HR Weekly Roundup

Be honest with me, did you work over Labor Day weekend? In Steve Boese’s article, "The Tyranny of Connectivity" he admits to working a little bit, and feeling ashamed about it. But he made some observations concerning this holiday:

  • A LOT of people were working, just like Steve. He sent a few work emails on Monday and received replies within ten minutes. “If Labor Day is meant to be a celebration of the working person, lots of working persons I know were also, actually, working.”
  • No one he corresponded with mentioned that it was a holiday. No one said, “It’s a holiday, I’ll get back to you tomorrow”.
  • Steve also noticed that he mostly worked on tasks that did not need connectivity to others. He did things that needed to be done, and he writes “I was probably twice as productive working on these items on a holiday as I would have been on a normal Monday, when I am, like everyone else, almost constantly being barraged by incoming messages and requests. If I changed my working hours to say, 7PM – 3AM I swear I would be two or three times more productive than I am now.”

How is your productivity? Do you agree with Steve’s observations? Have you tried disconnecting when you’re working so you actually get things done fast? What have you done and tried? When the expectation to work isn’t there, how much more have you worked? Some things to think about, maybe change your work day to partially disconnect from chat and see how things change.

Find Steve: LinkedIn Twitter


2. Is Anonymous Feedback From Employees OK?

In Kris Dunn’s article, he first asks how many people are tired of seeing angry employees rip on their company on Glassdoor. He writes, “Anonymous feedback is rapidly being recognized for what it is. The newspaper industry entered the digital industry with the thought that readers commenting on articles online would unlock a form of community unlike any other. That happened, but in a negative way, with trolls and racists and every other type of creep posting whatever they wanted under anonymous accounts with zero chance of being outed.” Many comments can’t be trusted, and are so hateful that people close comments or link them to a Facebook account. Thankfully, candidates reading extreme comments often don’t take them seriously. The more personal or extreme a comment is, the less likely it should be taken seriously. However, consistent mediocre or negative criticism on sites like Glassdoor can erode your employment brand and reputation with candidates.

What to learn from this: “Instead of letting your employees rip away in the verbatim comments section – force them to be balanced and give you a good thing for every bad thing. Then show the mixture of feedback as the entire verbatim – rather than splitting up good and bad feedback.”

Find Kris: Twitter


3. I Will Follow!

In Steve Browne’s article, Browne discusses the word ‘followers’. He writes, “I’ve always thought of the word as a group of people who were willing to get behind someone, or some effort, that they believed in. I still do. However, with the constant flood of Social Media, the term has taken on a new life. Now the word “followers” is associated with those that click a button on a social media platform in order to connect with another person.”

One can follow people for a number of reasons. Maybe they actually know them, they’re following a trend, or they admire that person’s work and want to keep up with it. “It’s a false sense of popularity and visibility that also carries weight.”

I can see both sides to this. Followers don’t always show that the person being followed adds a lot of value, but at the same time, why do they have that many followers then? Browne adds, “What concerns me is that leadership is watered down because following is no longer something that has significance.” What do you think?

Browne says that instead of focusing on how many followers one has, look instead to see “who others in your company congregate around. See who is the person whose opinion is sought on a regular basis.” How many actual followers to people have? We aren’t talking digitally. Find out who the leaders and followers are in your company simply by looking around. No need for the numbers on a screen.

Find Steve: LinkedIn Twitter


4. The New Digital World of Work – How it is Changing HR (In India)

In Josh Bersin’s article, he talks of his recent week spent in India. He went to a major HR technology conference in Delhi. He writes, “India is now the second largest internet market and the HR community in this country is terrific. I have never met so many passionate, intelligent, focused HR professionals in one group – all looking for ways to better leverage technology to improve their organizations in many exciting ways.”

During this HR conference, Bersin gave a talk about how ‘becoming a digital organization’ is not all about technology but really it is about the people. There has to be a balance in India, with the young workforce growing in their technology skills amid the old legacy systems and the ingrained culture. There are “lots of complexity and leadership challenges, and their job market is highly competitive.” India is so fast paced right now, that the HR teams are having to work real time in hiring and employee engagement.

Find Josh: Twitter LinkedIn


5. How Advice From Leaders Early In My Career Almost Derailed Me

In Trish McFarane’s article, Trish talks about the classical former boss advice that often helps the young employee reach success. She says that in her life, she’s had many good bosses share terrible advice that almost hurt her in her career.

Five things the Traditionalist and Boomer leaders taught her early in her career that she was smart enough to ignore:

  1. Work as many hours as possible. For a long time, Trish was told to arrive before the boss, and leave after the boss. She followed this advice for a while, until she realized no one noticed or cared. Instead she focused on creating great work rather than putting in more time.
  2. OT is a badge of honor. Not true. Only if it yields amazing work does it matter.
  3. Drink if the leader or client drinks. Do what makes you feel comfortable.
  4. Always wear professional clothing. You are not smart or full of ideas BECAUSE you wear a suit, although it often is appropriate.
  5. Don’t get too close with anyone at work. “The idea that HR is an island and we are “nobody’s friend” stuck with me for years. This likely meant I missed out on some really great relationships in my lifetime.”

Find Trish: LinkedIn Twitter

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