The Game of Employees

***Warning Game of Thrones spoilers***

Yes I’ve created a blog post about HR and Game of Thrones. Yes, it’s awesome, keep reading!

Ok let’s get down to it, I LOVE Game of Thrones. It took me a while to get into, I actually didn’t start watching it until like March of this year, I binged all seasons. This season has been … just … words can’t explain! While watching this past episode, I couldn’t help but think about how Game of Thrones has some great HR lessons. Actually, it’s more of a lesson for all executives, not just the HR department.

Image result for cersei memeQueen Cersei – **personal note, I want her to go DOWN* Cersei is very strategic in her thinking, she’s grown in this position, she took what she needed, and destroys anyone who gets in her way. Cersei is the type of employee that could cause multiple problems in the workplace. When your employee only thinks of his or her self, are they really a team player? People have to look out for themselves, but when it gets to a point of destroying others, they no longer have a place in a team culture. We need to identify these people and help them evolve, or find a way out of the company.

Jamie – **personal note, he can burn too** Jamie is being pulled in few different directions, I’ve realized that Jamie is more of a follower than I think most people can see. Before losing his hand, Jamie knew he was the baddest around and no one could stop him, except Ceresi (eye-roll). Now Jamie is out to prove that he still has what it takes, however, he can’t help but have a soft spot his brother. It’s important that we uplift our team members, explore their leadership skills. Offering leadership classes, supervision roles, giving them the lead on a project, these are the type of activities companies can put in place to help their employees become leaders.

Image result for jon snow memeJon Snow – ** As my twitter account states, if Jon dies, tables will be flipped HBO!!!** Jon doesn’t listen to others, he does what he believes is best for his team. This can be good and bad. He’s not as bad as Ceresi, by any means. I like to look at Jon as the employee that encourages the other leaders of the team to believe in their crew and give them a chance. Jon gave Dragon girl some great advice when she was trying to decide if she should ride out or not. But he also reminded her that HE is King and doesn’t need her permission *BOOM* Jon is the employee you can let lead, but giving them too much power could have bad consequences.

Daenerys – **I wanted her to win and sit on the throne, but now I’m leaning more towards Jon** Dragon girl is a little too much for her own good. She’s the employee that lets her recognition lead her. She wants to make sure you know who she is and what she brings to the table. Daenery’s first of her name blah blah blah … For me, I look at dragon girl as the know it all, who blames others when things go bad. This is the employee that will destroy a team and then cry to HR about how no one likes him/her, and never admits the wrong they’ve done.

Understanding your employees helps create the perfect team, but it’s even better when the employee understands what type of team player they are. Do you have these type of employees on your team? What are a few ways HR can help with team building skills to encourage leaders and team members to always bring their best?

More importantly, who do you think will sit on the Iron Throne??

Until Next Time …

HRNewbies – Networking Like A Pro

Image result for networking online memeAaah Networking, don’t you get a chill of joy through your body when you hear the word? No, no I don’t. I love networking online but actually going to networking events kind of give me the scares. However, I have learned a few networking tips that I believe are important for HRNewbies, and maybe some of the Pros.

Networking Online:

Using social media to network is one of the best decisions I’ve made in my career. I never thought it would inspire me to meet people or even start blogging, but here I am. As an HRNewbie, you may have not found your company yet, so being out on the platforms allows companies and other HRPros to see you, as well as in return, you get to see how they use social media. Some important pieces of advice I can offer is to:

  • Make sure you’re active on your sites: If you don’t have a lot of time, don’t have platforms on all social media services, find the best one and use it frequently. I got a LinkedIn account and didn’t really use it for at least a year, but joined Twitter and use it everyday.
  • Have conversations: I get upset when someone posts the same thing all the time, “Looking for HR work, hire me”. This does not attract employers, bring more to your social media accounts. You don’t have to post your resume bullet point by bullet point down the timeline everyday, but instead, read blogs/articles, give your opinion, tell how you handled a similar situation.
  • Join Chats: There are plenty of HR chats to join, SHRMNextchat, HRHour, WorkTrends, HRSocialHour, JobHuntChat, and CultureChat. Follow the pros that created the chats and follow the pros that are active when the chats happen. Just type the name into the search engine and catch up, they happen weekly, daily, or monthly.

