My phone awakens me that it is 4:45 am. Time to shake off a weekend worth of Dead Shows and head to Sin City to hang out with my Sisters & Brothers in the Human Resources profession. What could possibly go wrong?
Having been to the SHRM Annual Conference nearly 10 times, my event navigation is far more streamlined than a first time attendee. I head to the Dice Bloggers lounge to pick up my badge.
For decades Gallup has been the default source of employee information gathering. Their survey questions written in 1993 remain the benchmark for workforce engagement in many organizations. It's nice to see that former Gallup Principals, Marcus Buckingham & Rodd Wagner, have branched out on their own to re-write the Rules of Engagement. Buckingham rocked the morning keynote.
Caring Is Not Creepy
We've heard the Zappos story of creating culture to such an extent that Mary Faulkner has made drinking game out of it.
That said, Zappos (drink) Speaker of The House, Jamie Naughton, pulled back the curtain on how Human Resources works at Zappos.
Talent Management is a function of Holacracy: admittedly a work in progress if any company can successfully eliminate bureaucracy it's Zappos (drink). They have replaced the organizational hierarchy with tasks and circles: Employees focus on their strengths and prioritize their time accordingly instead of relying on a title or departmental affiliation to guide their workplace behaviors. They are assigned a circle of advisers to mentor their progress.
Total Rewards Replaced By Personal Emotional Connections
Zappos (drink) affords employees the standard medical package (which includes fertility aid). Employees are asked to volunteer 20% of their time to activities that fall outside of their core job description. Most compelling is the Zappos (drink) Wishez program. Through this program employees submit a request to a network that any co-worker can address. Requests range from liver donations to morning coffee.
What remains endearing about the Zappos Culture (Drink Twice) is that employees are encouraged to investigate the lives of their co-workers and customers. If a customer is having a bad day, and the customer service representative can sense it, they have a flower budget to send them a special token of their empathy. Not all Wishez are granted but the requests provide a window beyond the workplace that humanizes their workforce & customers.
It's always good to see @DaveTheHRCzar
The Dynamic Dave Duo -- It's @DaveTheHRCzar and @DavidKovacovich in the #SHRM15Blogger Lounge #SHRM15 pic.twitter.com/FYwLv2d2mh— SHRM (@SHRM) June 29, 2015
Robin Schooling made The Smart Stage her bitch!
... and the day's programming concluded with the always inspiring duo of Lauritsen & Gerstandt
The Real Definition of Authenticity via @joegerstandt & @JasonLauritsen #SHRM15 pic.twitter.com/wSV7N8DWmW— David Kovacovich (@DavidKovacovich) June 29, 2015
The Road to Authenticity is Never Ending! #SHRM15 @JasonLauritsen @joegerstandt pic.twitter.com/hZWpb7ZuC5— David Kovacovich (@DavidKovacovich) June 29, 2015
#SHRM15 Reflection Exercise: Who Are You? What Are You Here For? What Is Your Gift? What Are Your Core Values? via @joegerstandt #HRHomeWork— David Kovacovich (@DavidKovacovich) June 29, 2015
Integrity is about Changing Our Relationship with Resistance! Step Into Resistance! YOU are a Fight Worth Picking! @JasonLauritsen #SHRM15— David Kovacovich (@DavidKovacovich) June 29, 2015
Think About It!
Top 5 Regrets of the Dying by Bronnie Ware #SHRM15 via @JasonLauritsen & @joegerstandt - Think About It!!! pic.twitter.com/ntYufHAKu9— David Kovacovich (@DavidKovacovich) June 29, 2015
See You Tomorrow!