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Category Archives: Conference Posts

#SHRM18 Speaker Bobby Zaepfel: Dragging records into the 21st century

When you think about record-keeping in HR, what does it typically bring to mind?

If you’re like a lot of long-time practitioners, it probably means a dark, dusty room filled with file cabinets or shelving, file folders filled to bursting with documents that track the course of an employee’s employment and benefits. It may be orderly, it may be messy, but it’s probably on paper.

Bobby Zaepfel wants you to start thinking different about record keeping.

I had an opportunity to talk to Bobby as he prepares for his 2018 SHRM National Conference session Once Upon a Time There Was a Mountain of Paper, on Tuesday, June 19 at 7:00 AM. Don’t let the early time scare you off – it promises to be a great session! Bobby is the University Records Officer in charge of the records program all of James Madison University.  With a focus on process improvement, strategic goals, and vision, Bobby works closely with HR staff and campus leadership to facilitate and collaborate all areas of the records program at the university.

And Bobby is an electronics record-keeping evangelist.

As a member of the #SHRM18 Blog Squad, I get to interview speakers and help spread the word about their session, and I personally selected Bobby’s session on record-keeping because it seemed like a topic that, on the surface, doesn’t sound sexy, but is hitting HR departments hard as organizations look to modernize and cut down on their facilities footprints.bobby-zaepfel

Bobby explains, “This is a hot button topic – it tends to be deprioritized until it CAN’T be deprioritized anymore.  A lot of organizations find themselves in a ‘gotta move NOW’ situation and don’t make plans for the future.” The trick, Bobby continues, is to be strategic about how you will move forward with electronic record-keeping. Buying a system isn’t enough. Like all HR tech, you need to have a plan first.

When I asked Bobby what advice he would give to an HR department about to embark on the path to electronics record-keeping, he said, “Approach it with a heavy emphasis on workflows. A lot of the (record-keeping) systems out there are very specific about what they can and can’t do. Draw a concept map out before you dive into the pond – what are the workflows? Who needs access? Etc.”

When mapping out the requirements for a record-keeping system, it’s this last point that some HR departments forget. Bobby gave me an overview of a records-conversion project James Madison University is about to embark on (moving from an “online file cabinet” to an record-keeping system), and when they started reviewing who needed access, it was clear that the needs went far beyond HR’s records. Student records, transcripts, applications, accounting – all needed to be accessed across the university. This requirement – and the careful planning that preceded it – led them to a solution that was tailor made for higher education.

I enjoyed my conversation with Bobby Zaepfel. He’s funny, engaging, and tells a great story. His first career was in broadcasting, and you can hear the roots of that past in the way he approaches his content. His first experience with the SHRM National Conference was last year in New Orleans – guess whose session was during the tornado warning? Thankfully, it all worked out!

When I shared I live in Colorado, Bobby was quick to proclaim his love for Red Rocks Amphitheater (as well he should) and shared that he was a bit of a Dead Head before settling down. He’s the proud father of three boys – twin 6-yr-olds and a 4-yr-old.

As our conversation wrapped up, I asked Bobby if there was anything else he wanted me to share with the readers. “SHRM is a wealth of resources – if you go on their site, you can find information on pretty much any topic,” he said. “This is so incredibly helpful for smaller HR departments, folks new to the industry, and true generalists who have to handle everything on their own.”

Well said, Bobby.

 

Join Bobby Zaepfel for his session at 2018 SHRM National Conference: Once Upon a Time There Was a Mountain of Paper, Tuesday, June 19, 7:00 AM

 

 
 

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Courage and being human: Dispatches from #WorkHuman

Still at the WorkHuman conference, sponsored by Globoforce. Lots of cool stuff going on, so I’m writing about it whilst I’m here.


So when I woke up this morning, I had this great idea about a blog post, highlighting some of the things I saw yesterday that tied into the theme of “courage.” You had Brene Brown (who has a little ‘ over the e, but I can’t get WordPress do to it) talking about the relationship between joy and fear, between vulnerability and courage. You heard from Salma Hayek Pinault share her #metoo story and why she felt she needed to speak up after not doing so for so many years. Her personal story – of always being an immigrant, of doing more as a Latina than others had but still being ignored – was impressive and moving. She’s amazing.

And then this morning, we had the opportunity to see Adam Grant moderate a #metoo panel of giants – Tarana Burke (my new personal hero), Ronan Farrow, and Ashley Judd. It was an in-depth, meaningful discussion about the #metoo movement with people who helped make it viral (even through Tarana Burke launched it long ago). The panel discussed how the conversation needs to move from “can I hug women” to “treat all people like human beings, dammit” and was a real look at what comes next.leap-before-you-think

And throughout all of this, the concept of courage kept coming up – the courage of victims sharing their stories; the courage of allies supporting and not making it about them; the courage of employees saying “we aren’t going to tolerate this at our company”; institutional courage and individual courage.

