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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The ennui of the average worker

Once upon a time people worked in offices like this. Desks lined up in neat and orderly rows. Handbags tucked securely inside drawers. Open concept…well, for some of the employees.

As this picture dates from the 1960’s, my guess is this was where the gals in the secretarial pool sat. The fellas, no doubt, had plush and luxurious offices with windows.

I am worn out just looking at this picture.

Now for all I know these busy employees were doing stimulating and enthralling work. Maybe they were processing multi-million dollar wire transfers to exotic foreign lands or solving complex engineering problems.

Perhaps Beatrice there (2nd desk, cat eye glasses, bouffant hairdo) read The Feminine Mystique and realized she too suffered from ‘the problem that has no name’ so she marched out and got a job a few years ago.

At first it was fun. There was something new to learn every day and she was thrilled, beyond belief, to feel productive and empowered. She learned to operate that fancy multi-line telephone on her desk and initially found the endless repetition of running adding machine tapes hour-after-hour somewhat soothing. Mr. Jones, her boss, was very nice to ‘his girls.’ which is how he referred to Beatrice and her coworkers Enid, Maeve, Wanda Mae and Gladys. He (well, his wife) made sure the girls got a bouquet of flowers on their birthday to place on their desk, and he never (ever!) raised his voice; he didn’t want to upset anyone lest she be having her monthly female visitor.

But then boredom set in. Excruciating, teeth-numbing, soul crushing boredom.

Beatrice, after several years in her job, has moved from satisfaction to the point of contentment. But this is not contentment that resulted, as one might have anticipated, in continued happiness and acceptance. Rather, it resulted in further listlessness. Restlessness.

Ennui.

Beatrice became what we call today, 50 years later, a ‘disengaged employee.’

Disengagement at work is not always due to compounding negative forces; it can just as easily arise due to ennui.

Perhaps that’s a ‘problem that has a name.’

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image of 1960’s workspace via Sacramento Municipal Utility District

this post originally appeared at the HR Schoolhouse

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