Many of my clients like to tell me about their “rock stars” - those employees who have fresh ideas and the high energy levels required to implement them. Yet, when I visit HR departments and look at their antiquated processes, I’m always amazed by the number of times I’m told “but this is the way it’s always been done.” It’s sort of like classical music; it has been performed in much the same way for centuries. That’s not a bad thing for music, but it doesn’t work in business.
The most successful musicians aren’t performing the same music the same way as in years past, they’re really rocking the boat, pushing the limits and trying new things. Have you seen Lady Gaga? Successful professionals are constantly looking for ways to reinvent themselves and the work that they do.
Years ago, I worked with a management consultant who told me that no matter how well organized our company was, we would never sound like a symphony. But, he did say that if we hired great talent, provided them with a common vision, and allowed them to improvise that we could have some really cool jazz. Give your “rock stars” the latitude to experiment with their work. Whether you like jazz or rock ’n roll, it’s time to innovate and experiment.
When was the last time you tried something new, inventive, or off the wall? I’m not suggesting that HR folks start wearing clothes made out of meat to work, but I do think that it may be time to rock the boat a bit.
Showing posts with label good Human Resources. Show all posts
Showing posts with label good Human Resources. Show all posts
Monday, November 8, 2010
Sunday, November 8, 2009
Think you know who's legally protected?
A week or so ago, I would have answered "yes" to this, now I'm not so sure. For years I've been training managers which classes of people are protected and highlighting the fact that straight white males under 40 were pretty much the final unprotected group. Now, that's changing.
In a recent case here in Michigan, Gorbe v. TCF Bank, the plaintiff needed to prove that he was in a protected class. However the court ruled that: "all employees are inherently members of a protected class because all persons may be discriminated against." Wow.
So what happened in Gorbe? Mr. Gorbe, a caucasian, argued that Ms. Habbas-Nimer, of Middle Eastern descent, got a job assignment that he wanted. He believes she got the assignment because of her ethnic heritage and because their bank is located in Dearborn, MI an area with a large Middle Eastern population.
As a white male who used to be under 40, I certainly haven't advocated that anyone discriminate against this group. However, it was comforting to believe that there was one safety zone for making employment decisions - kind of like when I play the board game "Sorry" with my kids, where you can land, be safe, and not have to go back to start.
Usually the managers that I've worked with have been pretty good about not discriminating based on the traditional protected classes. What I have had to fight is the urge for them to give preference to their golf and fishing buddies. Perhaps if Mr. Gorbe really wants to climb the ladder at TCF Bank, what he needs are some good golf lessons.
In a recent case here in Michigan, Gorbe v. TCF Bank, the plaintiff needed to prove that he was in a protected class. However the court ruled that: "all employees are inherently members of a protected class because all persons may be discriminated against." Wow.
So what happened in Gorbe? Mr. Gorbe, a caucasian, argued that Ms. Habbas-Nimer, of Middle Eastern descent, got a job assignment that he wanted. He believes she got the assignment because of her ethnic heritage and because their bank is located in Dearborn, MI an area with a large Middle Eastern population.
As a white male who used to be under 40, I certainly haven't advocated that anyone discriminate against this group. However, it was comforting to believe that there was one safety zone for making employment decisions - kind of like when I play the board game "Sorry" with my kids, where you can land, be safe, and not have to go back to start.
Usually the managers that I've worked with have been pretty good about not discriminating based on the traditional protected classes. What I have had to fight is the urge for them to give preference to their golf and fishing buddies. Perhaps if Mr. Gorbe really wants to climb the ladder at TCF Bank, what he needs are some good golf lessons.
Genetic Information Nondiscrimination Act (GINA) Chaos
Earlier today I sent out a reminder to my clients that November 21st is the deadline for posting the new GINA poster. Unfortunately I'm just nerdy enough to spend some time on the web reading about the law and some presentations on it. One of those presentations reminded me again why normal people make fun of Human Resources folks. The attorney who wrote it actually recommended that companies NOT send sympathy cards to sick employees and/or family members because of this Act. What?
I understand that personal health information needs to be closely guarded, but really, no sympathy cards? In the past, I was one of the company representatives designated to attend the funerals of employees, spouses, and close family members. While I suppose I could have used that opportunity to grill the remaining family members about their health histories, the thought honestly never crossed my mind.
Discrimination is a bad thing for many reasons, but showing the people who spend the majority of their waking hours with you that you actually care about them, is simply good management. The goodwill that you generate will provide a lot more protection than strict adherence to a legal principle that alienates your employees. So, go to funerals, send flowers and cards, and then make your employment decisions based on each individual's knowledge, skills and abilities. That's what really matters in the long run anyway.
I understand that personal health information needs to be closely guarded, but really, no sympathy cards? In the past, I was one of the company representatives designated to attend the funerals of employees, spouses, and close family members. While I suppose I could have used that opportunity to grill the remaining family members about their health histories, the thought honestly never crossed my mind.
Discrimination is a bad thing for many reasons, but showing the people who spend the majority of their waking hours with you that you actually care about them, is simply good management. The goodwill that you generate will provide a lot more protection than strict adherence to a legal principle that alienates your employees. So, go to funerals, send flowers and cards, and then make your employment decisions based on each individual's knowledge, skills and abilities. That's what really matters in the long run anyway.
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