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Why everyone hates HR and what you can do about it

Why Everyone Hates HR and what you can do about it!

Set up: paperclips at each seatWorksheets (group and individual) in envelope in center of table2 Sheets of paper/table

In front:FlashlightBellRemote

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true confessions

Lights out

[seated] My name is Sue. I moved to a new town 2 years ago. Like any newbie Ive been meeting lots of new people. Well educated people, thoughtful people, gainfully employed people. The standard question always comes up eventually: so what do you do? When I answered Im in HR one of my now closest friends replied Oh man, dont tell anyone that! Really? Immediately shift into defensive mode well, I do leadership development and build programs that help employees maximize their potentialand.

[stand up Lights on] Friends! We have a problem! We have a terrible image problem. I say we because I know Im not alone in this experience. If youve had a similar moment, please stand with me in solidarity. OK good are you ready to fix this image? Lets dive in.2

Toby is in HR, which technically means he works for corporate, so hes really not a part of our family. Also hes divorced, so hes really not a part of his family either.

To get our juices flowing, lets take a moment to share a mental image of how the unenlightened tend to see us..3

HR is the corporate function with the greatest potential.

We find, nurture, and develop talent.

The Organization with the best talent wins.

These reasons as you indicate and our friend Toby are Why Are We Here and Why we picked this topic. At Constant Contact, we all start with Why and youll hear more about that later. Marcus and I share the same passion in the sense that we love this business, we love the business of HR and there is nothing wed rather be doing in this world. This stigma and reputation pisses us off and quite honestly we hope it pisses you off too because together we have the collective ambition and motivation to change HRs reputation. We firmly believe that HR(highlight or read animated bullets)

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Lets fix this

IntroductionWhy People Hate HRDRIVE (the How!)Interactive LearningKey Takeaways

Lets go5

All-in-one online marketing platform thathelps small businesses succeed

c6Delivering success with higher opens andclicks driving more revenue for customersAffordable solutions starting at $20 per month with larger customers paying hundreds per monthDifferentiation through integrated suite, customer education, coaching and support~ 610,000 small business and non-profit customers

Copyright 2014 Constant Contact Inc.

This is just a little bit about Constant Contact, but rather than hear from us about what we do, wed like you to hear from our employees about who we are.

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Our Why

Align employees with the CTCT mission, vision, purpose and culture

Drive employee engagement and success

Foster a great place to work and to grow

Constant Contact Human Resources exists to -and are passionate about..(highlight and read bullets)

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In The Last 3 Years

More than doubled the size of the company (>1300 ees)Employee referrals hired 45%Employee survey participation 93%Employee Engagement index 89%YoY Revenue growth

We have ambitious goals and we get results

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So lets get down to the work of solving this problem9

Our image problem has probably been around for a long time but back in 2005 Fast Company put the problem in black and white. 9 years ago they published this now infamous article Why We Hate HRthe article has over 1.3 million hits on social media now. How many of you remembering reading that? It was a wake up call

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dark, bureaucratic forceblindly enforce rulesresist creativityimpede constructive changeforest of paperwork9 years later

Here are some actual quotes from the article. Ouch baby, ouch. I get crazy every time I read that.

9 years laterand while thinking about this conversation with you, I decided to try another experiment. I had the opportunity to meet another person for the first time. This time, a doctorand no I wasnt in the hospital, it was a social meeting. So when the inevitable question arose, I stopped and asked his permission to be part of my research for today (data is good youll hear more about that later). I answered I work in HR and when I tell you that, what do you think of in association with HR? Silence. He responds Well, I usually think about someone I owe some paperwork to Bingo another painful data point.

Argh - I have to recover for a moment.Ill turn the floor over to Marcus.

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How did we get into this mess?

Holy crap how did we get into this mess?

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The History of Human ResourcesPre 1900s1900-19601960-YesterdayNow

Well if you take a journey thru time its not entirely hard to figure out.

Human Resources in the Pre 1900s was among the earliest governance and bureaucratic functions.

Pre-1900s HR looked like Showing Evidence of Company WorkersIntroduction of social programs by factoriesFirst work safety laws implemented

1900-1960 introduced Personnel Dept.Trade UnionsSocial programs for employees

1960-yesterday: This is where we saw HR start to evolve from an administrative function to more Leadership & Talent Development. Its also where we saw the first outsourcing and corporate downsizing.Business PartnerHRISDiversity

Now, HR is expected to be a lot of things like a Change Agent, Project Manager, and Innovation Catalyst but in the face of change and ambiguity combined with a reputation built for more than a century, thats a hard place to be. Change AgentCulture ChampionInnovation CatalystEvangelist & Thought Leader13

DRIVEataeadynnovatorisionaryasy

To be successful, the modern HR person needs to drive. No, Im not talking about motivation. Im talking about an acronym and framework that well use for the basis of our time here today. (Read bullets)

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Data

On the topic of Data, When is the last time you saw a business decision made without insights or dataHR lacks tools but thats not an excuse, are we hiding behind a skills gap? [Share a dirty secret CTCT doesnt have an intranet, weve got a half-functioning HRIS system, .???]

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Hypothesis DesignStatistical AnalysisData ReductionPresentation Data

Hypothesis Design: HR people need to understand how to design research studies to explain events within their organization or the marketplace. Knowledge about frameworks and statistical sampling techniques will ensure the right data is collected and the right research is being done.

Statistical Analysis: The ability to calculate and appropriately interpret key statistical metrics like tendencies, correlations, analysis of variance will be essential in developing key insights.

Data Reduction: Nothing happens without work.A whole lot of effort and skill is still required to clean and filter noisy data. Lets be honest, in HR, chances are you have so many sources for information and multiple systems so your ability to strip out the noise and get at whats important is critical. In this case, deciding what not to include is just as important.

Presentation: So synthesizing and bringing all of this information together to make results compelling by linking them to key performance indicators that are of interest to senior executives is a distinct activity that has not typically been part HRs area of expertise

HRs ability to perform all, not just one of these areas is what determines success versus failure. Thats the sweet spot or bullseye.

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HR DashboardCopyright 2012 Constant Contact Inc.18

Tell a story what does the data mean?

Here is an example of an HR analytics dashboard from another company. This is an example of what not to do of course. Who is going to take the time to read this? What does this mean? Whats the story or recommendation here?

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Guiding Principle (Why)Recommendation (Answer First)Supporting Data & ContextKey QuestionsFeedback and Q&A

Packaging Your Data

Instead, how about something clean and easy. Packaged up and presented simply and straight forward. (Explain bullets)

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Ready

Lets talking about always being Ready

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Ready

The point here is that its a known fact that the secret behind Peyton Mannings success is that he is always prepared, genuinely curious and always studying how to improve, and makes adjustments and looks for those coachable moments.

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Its about being Proactive versus Reactive, or having a gameplan or agendafor almost anything.

Here, lets do this.

Lets play a little game. You have to be honest for this to work.

Because you are all here participating at NEHRA, you chose to come so raise your hand.

Now, how many of you have read over the schedule of presentations and workshops and pre-decided what sessions you were going to go to this week and why?

Now, for those of you still in the game with your hands raise, how many of you committed to learning at least 5 things or key takeaways this week that you plan on bringing back or teaching back to your teams and colleagues?

Ok, good job so those are few examples of the level of proactive planning and focus that is required to be successful. I highlight this because it seems so common, but yet nobody does it. If you are not already doing it, I challenge you to start each week with the agenda of what are the 5 things I am going to get done