While thinking about the subject for a perfect blog, I ran across a Linkedin post from Jack Welch.  The points he made in the article resonated with me and my passion for what HR can do for an organization, so I thought I'd share it (see below). 

One of the key thoughts in the post is, "HR should be every company’s “killer app.”  What could possibly be more important than who gets hired, developed, promoted, or moved out the door?  Business is a game, and as with all games, the team that puts the best people on the field and gets them playing together wins. It’s that simple." 

Amen!  But I will add one key point:  HR leaders can only be fully effective if there is a strategic business plan in place.  HR should be involved in the development of the plan and then they should partner with key leaders to help implement it!

Read more below from Jack Welch's article.  It's great stuff.    

According to a recent survey by the folks at Monster, we could use a little work in engaging our employees in work they love.  When 1,000 employed Americans were asked how much they love their current job, only 22% said they love it so much they would do it for FREE!  I guess the upside is that another 31% said they like their jobs a lot, but could like it more.  But that leaves almost 50% of employed Americans saying either they like it "well enough" for now, think they could do better or don't love it at all.

So what are the elements that increase job satisfaction and create engaged employees?  Employees of organizations that are successful at creating a great work environment:   

1)  Have a clear understanding of the company vision - why it is in business.
2)  Have a clear understanding of how their contributions help the business meet its vision.
3)  Have the training to do a great job.
4)  Are being held accountable for the work they do - with clear feedback on performance.
5)  Are respected by their supervisor and peers.  (Most people don't leave a "company", they leave their supervisor)
6)  Feel a sense of community/shared values with co-workers.

Now you may look at this list and say these factors are obvious...but you'd be surprised how many organizations miss the mark on making sure they gain traction on the simple things!  Is your organization one of them?

 

One of the books on my shelf is called, "One Month to Live.  Thirty Days to a No-Regrets Life."  The concept to to LIVE life with passion and take those chances/do those things you've always wanted to, but never seemed to make the time.  You know, making the "dash" rich with life experiences (the dash being the time between your birth and your death).

What if you applied this concept to your work life?  What if you needed to set up your department or business for someone to take over in 30 days?  Would you finish that project that seems to keep lingering over your head?  Or maybe you'd finally have that conversation with that person who isn't performing so well.   Or maybe you'd develop a new process because the old way just doesn't make sense anymore. 

A common theme in life is that we're so busy putting out daily fires that we don't get to some of the tasks that have most meaning and impact.  Try the 30 day challenge: make a list of those "shoulds", develop a step-by-step plan to tackle them and get to it.   Soon those voices in your head will stop saying, "You should" and instead will be saying, "Well done!".