What struck about this is that all people are capable of courage and it doesn’t always need to be on an epic scale. For every Salma Hayek or Ashley Judd article, there’s a person struggling with anxiety who manage to go into work every day and say hello to their coworkers. For every Tarana Burke taking over the world, there’s the HR professional standing up to her CHRO for non-values based behavior. For every Steve Pemberton overcoming his childhood to become an author and executive, there’s the person who sits down next to a stranger to make a connection.

I am in awe of the courage I see every single day.

One of my takeaways from this conference will be to find ways to celebrate and support displays of courage. I want to make room for the courageous – to provide a space that amplifies the messages to be amplified. Like Tarana Burke said, I want to center on the marginalized and let their stories drive the change.

I’m not sure how – but I’m going to try. We all need to.

We owe it to the courageous.

 
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Posted by on April 4, 2018 in Conference Posts, Uncategorized

 

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Shout out to the staff: Dispatch from #WorkHuman

A reminder that I am attending the WorkHuman conference put on by Globoforce this week in Austin.


The first day of any conference is typically about getting your bearings. You wander through the conference space, figuring out where all the rooms are, how to find the expo hall, and – most importantly – where the afternoon snacks and coffee will be, and WILL THERE BE DIET COKE????

There are typically some pre-conference sessions, too. And while some may be tempted to skip them, the ones held yesterday were PACKED. Cy Wakeman kicked it off with her guidance on eliminating drama from the workplace; Steve Pemberton (Globoforce CHRO) followed with his remarkable personal story of resilience and triumph; and David Rock brought home Pre-Day (can we call it Day One? I don’t know!) with information on feedback and why we’re struggling so much with it. (Full disclosure: while I love David Rock’s work and like him as a speaker, I went back to my room to take a nap. I got up WAAAAAAY too early for a flight. Sorry, David! Heard it was great!)

Prior to all of this, though, was registration. You know, pick up your badge, get your conference schedule, conquer the world. Normally this is a pretty sedate process – people come in little packs, but seldom descend as one. Except for yesterday. When we descended like a pack of locusts upon an unsuspecting group of WorkHuman helpers. It seemed every attendee decided to pick up their badge RIGHT BEFORE Cy’s talk. As you can imagine, it overwhelmed the staff. People got a little fussy. People were worried about missing the speakers. People don’t like not getting stuff IMMEDIATELY. (People are weird.)

I bring this up not to admonish the staff but to congratulate them for their perseverance. Two workers (one from Ireland, one from Denmark) went up and down the line, talking with folks and offering to get water or hold their place if they needed to step out for a moment. They made the choice to allow people into the sessions without their badge so no one would miss content. They extended the check-in hours to alleviate pressure. They stayed positive. They stayed focused. They stayed friendly.

At a conference focusing on the human side of work, this was refreshing. Attendees weren’t super jerky. The staff stayed strong. There was a collective realization that the world won’t end if you don’t get your badge. The time spent in line was time spent connecting. People were able to reframe and no one got yelled at.

How about that? We can be nice – even when inconvenienced.

So shout out to the people who are helping make this conference happen. It’s hard to coordinate this many moving parts. And shout out to the attendees who remembered why they’re here – to connect and to slow down a bit and to remember we are all just people trying to make it work in this crazy world.

I’m looking forward to today’s sessions. And I look forward to high-fiving some hard-working staff who keep a smile on their face and do what they can to make this conference memorable. Let’s all try to make sure THEY have a good conference, too!

 
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Posted by on April 3, 2018 in Conference Posts

 

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When tech and HR combine: What I saw at #UltiConnect

I had the opportunity to speak at and attend the Ultimate Connections conference put on last week by Ultimate Software. This is the Little User Conference That Could – growing to a mighty 3,000+ attendance by those interested in learning more about how an HCM software solution can help them with their business, specifically the HR function.

As a speaker and Influencer at the conference, I got to talk to all sorts of people – product development, customers, potential customers, smart HR people, etc. Others have written some great posts already about what they saw coming out of the conference (like this one, or these). What I focused on more was how technology was impacting those who were just now starting to implement an enterprise solution. And what I learned was eye-opening.

