Was the EE Survey predictable? Go "Undercover"!

I have been intrigued by a television show of all things, for several weeks now –“Undercover Boss” was rolled out to millions right after the SuperBowl. The show ends tonight, so I thought I would add the Lotus HR slant to the deluge of blogs that have been written on the show. Some blogs love it, some not so much – “propaganda” one blogger wrote. As a person who understands and has a passion for HR – I think it is brilliant!

Here is the premise:

(Announcer as the show starts) "Each week, we follow the boss of a major corporation as they go undercover in their own company…Posing as a new recruit and finds out what is really going on inside the company…” Then a CEO that is highlighted says: “Having people that are frustrated is the worst thing a business can have…” Each show starts about the same way. The employees think they are part of a documentary on “entry level job seekers” so they don’t question the cameras…then the saga begins.

The companies profiled are all billion dollar corporations (Waste Management, 7-11, Hooters, Roto-Rooter, to name a few participating companies), with tens of thousands of employees. The company executive (CEO, CFO, COO) meets several “front-line” employees and works with them for a few days. The exec finds out what is really going on in the trenches and reports back to the executive management team what they uncovered and they come up with ideas to improve the lives of the people they met and make improvements to the processes these front-line employees deal with – brilliant.

There have been a few “corny” scenes and scenarios, but for the most part, each episode had good take-aways…it really is about the employee! Every episode ended with management coming to the realization that they were disconnected from the “front-liners” – and they all realized this must change in order for the company to prosper – both financially and culturally. They realize their employees are real people, with real issues, real passion to do a good job – people doing the best with what they have, from where they are, with no clue what “management” expects from them. Most "front-liners" believe “management” resides in the glass building with no clue what is going on in the trenches – very disconnected. Disconnected, in the HR world, is not a good thing.

Don’t get me wrong, EE Surveys are good – they provide feedback on employee satisfaction and level of engagement – but they don’t tell the entire story. What about going “undercover”? Based on the television program – the concept has real value.

Arrange for Lotus HR to go “undercover” for you…although there won’t be any TV cameras following us around, guarantee we will all learn something!

Jack Walsh
Lotus HR

2010 - Year of Developing the Top 20%ers!

Early in 2010 it is becoming obvious that business leaders are taking inventory of "talent management" goals for the upcoming year and beyond. Leaders took the opportunity in 2009 to cut costs and at times, people. 2010 will be the year leaders develop their talent - it just takes a few simple steps to ensure you are prepared for the task.

How does a company hold on to their top performers? Talk to recruiters and they will tell you that the top talent - the top 20% - are dusting off their resumes and waiting for a change in the market. You have heard of the 80/20 rule: 80% of your profit/revenue goals are generated by 20% of the employees...time to invest in the top 20% so they remain a key part of your organization and your strategy going forward. They will be the ones leading your company over the next 3, 5 years - if you play your cards right.

Ready for some practical and simple advice from the HR office down the hall? Time to invest in these key people - create an action plan to develop and empower. Assign a leader within the organization to spear-head the project, let the top employees know they are appreciated, that they are part of the company's future, and that the company is willing and able to invest in their development. You will get "buy-in", commitment, and an engaged winner to help you move your company through whatever lies ahead.

Workshops, mentors (from within the company and externally), leadership classes, coaching - whatever it takes (within your budget) to move these future leaders along. Your organization will benefit from any action taken NOW, and it doesn't require a huge investment, just a strategy, intelligence on resources available, attention to the details, follow-through, and communication.

2010 can be the year your organization establishes the leaders for the future - "get 'er done"!

Debra Short
Director of Human Resources
Lotus HR

Mr. Covey was on to something...

As I haved moved through my career in the world of Human Resources, I often asked myself “why is HR important”? I found that answer a few years ago…allow me to explain:

Stephen R. Covey's book, The 7 Habits of Highly Effective People®, has been a top-seller for the simple reason that it ignores trends and pop psychology for proven principles of fairness, integrity, honesty, and human dignity. He followed up this book with The 8th Habit: From Effectiveness to Greatness. According to Mr. Covey, there is a great unmet need in our world for purpose and clarity. He provides this entry on pages 2 and 3 of that book:

I frequently ask large audiences, “How many agree that the vast majority of the workforce in your organization possesses far more talent, intelligence, capability and creativity than their present jobs require or even allow?” The overwhelming majority of the people raise their hands, and this is with groups all over the world.

He then provides the following data from a Harris Questionnaire of 23,000 U.S. residents employed full time within key industries and in key functional areas:

• Only 37 percent said they have a clear understanding of what their organization is trying to achieve and why.
• Only 1 in 5 was enthusiastic about their team’s and organization’s goals.
• Only 1 in 5 workers said they have a clear “line of sight” between their tasks and their team’s and organization’s goals.
• Only half were satisfied with the work they have accomplished at the end of the week.
• Only 15 percent felt that they organization fully enables them to execute key goals.
• Only 15 percent felt they worked in a high-trust environment.
• Only 17 percent felt their organization fosters open communication that is respectful of differing opinions and that results in new and better ideas.
• Only 10 percent felt that their organization holds people accountable for results.
• Only 20 percent fully trusted the organization they worked for.
• Only 13 percent have high-trust, highly cooperative working relationships with other groups or departments.

To drive his point home, he ends with the following:

If, say, a soccer team had these same scores, only four of the eleven players on the field would know which goal is theirs. Only two of the eleven would care. Only two of the eleven would know what position they play and know exactly what they are supposed to do. And all but two players would, in some way, be competing against their own team members rather than the opponent.

I consider my job helping companies not be that soccer team Mr. Covey speaks of!

Each problem listed above can be controlled by effective Human Resources. Drop the administrative junk and get to real HR! Raise the numbers on the list above and you raise your profit margin, your cash flow and your shareholder value.

Thank you Mr. Covey for helping lay the cornerstone that built Lotus HR – as this is in our DNA!

Jack Walsh
Lotus HR

Welcome to the world of Lotus HR!

Welcome! The first official “blog” and entry into the world of Human Resources as Lotus HR sees it.

Who we are: We are a team of HR professionals who are passionate about “getting it right”…building a better mousetrap…helping companies help themselves…all while anchoring HR into an organization so that companies can focus on what they do best – while “taking care of” the employees that drive the ship.

Why: Because company management is in denial they need HR – we can deliver in a way and at cost – that has real value to an organization.

How: We deliver what is needed – no more, no less. We determine early on, with the help of company management, where the company is going and what role HR needs to play for the journey. We diagnose, implement, and deliver.

This blog will be more of an “op-ed” piece around HR. The blog may include client stories – both funny and sad, will be inspirational at times, but it will deliver our message…HR is critical to the success of ANY organization.

Welcome to our world! Let the games begin!

Team Lotus