always, I’m focusing on the 4 C’s

Compliance – Eddy’s been learning the basic rules, policies and expectations of the Schooling organization. After completing his paperwork (shots, neutering visit, registration and micro-chipping) he was ready to become a productive member of the family. 

Clarification – We’re sort of sitting in this step now as Eddy gets clarity on both his role and his responsibilities. There’s regular feedback, both affirming and correcting: ranging from “who’s a good boy!!!?!” to “no!” At this stage his introductory period is going well but we shall see how he does when it’s time for the formal 30-day performance evaluation. Will he score a “1” or a “5?” “Needs Improvement” or “Kicking Ass?” 

Culture – Within moments of Eddy arriving on Day 1 we did the tour and explained how things work around here. We clarified our family values and, through examples and in-person demonstrations, clearly linked those values to expected behaviors. This included things such as “here’s when and where you eat” and “no; we do NOT drag the kitchen rug around the house.”

Connection – Obviously, in order for Eddy to succeed in his new gig he’s going to have to develop meaningful and productive relationships with the rest of the team. I’ve assigned Frank Lapidus as his mentor (he’s a whole lot more responsible than Mr. Crumples) and we spend lots of time together so the boys can all navigate the complexities of the social landscape. I think it’s working because there’s face-licking and group snuggles happening and I’m hopeful that one day the toy-sharing will improve. 

I have a good feeling about this. We made a smart and well-informed selection decision (hired well!) have a well-defined onboarding plan, are well-equipped for ongoing performance management and offer a stellar rewards (treats!) and recognition program. 

I just wonder when Eddy’s gonna hit me up for a compensation review……

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Employee Experience: More than a Buzzword

Employee Experience (EX) is one of those phrases that, if one were so inclined, could fill a “Buzzword Bingo” card at most any HR conference/event over the last few years. We’ve been talking about it for a while now so, inevitably, there are folks already casting about looking for the next shiny-object-du-jour.

I say hold up; our understanding of the importance of the employee experience, and our ability to make improvements, is nowhere near the “check it off the list’ phase.

So what is it… exactly? One easy definition is “employee experience is the “user experience” of your company — it’s the intersection of employees’ expectations, their environment and the events that shape their journey within an organization.”

It includes understanding the moments that matter – for all employees. It requires HR professionals to step outside of their interaction with the experience (a process and interaction THEY created!) and put themselves in the shoes of the end-users (employees). It’s about nurturing a workplace environment where every individual can feel a sense of belonging and be successful.

It’s something we should continuously discuss – and we’re going to do just that next week!

Join me on next week’s #MercerChats (on the twitterz!) on Tuesday, 11/26 at 10 AM ET when we discuss “Who’s Driving the Modern Employee Experience?”

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What’s New? Cool Kick-Ass HR Stuff!

Over the last 10 years I’ve used my blog to philosophically wax and wane about all things HR. I like to think I’ve had some profound things to say when I’ve taken on a particular topic but, of course, also realize there have been many times when I was musing merely for my own enjoyment. I’ve talked, over the years, about Kim Kardashian’s pregnancy (the first one), menstruation, clueless HR and organizational practices and, in one of my most popular recent posts, the disconnect between “conference HR” and “real world HR.”

(Q: how many pundits does it take to discuss culture, engagement or “why recruiting is like marketing”? A: probably none).

Nevertheless, I persisted.

And now, because I can, I’m using my little corner of the internet to talk about something exciting and, quite frankly, a bit promotional.

The company I joined last year (as Head of People) is heading towards a new and exciting future as we recently transitioned to a new moniker (Peridus Group) and unveiled our sexy new web site!

We remain, at our core, a boutique consulting firm fixing problems and doing cool shit. We consult on HR Technology + Systems work (especially Workday integrations, implementations and managed services), Talent + Recruiting (contract recruiting and RPO), and NOW (here’s the new stuff!) we’ve added an HR + People Strategy practice headed by yours truly.

The HR + People Strategy group aligns with our firm’s raison d’etre: providing talent strategy and solutions for independent thinkers.  On the HR + People Strategy side that translates to mean “this ain’t your mama’s HR” since:

  • We believe the future of HR includes tossing aside non-functioning legacy practices in order to create people strategies that are vibrant, pro-active and nimble. 
  • We share research and insight that can inform decisions and drive innovation in all areas of an organization’s people operations and the experience of its employees. 
  • We don’t take what many think of as the typical (and stereotyped) human resources approach. While we’re mindful of underlying compliance and legislative issues (hey; we’re the SMEs after all) we like to focus on the “possibilities” … not the policies. We push our clients to contemplate “what CAN we do rather than what CAN’T we do.” 
  • And I, as the architect of this group, am most assuredly not your mama’s HR ……..

So yeah; pretty exciting. In addition to providing general consulting, project work and training/workshop facilitations, we also offer an HR managed service option which is ideal when the company doesn’t have a dedicated and experienced human resources leader or the Leadership team/HR Leader could benefit from additional support on planning, strategy and implementation of forward-thinking people strategies that can boost the attraction, recruitment, retention and development of talent.

Wanna chat about what I’m doing now? Hit me up at robin@peridusgroup.com.

Let’s work together!

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