Many of the customers I talked to were relatively new to having an HCM to help them with what they do on a regular basis. They were managing everything through disparate systems, or through no systems at all. There was a lot of talk about Word docs, Excel spreadsheets, and paper…so much paper. Now, you might think that what made everyone excited was the UltiPro Perception module that uses natural language processing to help you know what your employees are really thinking. Or Xander, the AI platform Ultimate Software has been developing to help managers make more informed people decisions. Or the ad-hoc reporting capabilities that allow HR departments to create their own reports and finally do analytics to run their business more effectively. And don’t get me wrong – these things are indeed exciting and cool, and people DID talk about them. But what I heard mentioned over and over again wasn’t really any of these things.

It was Payroll and Time and Attendance. 

Having a system that relieves the administrative burden for something so simple and so basic was a game-changer for these organizations. It meant employees could get paid accurately and on time. It meant timecards were correct and (fingers crossed) completed when they should be. It meant employees could finally go to one place – their dashboard – and know how many PTO days they have left for the year.

This is a big damn deal, people.

It made me realize that no matter how many bells and whistles technology may have, if people can’t and don’t use it, it doesn’t matter. And if the technology can’t do the basic things like payroll and timecards, HR doesn’t want it. So yes, advanced functionality is all well and good, but if it’s not grounded by a solid, simple solution to HR’s problems, it’s useless to them

In HR, we often talk so much about moving away from administration and to a more strategic role…and we need to. But the daily work in the organization needs to get done, too – things like paychecks and vacation and leave management and all the little things that employees take for granted because good HR people word darn hard to make sure they happen, no matter how manual the process may be. But the more manual the process, the less time available to be strategic. Now, these nice people I met will have TIME to cool work, and the TOOLS to start measuring the impact of that work. And they were so excited to start.

So next time you hear someone grumbling that HR is being to administrative, dig a little deeper – do they have what they need to get the blocking and tackling done efficiently? If not, then cut them some slack. And help them find a better way.


Author’s note: This user conference had some pretty amazing keynotes, and I’m sure I’ll revisit many of the themes I saw – from the humble CEO to the moving John O’Leary. And I can’t stress enough how grateful I am to have been asked to be a part of the Women in Leadership Panel. Originally conceived by Janine Truitt to be a discussion around women in the workplace, diversity and inclusion, and how HR can move businesses forward, it became an honest, open, and sometimes raw conversation with the women who came to be a part of the session. Thank you so much to all of those who shared, and thank you to Janine, Jason, Maren, Kate, and Micole who let me be a part of it. A recording of the live stream of the session can be viewed here

 
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Posted by on March 22, 2018 in Conference Posts

 

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WorkHuman: It’s not just about work

I am staring down the barrel at my fourth WorkHuman conference. I’ve been there since the beginning and continue to love it. I have been fortunate enough to be asked to help spread the word about the conference, its themes, the speakers…all of it.

The conference has doubled in size every year since its inception – at some point, it seems like it has to stabilize, but so far it keeps growing. This is a good thing, although sometimes I miss the intimacy and shared experience of the first conference. What this growth tells me, though, is that people are ready to start looking beyond the traditional ways of working; to find new ways to help people make the time they spend at work better.

It goes beyond the workplace, though. In my opinion, WorkHuman has been bringing together the worlds of work and life to try and enrich both. Is it a work conference? Of course it is. In fact, almost everything you see will touch on people in the workplace – from performance, to recognition, to anniversary awards, etc. But there will also be sessions on how to foster respect, encourage healthy conversation, and further understanding of individual standards for work-life whatever-you-want-to-call-it. The keynotes reflect this. There’s Brené Brown, Shawn Achor, Simon Sinek and Amal Clooney – all with fascinating research and experiences to share.

What strikes me this year is a focus on bigger issues. Adam Grant will be moderating a panel on the #MeToo movement, featuring Ashley Judd, Tarana Burke and Ronan Farrow. This panel is very much anticipated by those of us familiar with the conference. We all acknowledge the importance of the discussion – #MeToo got so much press. How do we turn that into action? To some, the panel may feel like an attempt to capitalize on a movement. To that I say…yes, maybe. Isn’t that that point? We have an opportunity to hear from those who are directly involved in something that is near and dear to not only HR professionals, but human beings in general.

The presentations on stage will only be the start of it. While I want to hear from the big names in the main room, I’m more interested in talking to and listening to the conference attendees. What did they think? How did the talks impact them? What will they take away? Will it make a difference back home? These are the conversations I want to have.

Join us at WorkHuman for a different kind of conference. I’ll be there – sharing my observations, talking to the attendees, writing about what I see and learn. I’d love to see you there. Come for the keynotes – stay for the talking.

