Archive for June, 2009

Have you ever received a gimmick or trash trinket aimed at motivating you to perform some random behavior and thought, “Yeah…that’s a pretty clever idea”? The expert level of ingenuity is only reinforced when you find yourself telling your break-room lunch partner about the knickknack and repeating the accompanied slogan…marketing at its peak.

This happened to me recently with a topic that is as serious as an undertaker – health and safety. It is not only a very sober issue, but tends to be dry and directive, “Do this! Don’t do that!” The consequences of not following a safety program can be tragic. Perhaps this is why the trinket struck me as clever. June is National Safety Month and I have been reminded of our Zero Accidents safety goal with a Zero candy bar in my work mailbox! I had never tasted a Zero bar before and now, in addition to being introduced to the scrumptious world of white fudge over caramel and nut nougat, I’ve been programmed that if I am safe I will receive sugar deliciousness in return. Extrinsic motivation works wonders, as do Behavior-Based Safety Programs.

A concept rings true here that one person’s trash trinket is another person’s thorn in the side. I no sooner read the magic words “white fudge” when it was robustly brought to my attention that this gimmick cost the company money. In a big company, it might cost a pretty penny and we all know current budgets are waif-like slim. But, this motivational reminder is an investment…a marketing ploy that is part of a bigger, proven program aimed at shaping behavior. Safety education and motivation must be continuous. In the words of Zig Ziglar, “People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily.” Even when significantly cutting back costs, a company still has the right to do fun things when these things have an important purpose and make business sense.

Another thorn pricking some skin is the idea of using a food that is void of nutritional value as a reward. Yes, obesity and diabetes are rampant in our world and Weight Watchers at Work is the newest daytime sorority, but that debate will be saved for another post. I don’t know if we should insist on skinny-focused motivation or if vending machines should be outlawed, but I do know that even in these tight-walleted tumultuous times, we should continue with our motivational programs where they make sense and have a chance at making an impact.

To help counteract the sugar rush of the Zero, here is my favorite ‘skinny’ Gumbo recipe:

Skinny Chicken & Shrimp Gumbo

• 2 whole chicken breasts (can use rotisserie chicken if in a time crunch)
• 1/2 pound shrimp, boiled, peeled and deveined (I cut the tails off so they are easier to eat.  Can also use small, cooked frozen shrimp)
• 2 tbsp olive oil
• 1 stalk of celery, diced
• 1 bag of frozen gumbo vegetables (okra, corn, tomatoes, onions, found in frozen foods)
• 1 pint of mushrooms, diced (canned works too)
• 3 cloves minced garlic, diced
• ½ small onion, diced
• 48 oz cups chicken stock
• 1 sm 6 oz can tomato paste
• 1 14 oz can diced tomatoes
• 2 bay leaves
• 1 tbsp hot sauce such as Crystal or Louisiana (If you have Tabasco add ½ tbsp)
• 2 splashes Worcestershire sauce
• 1 tsp Old Bay seasoning
• Salt and pepper
• 2tbsp cornstarch, dissolved in a tsp of cold water (optional, for thickening)

Season raw chicken breasts with generous amounts of salt and black pepper.  In a large stock pot, heat olive oil on medium high (do not allow oil to smoke). Sauté chicken on med/high until no longer pink; remove chicken from pot, set aside and allow to cool, then dice.  In same pot with remaining oil, turn heat down to medium and add the diced onion, mushrooms and garlic and cook for 2-3 minutes.  Add shrimp, chicken stock, bay leaves, frozen vegetables, Old Bay seasoning, and Worcestershire. Bring to a boil and cook for 5 minutes.   Add diced chicken, tomatoes and tomato paste.  Place on medium high and cook until hungry (or at least 15 minutes)…the longer the better. Add salt/pepper to taste.  If needed, dissolve cornstarch in water and add to pot to thicken.  You can eat as is or over rice.  Makes about 7 servings.

Almost every human resource professional has had to attend some workshop on how to deal with generational gaps, especially with Generation Y (aka Millennials).  Who is Generation Y?  Defined in a USA TODAY article, “They’re young, smart, brash.  They may wear flip-flops to the office or listen to iPods at their desk.  They want to work, but they don’t want work to be their life.” A NAS Recruitment study states that “Generation Y makes up over 70 million people in the U.S.  With those born between 1977 and 1994 included, they make up over 20% of today’s population.  The largest generation since the baby-boomers, the Millennials are defined by their numbers.  They will have a huge social and economic impact.”  I’d say that’s pretty accurate – I mean, I can – at 27 years old I am a proud member of Gen Y. 

Now for some revelations…Like most Gen Yers I take my professional life seriously – I care, I listen, I learn and most importantly I ask questions like “Why?”  Woah, is this not what comes to mind when you think of Gen Y?  It’s much more common than you think…you just haven’t found out all of our secrets yet.  In my opinion Gen Y has gotten a bad rap.  We are not as dreadful as we are commonly made out to be.  I honestly believe the negative connotations around my generation stem from a fear or lack of understanding of what we say, how we act or how to deal with us.  Rather than learning from us and with us, our colleagues tend to get frustrated and not take us seriously.  

Remember that toddler phase when the obvious question to ask was most certainly, “Why?”  This concept IS Gen Y.  We are the generation that grew up with technology (Microsoft anyone?) as a major influence on the foundation of our behaviors.  We care about our future and what impact decisions of today can have on that future.  We are slowly taking over – as the Baby Boomers begin to retire and Gen Xers have gotten comfortable in their positions, Gen Yers are stepping up to the plate, whether you like it or not!  Most importantly, we are asking, “Why?” 

