In an effort to try and keep a handle on the products and services my company provides (hint: great HR pros have a solid understanding of the business side of the organization), I picked up a defense industry magazine the other day. The main article focused on what great program managers know about product support. However, it was an easy leap of the imagination to see how the points in the article could apply to my profession as well.

1. I’m the life cycle manager: the product support buck stops with me-I translated this to “I’m the people manager; the employee support buck stops with me.” Sometimes organizations lose sight of how easy routine, noncritical tasks should be for employees. Changing an address or asking a benefits question shouldn’t take a dozen steps or an unwieldy process. If your company is doing this, put your foot down. Support your people however you can (use an employee HR portal if you have to) and help remove the obstacles that are keeping them from doing their best work.
2. Everything that really matters can be summed up in a single page-good luck shrinking that 957 page employee handbook; you know, the one that people have to sign on day 1 saying they’ve read and understand? Get what really matters on a page and use it extensively. One of my favorite quotes is “your values statement should be the most tattered piece of paper in your organization.” Use it so often that you memorize it word for word, and then start living it. Continue Reading »

Fads. We’ve all fallen for one at some time or another. That’s why many businesses and people are wary of tools like social media.

What if we put a lot of time and money into this idea and it turns out to be a fad?

I have a question for you: what if you looked at social media not as a fad, but as a competitive advantage?

Many people (I freely admit my own participation) have made it their mission to evangelize and convert people and organizations to social media use. I have an interesting suggestion. Continue Reading »