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Networking In Person:

Don’t say hi and run away, I had to learn this the hard way. Try to have meaningful conversations with people who are at the event. Slowly work your way around the room, saying hi, giving a business card, and moving on to the next person is rude, and that Pro has learned nothing about you, your business card is going in the next trash can they see. Muster up that courage, you can’t just wait for people to come to you. Try attending some small networking events, local chapter meetings, lunch and learns. Even networking in your office can help you with having small talk conversations with others.

Image result for networking online memeNetworking isn’t fun for everyone, but the lessons and people you meet are well worth the effort. Just remember to have conversations with people, don’t expect for your business cards, resumes, and cover letters to be the only winning factors for your career. Go out, make those social media accounts, and meet Pros that can help and give more tips on networking.

Until Next Time …

Newbies In Leadership – How to Rock Your Position

HR Pros, I’m sure you can remember the first time your boss gave you ‘that assignment’ to see how you would hold up on your own.

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By definition, Leadership means – the action of leading a group of people, or an organization. I got it from Google, so I know it’s true. As an HRNewbie, there will be several task and decisions thrown your way, so here are a few ways you can rock your role as a leader.

  1. Lead, don’t boss – Some people believe these two words are the exact same and this isn’t true. To lead a team you must be able and willing to listen, discuss, be critiqued, and show action like the rest of your team. To boss, you’re simply telling people what to do. Show your team member how you want the job done, work beside them, give them feedback. Not only will your superior notice, your team members will feel better about their jobs.
  2. Pay Attention – I honestly believe HR has so much paperwork, because we read the same document multiple times to make sure we are getting the best understanding, or maybe it’s just me. Pay attention to the details, pay attention to your team needs.
  3. Be Transparent – Employees provide your customers with service, remember that as a new leader, they will follow your lead.
  4. Show Them – This goes with being transparent, show your team exactly what you are expecting from them, remember all forms of communication.
  5. Have Fun – HR has enough serious moments in the career, take the time to enjoy and appreciate your team members and yourself. Remember that everyone is not the same and get to know your employees for who they are organically.

Image result for leadership memeFor my managers, I like to go into the store and watch how they are managing the store during rush. There are some managers that can stand in one position and lead the team on where each person needs to be and what they need to be doing. This, to me, is leadership. The manager is showing authority and allowing the team members to pull their own weight, but he/she is not sitting in the office expecting them to figure it all out. Then you have the managers who are working and not in a good way. These managers are doing all of the work, bouncing from station to station while the team members kind of stare at them. These are the team members that need more training and given then opportunity to show their manager what they can actually do. Your team member will get far more from their position and give you more if they are able to effectively complete their job.

Always remember, leadership isn’t just a fancy word you get to attach to your resume, kind of like “culture” shouldn’t be attached to every company, just for the sake of fitting in. Leadership is an action that you must put work into in order to be successful. 

HRTribe, how do you define leadership?

Until Next Time …

Basic 101 Work Rules for an HRNewbie

As an #HRNewbie there are many new things I figure out day by day. I was recently having a conversation on the Twitter line about having my office door closed. Of course, when I have meetings or important phone calls, I will close my door, but any other time the door is open and my coworkers pop in and out. It’s not so bad because our office is small, however, I still think I need to ask for an investment in Wendy Dailey switch that closes her office door.

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Thankfully I haven’t had to call out of work due to any personals reasons … yet. As HR we are always on, running, trying to fix problems, help people become better, fill out forms, etc. So, can we as HR professionals really get away from the job?

In a previous blog post, I talked about the fact that even at the SHRM17 conference HR Pros were working, and they went back to work exactly after it ended. HR pros are always at work, but what should we do when a day away is needed?

  • Try to give notice when you’re going to be off. Although this isn’t always possible, giving your team notice can calm down the panic phone calls or emails waiting on you when you return.
  • If you do need to call out of work (and you have a boss like I do) make sure you get in direct contact with your boss. Follow the rules you give to your employees, don’t send a text unless they’re not answering after 3 times. Don’t leave a message with anyone else in the office.
  • Be very careful to pick and choose what you’re actually calling out for. It’s supposed to feel like 105 degrees in AL tomorrow, and I’m really looking into working remote, but it’s not going to happen.

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Keeping secrets is an HR trait if you don’t have the ability to be confidential, you should really pick another career. In a small office, it’s easy for information to float around, but some things are meant to be left in your office, locked up tightly. Employees may come to you wanting to find out what’s going on because you’re new, but you need to establish the relationship quickly, that you won’t be divulging any of the company secrets out in the open. It’s important that you’re not only protecting the employees and company, but also you! Just because you’re in HR doesn’t mean you can’t be let go in a heartbeat.

