HR should be next in line for Uberfication

Uber_BusinessIn just seven years, taxi app Uber has turned a century-old industry upside down. I recently took my first journey in an Uber car and – as well as being impressed by its service – I quickly realised that HR has a lot to learn from this ‘disruptive’ organisation.

New modelThe essence of Uber’s success can be distilled to just one thing: pace. Since 2000, change has become synonymous with pace. Change is happening across all industries and at uncontrollable speeds, hitting HR hard. We need to take a leaf out of Uber’s handbook and embrace change.

Because change is something that HR traditionally struggles with. We have become experts at relaunching ourselves and rebranding our services – without substantially revising what we’re doing. We let anyone write a book about HR and instantly cry ‘eureka’ and alter our name, our direction and our mantra. But how many HR departments have actually successfully repositioned themselves as a credible value-added service?

Reduce cost and timeSo what can we learn from Uber? Having a highly polished, clean car used to be a competitive advantage in the taxi industry, but that has changed. Uber drivers use ordinary cars and the firm allows users to rate drivers for their friendliness, cooperation and effectiveness – and provides a service that is priced well below typical cab fares.

Just as polishing the wheels on your traditional taxi is now a waste of energy, so is tweaking an outdated bureaucratic HR model by regularly changing its name. If your personnel department never actually evolved beyond changing its name to HR, it will forever remain a hindrance to managers and staff. And, in the absence of good service, our customers will look elsewhere. Third-party online HR services are continuing to evolve into credible alternatives that will be the in-house HR team’s ‘Uber’ nemesis.

Outsourced HRUber innovated in three ways: it reduced costs, allowed untrained operators into the market and empowered users. These are ways in which online HR services – or an ‘UberHR’ – pose a real threat to the traditional HR function. We cannot wait for the next book or keynote speech to be published; we have to change now because the customer is demanding something different from us and outsourced services are already gaining ground.

HR must see the need for change and adapt to it, while never compromising on the real purpose of modern HR provision. Innovation exists within our profession – now it’s time to set it free.

Crucially, Uber understands the real rationale behind the taxi industry: moving people from A to B, rather than designing sumptuous methods of transport. Similarly, HR needs greater clarity about it’s purpose, and not get distracted by its processes. Having the best-looking taxi fleet – or best-looking HR processes – just isn’t the point anymore.HR diagramFundamentally, Uber is winning market share because it’s on the user’s side. So perhaps we shouldn’t fear UberHR, but look forward to the emergence of a confident HR profession that embraces its users and puts their experiences at its core.

Source – http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/03/17/hr-should-be-next-in-line-for-uberfication.aspx

Million Dollars

Walk in forestA man was walking through a forest pondering life. He walked, pondered, walked, and pondered. He felt very close to nature and even close to God. He felt so close to God that he felt if he spoke God would listen. So he asked, “God, are you listening?”

And God replied, “Yes my son, I am here.”

The man stopped and pondered some more. He looked towards the sky and said, “God, what is a million years to you?”

God replied, “Well my son, a second to me is like a million years to you.”

So the man continued to walk and to ponder… walk and ponder… Then he looked to the sky again and said, “God, what is a million dollars to you?”

And God replied, “My son, my son…a penny to me is like a million dollars to you. It means almost nothing to me. It does not even have a value it is so little.”

The man looked down, pondered a bit and then looked up to the sky and said, “God, can I have a million dollars?”

And God replied, “In a second.”

 

Source – http://www.anyjokes.net/category/funny-jokes/page/3/

9 Habits That Destroy Workplace Relationships

Cut bad habits 2According to Globoforce, 78 percent of people who work between 30 to 50 hours per week actually spend more time with their coworkers than with their families. Because of the amount of time that we spend with colleagues, I find it pretty important to encourage friendships in the workplace.

The importance of friends at work 3Not only does it boost morale, it also increases trust and productivity throughout the departments in the company and helps the company gel as a whole.

I’ve noticed over the years that I have fostered some of the best relationships and best friendships I’ve ever had at work. I’ve also had to work at repairing some damaged relationships due to stupid things that I really didn’t realize were damaging the people closest to me.
Here are a few things that I personally have had to work on over the past years to not destroy my workplace relationships.

Gossip1. Gossiping
Workplace gossip doesn’t just destroy relationships. It can be so damning that it’s considered to be a ‘virus’ that is “worse than any flu or bug and will decrease your quality of work, and destroy profits and morale fast if you don’t do some fast treatments.” The reason? Workplace gossip can convert a place of business into a battlefield, where team members are forced to pick sides. Not only does this create a hostile environment, it also eliminates any trust that has been built among colleagues.