 

If you’re interested in attending, go to http://bit.ly/2xOC3QZ – use referral code WH18INF-MFA for a discount!

 
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Posted by on February 12, 2018 in Conference Posts

 

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Use Your Brain #SHRM17

[This post first appeared on the SHRM Blog on June 20, 2017]

I’ve had the opportunity to go to a lot of different conferences, and I see a lot of keynote speakers who are considered experts in their fields. They are successful because enough people think enough of what they’re saying makes sense and support it. They’re also successful because they are engaging speakers who connect with their audience and make everything sound brilliant.

The thing is…you’re not required to agree 100% with what these speakers are saying. Some of them cite research. Some of them share what they’ve done that worked. Some of them just share what they think SHOULD work. Are all valid ways to share an idea.  All can either be right or wrong.

Whether it’s Laszlo Bock’s suggestion that hiring managers not have the final say of a hire, or Patrick Lencioni’s suggestion that if you REALLY want to know if a person is a good hire you should take them shopping, it’s up to you as to whether or not that suggestion makes a lick of sense.

I go into every session with the attitude that I am going to learn something, because nothing bothers me more than a conference attendee who claims they didn’t learn anything. I may not agree with the speaker, but I bet I learned something about WHY I didn’t agree with them. That speaker’s point of view triggered an internal reflection – “Does that make sense? No, that doesn’t make sense. Why doesn’t it make sense?” By questioning another’s point of view, I’m forced to critically consider my point of view.

Notice the words I’m using – “reflection,” “critically consider.” I’m doing this on purpose because there’s a difference between thoughtful disagreement and a kneejerk reaction against something new.

So as you finish up your conference sessions, or plan future conference attendance, I ask that you use your brain. Listen to what the speakers are saying – not necessarily how they are saying. Then decide whether or not you agree with it. Only then will you be ready to apply what you were exposed to at #SHRM17.

 
 

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Take a chance on talent (from #SHRM17)

[This post first appeared on the SHRM Blog on June 19, 2017]

The Monday of any SHRM conference is usually jammed packed and high energy. It’s the first full day of sessions. People are excited to check out the sessions they mapped out for the day, and they aren’t yet exhausted from talking to the 18,000 attendees at #SHRM17.

One of the themes I noticed in the sessions I attended – whether it was Laszlo Bock’s general session or Jennifer McClure’s excellent session on disrupting HR – centered around taking a chance on talent. They challenged HR to stop putting up so many artificial barriers to hiring the best performers; you know, barriers like degree requirements or minimum years of experience. These barriers only serve to weed out people who may have excellent potential, ensuring you hire people who were successful in one system but not necessarily in yours.

This concept most likely rubs a lot of HR professionals the wrong way. After all, minimum qualifications are the bread and butter of job postings everywhere (particularly in the public sector and highly regulated industries). But research is beginning to support this stance. Recently, Ernst and Young announced they would no longer require degrees as entry criteria because their research showed a degree was NOT a predictor of success at their organization. Other organizations, like Xerox, found that experience didn’t matter either. It was better to build than buy, because work will outpace skills at a faster pace and you better be able to train your folks up if you want to stay competitive.

I like this trend. I hate artificial barriers in hiring, and have often said some of my best hires were people I hired on potential rather than track record. One of these people is sitting on a panel at this very conference.  Sam joined my team with limited experience in learning and development. He had been working for a bank and had made some job aids…and that’s about it. But he clearly had an eye from problem solving, a creative mind, and a work ethic like no other. I always asked candidates to prepare a presentation on leadership for my hiring process, and Sam’s was incredibly well-researched, coherent, interesting, and definitely helped the audience learned. So I hired him. And he was amazing.  Today, Sam is the Director of Training at Chipotle – a role he created from nothing after starting with them as a contractor.

If I had followed the job description and minimum requirements, I never would have hired Sam. I shudder to think that I probably wouldn’t have been allowed to hire Sam if anyone really looked closely at his background. And that would have been a damn shame because I would have missed out on a chance to watch a person find their path and become a success. (As you can tell, I’m ridiculously proud of Sam and try not to embarrass him, but I did it anyway, so there.)

So if you take anything back with you to your workplace, take the idea that it’s time to stop putting ridiculous requirements on your job descriptions. Challenge your hiring managers on their desire for degrees, certifications, and years of experience. Point-factoring isn’t how we do comp anymore – it shouldn’t dictate how you define a job. If you don’t push back, if you don’t consider potential and growth, you risk missing out on some incredible hires.

Go out there and find your Sam. And prepare to be amazed.

 
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Posted by on June 23, 2017 in Conference Posts

 

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