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Your best friends at work are your HRTribe, SHRM, and Google. Especially for Department of Ones (DOOs) there isn’t someone else you can turn to and being a newbie in HR, sometimes it feels exactly like that. I had a problem with asking someone for help because I felt like I should know the answers. I mean what did I spend 5 years in multiple classrooms for? This isn’t true and you will need an HRTribe to turn to with questions, recommendations for services, venting, talking with people that can relate to what you’re going through in HR. SHRM has different templates for resumes and such that you may need to make, but if you can’t find it on their website, Google it! I’ve been able to understand a lot more about a subject because I Googled and read an article about the situation. Learn from me, don’t waste 45 minutes trying to find an answer, hop on Twitter, reach out to the HR Pros, you’ll get multiple responses and ideas quickly!

Here are a few basic tips for the #HR and Young Professional Newbies. I wasn’t going to make this post because I thought so of these things were common knowledge, especially for people just graduating, but I actually had an email asking for quick tips. It’s time to help each other become better. Talk about what we need as HR pros and create the best #HRTribe.

Until Next Time …

I’m going to introduce you to a few different pros and positions in the coming post. Are you ready to find out how many different areas of HR are possible?

Comment, Like, Share, and Follow the HRJazzy Blog or Email me at HRJazzy2017@gmail.com

The Break In – Welcoming New HR Young Professionals

Hello everyone, thanks for coming back and reading another post from the HRJazzy Blog. Today I have a special post coming to you, I’m introducing two great young #HR Professionals that are close to graduating with their Bachelors Degree.

I decided to make this blog post because I’m speaking from someone who has entered the HR career and is new to it. These two are trying to break into the field and are looking for advice and guidance. If you all have anything to help these two, please reach out to them or comment on the blog below, this is what HR is about.
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Alfred Russell Jr. current senior at Troy University, Human Resource Management Major. My expected graduation date May 2018.                             *Pray *Learn *Achieve

Studying to become the best Human Resource Manager. Pushing to achieve every career goal God has created for me. Dedicated to my dream, hardworking student, and reliable employee, looking to enter and dominate the HR field.

My LinkedIn: Alfred Russell Jr.

 

Nathaniel (Nate) Dennis II Snapseed

Student at Troy University majoring in Global Business with a concentration in Human Resource Management. In December 2017, I will receive my degree and carry an aspiration of working as an HR Generalist or in Labor Relations.  I believe that Troy University has equipped me with the needed skills to have a successful future in the field of HR. “To truly understand the heart and mind of a person, look not at what he has already achieved, but at what he aspires to”. – Kahlil Gibran

LinkedIn: Nathaniel Dennis II

I asked them a few questions about how it has been breaking into the HR career while preparing to graduate. Here are some answers we discussed:

  1. Why did they decide to major in HR?

Alfred became inspired by the HR field after recruiting and referring his friends to a position at a previous company. He would help his friend get prepared for their interview by asking questions and researching information. He also saw multiple employee problems going on in the workplace and wanted to find solutions to the problems.

Nate always thought he would become a business operations specialist, however, after speaking with an advisor, he was inspired to start down the path of the HR field to make a difference.

2. What makes them nervous about this field?

Both are nervous for pursuing a career in HR. They are just entering the field and being knowledgeable about the laws, forms, HR guides can make anyone worried that they won’t have it all figured out. To this, I told them that HR is a learning field, in order to really understand how something is done, a textbook won’t work. Start building their HRTribe and don’t worry about being nervous, there are plenty of Pros to turn to when needed.

3. What area of HR would they like to focus on?

From interviewing them both, I noticed that Alfred is more of the recruiter, while Nate focuses on employee relations and training. Both paths will lead them down multiple roads, but this is where they want to start the journey.

4. Have they started on any internships?

This question really made them pay attention, they informed me that their college doesn’t offer internships for HR, but other majors have multiple internships. There aren’t many internships in their area and it’s hard to

Before closing, Nate asked me what advice I would give. Work your hardest and never stop trying to do what you love. HR is demanding but the payoff of helping your employee advance in their career, finally landing that job, creating and keeping a better culture at work.

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Why Millennials Hate You

Ok I admit, hate is a very strong word, but gosh how about strongly dislike??

A few days ago I saw a post that asked if college degrees are still relevant, I screamed YES extremely loud at my computer screen. It wasn’t pretty. It feels like every time a generation accomplishes something huge, the older generation has this “that’s what they should have done” attitude. Believe me, we’ve read enough think pieces on the Millennial generation we get what you think.