Preventing gossip in the workplace isn’t easy, but whenever you hear a story getting passed along the office, ask yourself if the story is actually true – and don’t continue to spread the virus. Sometimes you may have to even let the main culprit of gossip go to prevent this from continuing. Gossiping doesn’t always have to be negative either, but it can still hurt.

Unreliable2. Unreliability
This is one I’ve really struggled with. We’ve all worked with the individual who either is frequently late, can’t attend a meeting because of an emergency, or fails to follow-through on a promise. When you have an unreliable person on the team, it proves to everyone else that they don’t follow through.

To fix this problem I stopped overextending myself and committing to things I could never complete on time. Always follow through, and if you can’t make a deadline let the person know before it’s due. It didn’t happen overnight, I had to work at it but it’s helped me regain the trust of those around me and grow my business more than ever.

Procrastinate3. Procrastination
I know a lot of people who do their best work at the last minute. While this may be effective for the individual when working on a solo project, this is not always a good practice, nor fair to the rest of the team who has already completed their part of the project. In a company, we are a team. When there’s procrastination, it forces other team members to scramble on to finalize a project at the last minute. This not only puts unnecessary stress on colleagues and can be a huge let down.

I’ve started to prioritize the things I hate the most and hardest to complete at the beginning of the day. This helps me to not procrastinate. I’ve also gotten into the habit of completing projects a day early. This also helps when I screw something up (we all do it) so I have time to fix.

Bullying4. Bullying
Think back to your childhood. Did you trust the bully? Did you want to be around those kids who treated you poorly and made you feel abused? Of course not. Unfortunately, there are adults who can also be considered bullies. These people can make the workplace uncomfortable for employees – since they don’t feel safe. Even if someone is not the object of the office bully, the negative impact is immeasurable.

Print5. Lying
We’ve all told a white lie here and there. Whether it’s calling in sick because you would rather go to the beach or claiming that you don’t know how to use a piece of hardware / software, these little white lies seemingly are harmless. And, in some cases, that’s the case. As David Shulman, associate professor at Lafayette College and author of From Hire to Liar: The Role of Deception in the Workplace, says in Bloomberg Businessweek, “They’re really in the interest of getting the job done.”

Frequently, pathological liars, however, can become a serious problem in the workplace. It diminishes their integrity and makes it difficult for others to trust them – especially if these individuals are in top management.

hypocrisy6. Saying one thing and doing another
One of the most infuriating occurrences among colleagues is when they promise you something and fail to deliver. For example, if you were building a website and it’s ready to go live, but you’re you’ve been waiting for the copy from a colleague for the last week, wouldn’t you be agitated?  If you want to keep peace in the workplace and maintain the trust of team members, follow through on your promises.

Take the credit7. Stealing credit
Let’s keep this one short and sweet. Taking credit for someone else’s work illustrates that you only care about yourself. This selfish act decreases trust and will quickly cause colleagues to turn against you. So, always give the appropriate credit to the person who earned it.

Addicted to Social media8. Addicted to social media but failing to respond to emails
How much time do you spend on social media each day? I bet you it’s four times what you think it is. Prioritize responding to emails and finishing up work before you allow yourself to go on social media… unless you found this article through social media, to which I would say, touche!

Bad teamplayer9. Not being a team player
There are definitely times when working independently can be beneficial — such as completing a report before a deadline. However, you can’t expect to be successful in the workplace by being the “lone wolf.” In fact, being a team player can make you stronger both personally and professionally, as well as realizing that the team goal is more important than any individual goals that you’ve set.

Not only does being a team play build trust, it helps motivate the team to support and work together to support each other and finalize a project.

 

Source – https://www.entrepreneur.com/article/270728

Bringing Life to Work; Bringing Work Alive

by Yeyetunde Caxton-Martins, HR Analyst at RS Hunter Limited, April 19, 2016 

CommitmentWhile it is common knowledge that employees must do their bit to ensure their job is a fulfilling one, we cannot ignore the important role that each employer plays in this daily quest. In the last few years, I have become curious about the relationship that exists between an employees success on the job and the environment within which they work.  So, to enable me better understand the relationship, when I am assigned to work with a client; within the first month of engagement I usually ask the management representative (or try to determine based on observation) the following:

  1. Is the work environment conducive?
  2. How does the work environment create job satisfaction for employees?
  3. Is the employer providing its people with the basic resources required for them to achieve set goals?

Reality CheckThese 3 questions which make up what I call the ‘Reality Check Test’ are designed to make the business owner/manager consider the ‘real-life situation’ and assess the practicality of the their expectations against their commitment to their employees.