In this age of economic uncertainty, how can an organization assimilate Gen Yers into their workforce effectively and efficiently?  That’s a question I recently asked China Miner Gorman, Chief Operating Officer (@SHRMcoo on Twitter) of the Society for Human Resource Management (@SHRM on Twitter).  Her initial answer:  “Engagement is the key!”  With over 450 affiliated student chapters of SHRM at colleges and universities across the country SHRM has realized the need to understand this growing force.  With future business leaders among their members SHRM recognizes the need to help guide these individuals from the beginning of their careers and beyond.  Ms. Gorman also shared some ideas for businesses to use when working with Generation Y. 

Access to innovative technology.  Organizations must stay abreast of current and future trends in technology as a retention tool.   

As a Gen Yer, I am constantly looking for ways to enhance my skills, especially in technology.  It is a priority.  Yes, I am an HR professional with an HR college degree (Marist College, Class of 2004 – Go Red Foxes!), but did you also know that I can write, develop websites or that I am a self proclaimed social media nerd? 

Treat them as they are – sophisticated.  Do not treat them like kids or inexperienced professionals!  They are sophisticated and globally diverse in thinking – thanks in large part to how they were raised by their parents or guardians. 

Think about it.  We have been provided with access to so much.  Semesters abroad, television, computers, Blackberries, iPhones, Facebook, Twitter – just a glimpse at was has formed us.  We’ve always had choices and we can make good informed decisions – unfortunately we struggle with being trusted.  Let us make decisions and experience self-efficacy!

Full disclosure is essential.  They are a skeptical generation but still optimistic.  They are aware that there are many paths to choose when making a decision but want the facts, the real story. 

When it comes down to it, we value fairness and ethics and want to know the background of why and how a decision was made.  We want full transparency – no blind decisions, the total picture is a must!

They want to be in control of their destiny.  They long for a sense of control. 

As human resource professionals you can help us create our destinies by customizing career paths, promotions and lateral opportunities.  Teach us, mentor us, lead us!

Their parents made them do it.  This generation has been significantly impacted by the relationships they have had with their parents or guardians.  They have grown up with luxuries that no previous generation has had to the same extent. 

Seriously, I am my parents fault!  Reading books…boring.  Teddy Ruxpin reading us books – now that was fun.  Nintendo, Play Station, Sega Genesis, personal computers, cell phones, iPhones, Blackberries,  YouTube, Facebook, MySpace, Twitter, AIM – access to cutting edge technology.  Unfortunately, such access has had a detrimental impact on our interpersonal skills.  An actual face-to-face conversation is typically lost on us.  It’s easier for us to communicate with technology speak – acronyms, no punctuation, no sentence structure.  LOL (laugh out loud), BTW (by the way), OMG (oh my god), etc.  We need coaching and mentoring and want it – we want to learn and become successful – we want to live our values and make a difference.

One of the biggest problems with generational gaps comes between Generation Y and the Baby Boomers because of skills development.  Due to our technology-ingrained minds our interpersonal skills may be less adept, but it is hard for us to recognize this.  Conflict arises when Baby Boomers get frustrated with us because of issues with interpersonal skills – but progress is being made.  The challenge is, how can your organization train this generation, and learn from them at the same time?   SHRM’s views are just a start but a good one at that.  Take this challenge seriously.  You never know when your next boss could just be a Gen Yer.  Go forth and make progress while I Tweet, text, blog, friend someone on Facebook and talk to my mom on my cell all at the same time.  Good luck!

I collect political memorabilia.  This interest began when I was around 8 years old and found a large William McKinley commemorative coin while playing in my grandmother’s backyard.  At that age, I’d not studied American history and knew nothing of our 25^th president.  The coin included a little information about the President on it which prompted me to learn more on my next weekly visit to the library.

My collection is primarily made up of campaign pins, each telling a story of a time in the history of our country. Some pins have pictures of the candidates; others have just a name such as “Roosevelt”; others add “vote for” to the candidate’s name.  Some of the pins describe the candidate.  Former Florida Congressman, Claude Pepper, was “A Man for all Ages”.  Jesse Jackson’s 1988 short lived presidential campaign pin describes him as “A Great Man with a Great Vision.” All are unique and all have stories behind them.  

A concept captured on several different campaign pins from the 2008 election is different.  It does not describe the candidate; instead, it reaches out to the voters.  The election is over, but it still speaks to us and especially those of us in Human Resources when it declares “Be the Change”.

What a powerful statement! As HR has moved away from a transactional focus into a transformational role, we have become the change agents for our organizations!  We understand that change is constant, but we also know how intimidating and difficult it is for many employees.  As change agents, we can help our employees do more than just accept change.  We can enable them to reach out and eagerly embrace it. 

We do that by showing a personal commitment and presenting a positive attitude toward the change. We set the example and “walk the walk”.  Change must begin with us!  We are responsible for communicating information about impending changes and ensuring the support of management.  We understand the need to involve people in the process and educate employees.  As change agents, we anticipate resistance and identify ways to deal with it ahead of time. 

HR professionals understand the concept of “Be the Change”.  It is more than a political slogan; it is our calling and our mission.

If you would like to learn more about being a Change Agent, consider signing up for HR Certification review sessions like Big Bend SHRM’s  fall PHR/SPHR certification sessions.