Did you miss the Alabama State SHRM Conference this year?
Here are some highlights from the Twitter feed (remember that Twitter limits a statement to 140 charactors):
During the Linksters to Boomers session with Meagan & Larry Johnson:
- The existing workplace generation always has the same complaints about the incoming generation...
- Young folks - pay attention to the unwritten "policies" in the workplace before the Baby Booomers retire w/ it.
- Convo turned to knowledge drain due to Boomers leaving. Analysts say that as 401ks come back, more Boomers retire.
- Boomers need to remember their passion for the work. That helps to connect with Gen X/Y.
- Gen X wants purpose in their work...but they tend to be skeptical.
- Boomer: Do this. Gen X: What is the reason? Boomer: No need to know. - See the problem?
- Gen Y is accustomed to not only having their opinion asked but also considered.
During the Absolute Honesty session with Larry Johnson
- What do you tell a naked employer? The truth?
- Sometimes being honest requires delivering bad news. Is your culture conducive to that?
- He who speaks the truth should have one foot in the stirrup. Turkish proverb.
- Absolute Honesty law #1: tell the truth. It hurts. It's hard. But it builds credibility and influence like you wouldn't believe.
- Tact: telling a guy with a hole in his head that he has an open mind.
- Where would you draw the line on white lies?
- Ditch the “little white lie” when the risk outweighs the benefit.
- “No man has a good enough memory to be a successful liar” -Abraham Lincoln
- Don't cheat the EE out of an opportunity to improve. Tackle the problem.
- Using statements to discuss working with difficult people. Change the “he/she should”; to “I can”; and things will happen.
- Absolute honesty #3 - Disagree and commit. Speak up about what u disagree w/ & be prepared to commit to the company's decision.
- If you don't like what's going on at the office, you have three healthy options. Be proactive, accept it, or leave.
- You know those people who won't offer solutions, accept decisions, or leave when they disagree? They're poison to the org.
- He asked the audience “what should go w/ whining?” We said “cheese”. Correct answer was “offer a solution” lol
- People don't care what you say; they watch what you do.
During the Emotional Intelligence session with Dr. Jarik E. Conrad:
- 53% of employees are ready to bolt from your company when employment situation improves
- EEs watch & take cues from HR like passengers take cues from the flight attendants.
- Our brain is designed to stereotype b/c it's efficient. We have to actively work against that.
- We notice / understand something more if we've made a personal connection. Where does that leave diversity in your workplace?
- We should take care not to make the intellect our god; it has, of course, powerful muscles, but no personality. -Albert Einstein.
- Emotional intelligence is knowing how to use the right emotion at the right time with the right person.
- If all u have is what u see, ur brain automatically starts to put info in boxes. But experiences, interests, opinions matter too.
- A connoisseur of wine can tell the difference b/c of their intentional experiences; same with appreciating diversity in people.
- Surround yourself with similar people & end up w/ a superiority complex.
- Proactively seek a broad range of experiences to become a connoisseur of diversity.
During the The Laughing Warrior: How to Enjoy Killing the Status Quo session with Dale Dauten
- The gradual day weakens the will and leaks the brightness away. Does that describe your day? Be experimental!
- Imagine if at any moment at work you could be asked what you're working on - can you answer with passion? Be intentional.
- Sam Walton ended his team meetings with “come back next week with an idea worth enough to pay for your trip.”
- Steve Jobs terms EEs on spot if they cannot tell him 1 thing they're working on, w/passion that interests him
- Taking the time to critique someone and offer feedback shows that you care enough to invest time in them.
- Never trust a manager who loves everything you do. Either they aren't paying attn or they don't think u can improve.
- Success can make you flabby. Keep flexing your continuous improvement muscles.
- Put the fish on the table and let people smell it. (AKA be honest and transparent, don't sweep under the rug)
- Most relaxing sound is bird songs.
- The best managers don't answer questions, they ask them.
- HR gets two options with poor rules/policies: enforce and be a jerk or ignore it and be a hypocrite.
- Sometimes HR is known as the one who tries to kill the Girl Scout cookies. Lose / lose situation.
- You don't always have to know *how* to do things. You have to know what it takes to be great and measure your people against it.
- Become an anti-bureaucrat. New policies are not always the answer.
During the How Aflac HR Impacts the Bottom Line with Audrey Boone Tillman:
- Sometimes your front-line employee is the only impression of your company the customer will get.
- Reducing turnover by 1% at Aflac was associated with $1M cost savings. Then they dropped from 14% to 11%. Bottom line impact!
- It's always true no matter what the topic: what gets measured will improve.
- Alfac worked in recent years to customize recognition programs to fit the positions. Salespeople motivated differently than IT.
- One reward program change (tiered rewards) influenced $1M in additional sales at Aflac
- High potential EEs appreciate exposure more than compensation.
- Huge key to EE engagement = focus groups
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