Work EnvironmentWhile the work environment alone cannot make an individual a star performer, it has been proven that when an employee is happy with their environment; productivity improves and objectives are met.  In my view, creating an enabling environment requires employers to be conscious of certain factors such as:

  • CultureOrganisational Culture: It is important that employers invest in a culture that supports their corporate vision.

An essential aspect of this is in the recruitment process.  Employer’s must strive to hire people who are able to express themselves while at work and this would require that an alignment exists between its employees values and that of the company. Alignment will ensure that employees are fully engaged when carrying out their duties thereby fostering open and effective communication.  Once the channels for communication are clear, most issues that arise in the workplace can be resolved before they cause irreparable damage.

  • Goals and objectivesSetting Goals and Objectives: Employers must create and communicate a sense of direction for their employees. It has been proven that effectively communicating goals and objectives across an organisation helps employees become aware of what they are working towards and how important their input is to the organisations success.
  • Policies and procedurePolicies and Procedures: Policies and procedures help structure the day-to-day running of the organisation and ensure that the organisational system is run within predefined parameters, thereby making employees aware of any limitations.

 

  • Work toolsProviding Essential Work Tools: Employees must feel comfortable and appreciated at work.  Making your staff sit crammed in a small hot space cannot encourage innovation and creativity (neither can making them share a computer when individual devices are required for them to carry out their duties).  If their role requires constant communication, why not give them a phone? If they are required to work weekends, why not give them weekend access to the internet?
  • Lead by exampleLeading by Example: Good leadership requires that you do the right thing, at the right time and for the right reasons. Always remember that as a manager or supervisor people are watching every move you make. It could be to see if you practice what you preach or even just to know what decision to make. Whatever the case may be, one false move by you could spell potential disaster for the company.

Employees also contribute to ensuring that the work environment is an empowering one by:

  1. Adhering to all company policies and procedures
  2. Dedicating themselves to their job and company goals
  3. Giving their best
  4. Participating in all company activities and working with colleagues for the greater good of the organisation
  5. Being spontaneous and having fun at work
  6. Believing in the organisation and their respective teams
  7. Being open, listening to the ideas of others and engaging in meaningful conversations.

When employees and employer’s are in sync, work comes alive.  This leads to an increase in operational efficiency and productivity across the organisation and over time, employees become vested stakeholders of the company thereby tasking themselves and becoming interested in everything that goes on in the organisation.

Oldest Profession

Dr Engineer LawyerA doctor, an engineer and a lawyer were discussing which of them belonged to the oldest of the three professions they represented.

The doctor said, “On the sixth day, God took a rib from Adam and created Eve, making him the first surgeon. Therefore, medicine is the oldest profession.”

The engineer replied, “Ah, but before that, God created the heavens and earth from chaos and confusion, thus making Him the first engineer. Therefore, engineering is an older profession than medicine.”
Lawyer A“Yes,” the lawyer said, “but just who do you think created all of the chaos and confusion?”

 

 

 

Source – http://www.anyjokes.net/category/funny-jokes/page/3/

Emotional Intelligence is Vital to Workplace Success

Emotional IntelligenceWhat portion of the decisions you make at work are emotional versus rational?

Most people say 20% or less. In fact, we decide 100% of everything emotionally and then spend hours, weeks or months underpinning these decisions with logical justifications. This is because we are all emotional beings and cannot leave these emotions at home or confine them to our personal lives. Accepting this and dealing with the ramifications of it can be extremely beneficial to you and your workplace.

Importance of EIIn Daniel Goleman’s Working with Emotional Intelligence, he makes a strong case for a link between well-developed emotional intelligence and workplace performance. Goleman found that 67% of all competencies deemed essential for high performance were related to emotional intelligence. Furthermore, one’s emotional intelligence mattered twice as much as one’s technical knowledge or IQ for this high performance.

QuoteWhat is Emotional Intelligence (EQ)?

  1. The ability to be aware of, name, and manage one’s emotions;
  2. The ability be aware of, name and understand other’s emotions, and;
  3. The ability to relate to others in effective ways both personally and professionally in a wide range of contexts and roles.

 

Why is EQ important at work?

EI over IQEQ helps us manage stress, it is vital for enhanced cooperation and teamwork, and it helps us to learn in relationships. Our ability to work together is profoundly impacted by our emotions, and this requires an ability to self-soothe, connect, and integrate in workplace relationships. While skills and experience may get you the job, your EQ will ultimately determine how well you succeed and how far you rise in the organization.

