Tag: WorkHuman

Hiring Henchmen, Underlings, and Evil Minions

by Robin Schooling
Hello? Have I reached the Recruiting Department?

The other week, without much else going on, Mr. S. and I settled down on the couch and watched a marathon of James Bond movies. (editorial note: I never liked Pierce Brosnan in the role and, IMO, Roger Moore was the absolute worst.)

As always, when watching any movie that features some evil-doer (ED) focused on disaster, mayhem, and taking over the world, I gave lots of attention to the ED’s side-kicks. Inevitably I began to wonder…

  • How did this guy/gal casually participating in nefarious activities decide this was the career path they wanted to follow?
  • Does one prepare a resume and create a LinkedIn profile in the hope that recruiters reach out?
  • Is there a job board for “Evil Underlings?”
  • Who is the head of TA for the evil organization? 
  • What about recruitment marketing? What sort of messaging is required? 
  • Is the recruiting team working diligently to eliminate bias when creating an applicant pool?
  • Does Susie Recruiter conduct phone screens? Skype? Scheduled/recorded video interviews?
  • What are the competencies and behavioral attributes against which she is hiring?
  • Has Susie Recruiter executed an SLA with the ED? How do those regular check-in meetings go?
  • Are there any skills tests or assessments utilized during the screening process?
  • Who extends the job offer?
  • What does the compensation package look like?
  • Is there a head of HR? A policy manual? An employee handbook?
  • Do evil minions get PTO? Full medical/dental/vision? What about Life Insurance and AD&D?
  • Can you even imagine the premiums for workers comp coverage? 
  • What, exactly, is the projected and actual turnover rate in the organization?
  • If a henchman resigns, who conducts the exit interview?
  • CAN a henchman resign?
  • Does the organization provide letters of reference for an ex-employee’s next gig?

I thought my time in the hospitality/gaming industry presented mad-paced recruiting, sufficiently high turnover and challenging employee relations issues. 

Probably a cake-walk compared to that which is faced by the CHRO of Evil Empire, LLC.

********* 

mage: Lady Penelope Peasoup; Batman 

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Longing to Belong

by Robin Schooling

I’ve recently found myself diving into multiple conversations, online and off, about “belonging” at work. I’ve been reading articles and news stories about the topic, veered off course in a twitter chat about Diversity & Inclusion yesterday, and have spent a bit of time gauging the climate at my own workplace by observing, asking questions and reviewing some of the norms embedded in our workplace DNA.

Here on the home front I’ve been looking at things like (1) do we let employees express their thoughts and opinions? (2) how are we recognizing people for their accomplishments? (3) do individuals feel valued – not just for their job performance but do they feel valued as unique contributors? (4) are we allowing people to use their special skills and talents in ways that make them “come alive” but also bring a positive impact to the business?

Then last night I read this article – Nearly half of LGBTQ Americans haven’t come out at work – and it’s pretty heartbreaking. In the survey cited in the article, 46% of LGBTQ workers say they are closeted at work and 31`% of LGBTQ workers say they have felt unhappy or depressed at work.  Per the survey, the top reason LGBTQ workers don’t report negative comments they hear about LGBTQ people to a supervisor or human resources is the belief that nothing would be done about it and they don’t want to hurt their relationships with coworkers.” (The full report, A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide, can be found here.) 

I also, recently, had the chance to do an episode of WorkHuman Radio with my friends at Globoforce (you can find the link to the show and my related musings here). During the radio chat we talked about operating from a core belief that all people (employees) are entering your company with an innate desire to do their best work. Yet, in our organizational zeal to “win,” I find that we often set up so many roadblocks and obstacles that we demoralize and un-empower those same folks we say we want to “include.” I think there can be a shift though if we (1) Promote values of confidence, freedom, and trust in order to provide a safe environment for employees to learn, create, and collaborate (2) create a workplace that recognizes each employee’s unique contribution, even when their personalities or styles may be a bit quirky.

Yes; “belonging” at work has been consuming my mind. This post is pretty much just me thinking aloud because I’m continuously planning the next steps of the journey. It’s a trip we need to take.

People are longing to belong.

