An Invitation to HR to Live in the Gray in 2019

It’s January of 2019. I’ve read a number of articles lately that reflect on 2018 and presentgoals and plans for the new year.  Forme, I want to present an invitation to all of the HR practitioners out there –come and live in the gray in 2019. 

When I was little (I guess I should say ‘young’; I’m only5 feet tall), going outside after a rain shower was pure bliss.  I would put on my rubber boots and head toour long, paved driveway to jump in the puddles.  I loved to create a big splash whilebreathing in the clean air.  I would jumpin any water puddle I could find.  Atsome point, I stopped jumping in the puddles and focused on walking aroundthem, usually to avoid getting shoes or pants wet.  While I recognize that my behavior is in linewith the natural maturation process of people, I have realized it’s more fun tojump in and play. 

Too many HR practitioners stay in their lane – in the samejob, with the same company, in the same industry for a long time.  Work becomes very black & white over time– they know the company/business/players involved.  They can anticipate the next move and they’reused to doing the same things year after year. They get stuck and become complacent. They only know their job/their company/their industry.  They see the puddles and avoid them at allcosts.  When HR leaders become black &white, those who work under them follow suit. A pattern emerges.  Before youknow it, the organization is practicing HR today in the same manner they were20 years ago. 

Sounds familiar?  Areyou comfortable where you’re at and afraid of change?  Is this discussion making you nervous ordefensive? 

As they say at Orangetheory Fitness – If it doesn’tchallenge you, it won’t change you. 

Friends, I am here to tell you there’s a whole otherworld of HR out there!  Things have changed,times have changed, practices have changed. And YOU can be a part of it.  Youneed to be a part of it and here’s why: only by challenging yourself andspending some time in the gray will you truly become a strategic partner inyour organization.  You’ll then be ableto help lead real change and progress.    

Here are some challenges to consider in 2019:

Handbook – as you are updating your handbook for the newyear, when was the last time you evaluated your policies and practices forreasonableness?  Ask yourself, does thiswork for us anymore?  Is it time tochange?  Don’t just update the numbersand check for legal compliance.  If thepolicy is outdated and doesn’t promote the behaviors you want, get rid of it!

Paid Time Off – is this policy working for us?  Is it accomplishing our objective?  Is it promoting the behavior we want?  Or is it time to toss it and start over?  Are we watching results or the clock?

Recruitment – we all recognize the ‘war’ for talent andwe’ve written some compelling stories around the struggle – no one wants towork, the skills gap is too wide, millennials suck and are too demanding,etc.  There may be truth to all of it –but when was the last time your organization asked, ‘Are we the problem?’  I think too often companies just expect thatthey’re doing the right things and that they’re a great place to work.  They assume they are competitive and havegreat culture.  I challenge organizationsto answer this question: what’s our schtick? And then follow up with: What makes us different than ourcompetitors?  Why do people come here andstay (or leave)?  What do we offer thatmakes us unique?  I have often posedthese questions to business leaders and have been met with blank stares.  HR, do you know the answers?  If you don’t, and I’ll bet your leaders don’teither, you need to find out.  Conduct aculture assessment, go out and talk with the employees – you have to identifyyour hook if you want to compete for talent. This will help your recruiters and hiring managers, who are no doubtstruggling to convey the ‘why’ to candidates. 

I know what you’re thinking – how?  How do I go about getting into the gray?  Here are ideas for both introverts andextroverts:

• Read HR blogs

• Follow HR thought leaders on Twitter

• Listen to HR podcasts

• Get involved with SHRM and/or your local chapter

• Read HRMagazine

• Spend time on the SHRM website

• Attend educational/networking events

• Participate in HR webinars – lots of freebiesout there!

• Talk to your employees!

I used to be much more rigid about my kids getting dirty,ruining clothes, making sure my house was spotless at all times, etc.  I would always direct my girls to walk aroundthe puddles.  Recently, as we werewalking in a shopping center parking lot, I let Emily walk right into apuddle.  Jumped is more like it.  She kicked and splashed in a few of thembefore we reached the door.  Her shoes andpants were wet, but she was smiling and happy. 

Play in the puddles. Live in the gray.  It’s just morefun.