How does low EQ show up at work? ƒ

  • Low Vs High EIBlaming others ƒ
  • Victim statements such as “If only he/she would . . .” ƒ
  • An inability to hear critical feedback ƒ
  • Diverse opinions that are not welcomed or valued ƒ
  • Passive, aggressive or passive-aggressive communication ƒ
  • Leaders who do not listen and become out of touch with those they lead

EI for SuccessThree emotional capacities – self-reflection, self-regulation and empathy – form the foundation for all competencies and skills. They provide the ability for us to adjust to change, maintain our commitments to people, help us find satisfaction in relationships, and create balance in our emotional lives.

 

Increasing emotional intelligence can be done by anyone throughout life, but it takes effort and continual practice. The reward is evident in lower stress, higher career achievement and greater satisfaction in all relationships.

 

Source – https://www.washington.edu/admin/hr/pod/leaders/orgdev/alliance/articles/EQ_Craemer.pdf (with slight edits)

Out of T.P.

betty-boopA good looking lady in a bar walks up to the counter and motions the bartender over. She starts to run her fingers through his hair and asks to speak to the manager. The bartender says, “He isn’t here but I can do anything the manager can do for you.”

By this time the lady is running her fingers down his face and into his mouth. She says, “You’re sure he isn’t here?”

The bartender says, “Yes, I’m very sure.”

The lady says, “Well, I just wanted to tell him there’s no toilet paper or soap in the women’s restroom.”

Yuck

Source – http://www.anyjokes.net/category/funny-jokes/

The 10 Most Common Workplace Lies

LiesWriting “The Truth About Lies in the Workplace” allowed me to document the variety of lies encountered at work. In the workplace people fib, flatter, fabricate, prevaricate, equivocate, embellish, “take liberties with,” “bend,” or “stretch” the truth. They boast, conceal, falsify, omit, spread gossip, misinform, or cover-up embarrassing (perhaps even unethical) acts. They lie in order to avoid accepting responsibility, to build status and power, to “protect” others from hearing a negative truth, to preserve a sense of autonomy, to keep their jobs, to get out of unwanted work, to get on the good side of the boss, to be perceived as “team players” when their main interest is self-interest. Or they lie because they’re under pressure to perform and because (as one co-worker observed about his teammates) “they lack the guts to tell the boss that what is being asked isn’t doable.”

Liar 2Some people are better than others at lying. If you are creative, you are one of them. Not because creativity makes you more likely to be dishonest but because you’re probably good at convincing yourself of your own lies. If you have a charismatic or dominant personality (as many C-Suite executives do), you probably also have a special capacity to deceive – which doesn’t mean you lie more than others, it just suggests that when you do, you’re more skilled at it. If you’re an extrovert you lie at a higher rate than introverts. If you are intelligent, you can think strategically and plan ahead like a good chess player – and you can better handle the “cognitive load” imposed by lying. If you are manipulative or overly concerned about the impression you are making on others you tell more lies. If you are adept at reading body language, you are also adept at sensing when other people are getting suspicious. And if you have a good memory, you are less likely to be tripped up by your falsehoods.   Omission

Workplace lies run the gamut, from small, everyday lies to whoppers, from benign (even helpful) to destructive. Here are the 10 major categories of lies with examples of each:

1. Social lies are the lubricant of workplace relationships. We couldn’t survive in business – or in society – without them. With social or “white” lies, there is an implicit deal struck between the liar and the lie-ee: You won’t tell me the unvarnished truth, and I won’t scrutinize everything you say.

If I ask you how things are going, I don’t want to hear the story of your life. Just say “fine,” and I’ll do the same.

2. Lies of exaggeration are the embellishments used when people try to appear more capable than they really are.

My husband’s an actor. If they need men on horseback for a scene, he’ll swear he’s an expert rider. He’s not.

3. Lies of omission are meant to mislead by leaving out a critical piece of information and letting the recipient draw the wrong conclusion.

The job candidate said he felt “stifled” in his previous job, so he left the organization. He neglected to mention that he’d been fired.

4. Protective lies are often seen as an altruistic alternative to hurting someone’s feelings.

I complimented her on the presentation because I didn’t want her to be discouraged.

5. Defensive lies are an attempt to protect oneself or to avoid punishment.

It’s not my fault. No one told me that I was in charge of sending the agenda.

6. Blatant falsehoods are readily exposed by other sources or eventual outcomes. Because of that, the liar is viewed as unaware and out of touch.

Recently a senior leader was fired and it was announced as a “retirement.” That was a blatant and stupid lie, as we heard the truth from the person who was let go.

7. Destructive lies poison workplace relationships by destroying trust.

We were told it was a matter of cutting costs, and that if we just gave up a little – the company would get back on track. So we did. Only to find out that the top executives had given themselves salary increases and bonuses.