 

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The Dangers Inherent in “Keeping Sweet” at Work

by Robin Schooling

There’s a mantra, a commandment really, amongst certain religious fundamentalist groups that women and girls should always “keep sweet.” While the concept seems to have originated in polygamous/FLDS cults society, it has reached into other patriarchal groups. The phrase is designed to remind every girl and woman how she should conduct herself. Whether she is encountering life’s daily frustrations or something more harmful such as being forced into a marriage or encountering abuse, a ‘godly’ woman should maintain a smile on her face and acquiesce to the men-in-charge.

This, of course, has led to some horrible and harmful outcomes such as FLDS girls being forced into polygamist marriages at a young age. All because “the prophet” admonished them, over and over, to not show emotions or ask questions. The manifestation of this belief has been described as being “immune to gloom.”

Somewhat extreme I know; I’m willing to bet very few of you reading this consider yourself a member of a cult. I mean, it’s not like you’re with a bunch of pals sporting the same hairstyle, wearing matching Nikes and waiting to transport to the spaceship to join up with the Hale-Bopp Comet. Right?

Not to make light of a situation that took a tragic turn back in 1997, but that Heaven’s Gate group’s  “Procedures Book” read somewhat like an HR Policy Manual. Among other things the book “enforced a 7:22 vitamin intake time, the direction to shave with a razor, and the proper circumference for pancakes.”  As pointed out in this article, “these rules were implemented with the argument that they were training for the strict and disciplined life they would live on alien spacecraft. But in reality they kept members obedient and subservient to the group and its leader.” ……….I think I’ve worked for that company……..

Disregarding the rules for pancake circumference, which we can all agree crosses over into the realm of too much detail-obsession, we have to admit that some of these cultish behaviors sound eerily similar to the exhortations that infest a lot of organizations.

Don’t rock the boat. Don’t ask questions. Follow the directions. Keep a happy countenance. Keep a smile on your face.

Keep sweet.

*********

A few weeks ago I was having a miserable (OK…let’s call it shitty) day. I was swirling about in a mental twister; simultaneously tracking and worrying about home/family/work/to-do-lists/dogs/parents/chores/not-enough-hours-in-the-day. At one point I took a brief stretch and wandered out of HR to get some coffee. In order to get to the employee dining room I had to pass through the casino lobby and walk past the Valet Office which was chock-a-block full of patrons, visitors and employees.  But it’s a quick jaunt and I quickly arrived at the blessed coffee machine.

As I was filling up my mug (java!) an employee grabbing a Coke next to me asked “are you OK Miss Robin?”

“Oh no!,” I thought, as I quickly rearranged my face into the super friendly welcoming smile we’re accustomed to plastering on our faces in the hospitality industry.

“Oh sure. I’m fine!” I chirped.  *** Grin Grin Grin ***

And then I thought to myself, what load of fresh crap is this? I seriously think I need to pretend with an employee? Because I’m the head of HR or what?

“You know,” I said, as I let my countenance shift back into not-so-sweet-and-smiley-mode, “I’ve had a rough couple of days. I’m dealing with a sick dog, we’re slammed in HR, and I’ve just got a lot on my mind. I’m tired and just not feeling it today.” *** Shrug Shrug Shrug ***

“Sorry to hear that Miss Robin,” he responded. “It will get better.” (and then he gave me a hug)

**********

A few weeks after that I attended WorkHuman in Austin where, among other things, we discussed creating connections, exhibiting empathy, and finding ways to create a deeper sense of belonging for individuals at work. “Let people be themselves” was a phrase I heard uttered a gazillion times (and then I flashed back to my non-smiling-RBF hug at the coffee pot).

I spent a lot of time at the event thinking about the importance that ONE person can have in an organization. The symbolism of ONE act. The impact that ONE person can make when challenging the status quo.

I think when we talk about “working human” it’s moving it from the macro-enterprise-company level and being up-ended and inverted. Over the last four years at WorkHuman we’ve moved from talking about the “organizational change” and now discussing how ONE person, perhaps at the bottom or in the middle of the org structure, can be the catalyst for creating a more human-centric company.

By questioning and challenging those in authority.

By calling out institutional racism, sexism or other -isms.

By shining the light on destructive policies, programs or practices that destroy, rather than uplift.

By refusing to “keep sweet.”

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