We also get that the older generation refuses to take responsibility for the parts they played in our growth. It’s like an old record that keeps going around and around with nowhere to stop.

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Millennials even get tired of the word “Millennial” because it has such a bad rep.

What exactly do you’ll believe Millennials want so badly from our employers that you didn’t want as well?

Tuition Reimbursement – every since we could talk our parents have been saying how we have to get the best education, for some races it’s the “best option” thrown our way. Now that we’ve racked up $75,000 in school loans asking our employers to help us pay back one of the job requirements they request, we’re cry babies

Vacation Time – my dad worked in a steel mill for 30+ years before retiring, every summer when I was a kid, we would take road trips across the world to explore. I’m pretty certain that was vacation time from his company and I’m also very sure my dad isn’t a Millennial.  With all of the stress that our jobs can come with, employers should want to make sure their employees get away and have some peace time.

Benefits – let’s just skip this one because apparently, even the United States doesn’t believe people deserve basic health care.

Growth – you wonder why Millennials are “job hoppers” but yet giving us an extra $2 to make up for the 60 work week is a STRETCH. Who wants to be in the exact same position for 40 years without growth? Even people who get married want to upgrade their wedding rings after a few years … I’m just saying.

We think we are entitled to everything just because we showed up — *clears throat* YOU GAVE US TROPHIES JUST BECAUSE WE SHOWED UP AND DIDN’T WANT TO HURT YOUR BABY’S FEELINGS FOR NOT MAKING THE GOAL / TEAM.

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This wasn’t really an “HR” post, although I do believe HR can help with keeping Millennials engaged and at work. It was more of a rant of the articles and conversations that are had every day about Millennials. We are not all the same and it’s more annoying because, by “Millennial” standards, I don’t even act like a millennial but because people give it such a bad rep, I felt this article was important.  We’re entitled little cry babies that Baby Boomers and Gen X created … deal!

Until Next Time …

I promise it will be about HR

A Blogs Credibility

I love to read, normally it’s a book, but because of my blog and the HR profession, I’ve started reading a lot of blogs. Blogs are individuals thoughts and opinions, but they are also a great source of knowledge. I’m not sure why I never really thought to research HR blogs before twitter, but I’ll never go back!

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I started a new course in my Master’s program and one thing that really caught my attention this time was a request from the instructor. Now, this may have been a request from others, but because I didn’t have a blog, I probably didn’t pay great attention to it. The request was that we did not cite blogs in our papers. I was taken aback by this request, not because I was going to cite my own blog post, I wouldn’t do that … maybe. More so, because blogs are, to me, a great resource that people need to pay attention to. HR isn’t the only profession that has blog writers, of course, however, I feel like HR is one of the professions that #HRNewbies, #HR Pros, and even #HR Possibles, are able to get a better understanding of what HR is by reading what others write.

I’m learning that a major part of HR is the learned from others. I’ve said it many times, college doesn’t really prepare you for what HR is all about. Maybe it’s the courses I’ve had or the professors, I’m not sure, but there is so much that you can only learn from actually doing the job. Just because you read about mental health, employee engagement, the DOL, unions, etc. it doesn’t mean you will understand how to handle the situations in HR.

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There are, of course, great blogs that are more than just one author. Blogs like Workology or SHRM Blog that deal with pretty much every side of HR and has multiple writers that are in the profession. Citing these types of Blogs shouldn’t cause an issue. Yes, it is still the opinion of the person writing the article, but that person is actually practicing this field. Steve Browne just released his book, HR on Purpose (get it here: SHRM Store) the things he talks about in his book, he has also discussed in his blog. So what makes the book more credible than the blog?

Two AWESOME HR pros you need to reach out to, if you haven’t already, are:

Jessica Miller Merrell (Twitter) – she runs the Workology site and is someone I definitely look up to in the blogging/HR world. She has a lot going on but she always makes it happen and makes sure everything is of great quality.

Steve Browne (Twitter) – if you’ve read my blog before, you know I think Steve is THE HR guy. He is so helpful and you need to read his book, even if you’re not in HR, it helps you understand people so much better. Make sure you have pen and paper or a highlighter near by, you will need it!

Do you think blogs hold enough weight to be a credible source?

Let me know your opinions by commenting below or reaching out on my social media pages! Also, let me know your favorite blogs to read, I’ll make sure to check them out and make a list of blogs to read on here soon.

Until Next Time …