8. Malicious gossip is meant to undermine, harm, or destroy another person’s career.

When my colleague didn’t get the assignment, he spread the rumor that I was chosen because I took credit for other people’s ideas.

9. Small lies are readily forgiven or overlooked.

My manager gave out an earlier due date (for the completion of a project) than was necessary. She knew some people would procrastinate and she wanted to make sure the work was done on schedule.

10. Big lies are almost never forgotten nor forgiven.

My boss assured me that my position was secure – then he accidentally copied me on an email about interviewing my replacement.

Stop the lies

Source – http://www.forbes.com/sites/carolkinseygoman/2013/10/17/10-of-the-biggest-workplace-lies/#110712013a21

Smart Lawyer, Smarter Cop

Lawyer 5A lawyer runs a stop sign and gets pulled over by a sheriff. He thinks he’s smarter being a big shot lawyer from New York and has a better education than an sheriff from West Virginia. The sheriff asks for license and registration. The lawyer asks, “What for?” The sheriff responds, “You didn’t come to a complete stop at the stop sign.” The lawyer says, “I slowed down and no one was coming.” “You still didn’t come to a complete stop. License and registration please,” say the sheriff impatiently. The lawyer says, “If you can show me the legal difference between slow down and stop, I’ll give you my license and registration and you can give me the ticket. If not, you let me go and don’t give me the ticket.” The sheriff says, “That sounds fair, please exit your vehicle.” The lawyer steps out and the sheriff takes out his nightstick and starts beating the lawyer with it. The sheriff says, “Do you want me to stop or just slow down?”
Lawyer 1

Source – http://www.laughfactory.com/jokes/office-jokes

The Importance of Recognition in the Workplace

by Adetayo Adu-Okubote, Lead Consultant at RS Hunter Limited, March 23, 2016
The award goes toThe founder of Mary Kay Cosmetics, Mary Kay Ash,  once said “Everyone wants to be appreciated, so if you appreciate someone, don’t keep it a secret.” This was the lesson learnt at the 10th edition of the Headies Award 2015 which was held on the 1st of January, 2016. The award show turned sour as heavy weight Don Jazzy and singing sensation Olamide Baddo got into a war of words about the rightful winner of the ‘Next Rated’ award.

The verbal exchange revealed the power of recognition and the importance that people attach to it. No matter who you are, how much wealth you have acquired or what you have accomplished, everyone still wants to be recognised and appreciated for their effort. This is also true for employees in any organisation, be it a senior, middle or low level position. When employees put their effort into their work, they like to feel that the company recognises and appreciates their contribution.

Why Recognition is Powerful in an Organisation

  • Happy EmployeeEmployees who are recognised for their effort tend to want to put in even more thereby excelling at their jobs. This has been linked to the ‘feel good’ sensation that accompanies a “Thank you.”, “You did a good job!”, “You are important to us.” or “That was a fantastic idea!”.
  • Companies who have programs that recognise the efforts and contributions of their people tend to have a higher rate of retention. It has been proven that employees are more likely to stay with a company where they know that their hardwork is appreciated.
  • Employees feel a sense of ownership and belonging to their jobs and the company as a whole.

Guidelines for Employee Recognition

  • Employee of the monthRecognition should be woven into the fabric of every organisation such that it permeates all they do. This culture should be top-down and driven by management and should be seen as a priority for CEOs, managers and supervisors. Whatever initiatives are implemented, they should not come across as patronising as this will have a negative effect on employee morale.
  • Employees can be recognised either individually or through teamwork so long as, in the latter, each team member is given some recognition. Acknowledgement of an employees efforts can take place in team or staff meetings, board meetings or special company events.
  • Thank YouRecognition must be fair, sincere and heartfelt, not forced or contrived.
  • Recognition must be timely so that an employee is able to link the desired behaviour with the recognition and improve on it. Don’t wait to show appreciation once a month or year. Do it NOW.
  • Companies should be seen spending time and money finding ways to recognise and reward the contribution of their employees. Sometimes, it is the thought and the effort that counts. This can be as simple as surprising them with lunch or giving them a spot on the website or a poster in the lobby.

Employee recognitionOn a final note, when it comes to employee recognition; employers must ensure that the recognition whether financial or not is valued by the employee. Sometimes, companies decide on recognition programs without any feedback from their employees on what they would appreciate. According to a recent study by the International Association of Administrative Professionals and Office Team, a staffing company in Menlo Park, California, there is a disconnect between what employees want and what managers think they want. This is unfortunate as it defeats the whole purpose of recognition. It is always advisable that management don’t work on assumption alone but seek the input of their employees to determine what they really appreciate and value.