Thank You For Your Service.

We just celebrated Memorial Day – the official start of the summer season.  School’s out or will be shortly, depending where you live.  Time to head to the beach and other outdoor activities.  

However, Memorial Day is a day of remembrance for those who have died in our nation's service.  It was first observed on May 30, 1868, when flowers were placed on the graves of Union and Confederate soldiers at Arlington National Cemetery.  White traditional observances of Memorial Day have diminished over the years, but there are still some notable exceptions, such groups as placing small American Flags at gravestones at National Cemeteries and the Rolling Thunder annual motorcycle rally held in Washington DC each Memorial Day weekend.  Started in 1988 with 2,500 participants, it now draws 900,000 participants and spectators – a tribute to American war heroes and a call for the government’s recognition and protection of Prisoners of War (POWs) and those Missing in Action (MIAs).

On the heels of these observations and celebrations, it’s a good time to recognize what we can do for those veterans who have returned and are struggling, especially economically.  There is a heightened awareness and concerted efforts taking place on helping our returning veterans find jobs.  What are some of the things that companies can do to hire veterans?  Here are some suggestions from the United States Department of Labor:

• Work with the Local Veterans’ Employment Representative in the local employment service office (i.e., the One-Stop) nearest the contractor’s establishment

• Work with the Department of Veterans Affairs Regional Office nearest the contractor’s establishment

• Work with the veterans’ counselors and coordinators (“Vet-Reps”) on college campuses and outreach to protected veterans at educational institutions

• Work with the service officers of the national veterans’ groups active in the area of the contractor’s establishment

• Work with the veterans’ groups and veterans’ service centers near the contractor’s establishment

• Work with the Department of Defense Transition Assistance Program (TAP)

• Work with any organization listed in the Employer Resources section of the National Resource Directory (http://www.nationalresourcedirectory.gov/)

• Consult the National Resource Director’s Veterans Job Bank

• Consider meeting with representatives from recruiting sources that represent veterans to conduct briefings about your organization and its current and future job openings and an explanation of your hiring and selection process.

• Participate in work-study programs with the Department of Veterans Affairs

• Include protected veterans in career days, youth motivation days, and related community activities

It’s great to thank them for their service, but this is a great opportunity to honor veterans with jobs. 

The Eye’s in Investigations

The recent events in Washington surrounding the firing of FBI Director, James Comey, raised questions about the intent and integrity of ongoing investigations that the Bureau was actively conducting. While the average workplace investigation will generally not be the same size and scope of a government-led one, there are some similarities.

Intent.  Understand the intent of an investigation. An investigation is a search or examination of the facts that are used to reach a conclusion. It involves detailed inquiries and a systematic approach to gaining information. When an issue is raised involving a potential workplace violation – a violation of an employer’s policy – a thorough and prompt investigation should be conducted.  It should be conducted in a reasonable manner that demonstrates good faith. An investigation is not a witch hunt nor an exercise to justify a pre-determined management action.

Issues. Understand the issue or issues underlying the complaint. People bring many different perceptions to behavior that they observe in the workplace. Words such as harassment or discrimination frequently appear in the public press. If someone complains about discrimination, find out the basis for (e.g. age, race, sex, etc.) and the nature of (e.g. was it failure to promote because of gender, a poor performance appraisal because of race, or retaliation?) the claim.

Integrity. Assure the integrity of the investigator and the process used for conducting the investigation.  In choosing an investigator, consider everyone involved in the situation, including any witnesses. Make sure the potential investigator(s) have no interest in the outcome and can be objective. Have a process in place to conduct the investigation – don’t do it in a haphazard manner. In addition to who needs to be interviewed, consider the timing and sequence of the interviews, evidence that may exist to support the claim, and other internal resources that may need to be involved. Most important, maintain confidentiality of the people and the process.

Interviews. Conduct interviews in accordance with a consistent and thoughtful plan. Interview people directly involved and those with first-hand knowledge. Ask questions that focus on facts – who, what, when, where and why. Conduct the interviews in a confidential setting and in a relaxed manner – stressing that you’re role is to uncover the facts and not assign blame. Control the setting and avoid interruptions and distractions. Treat the interview as you would any other important business meeting. Additional insights about getting to the root of the problem can be found in The Essential Workplace Conflict Handbook.

Every investigation is unique and specific to its facts and circumstances. Plan accordingly.

What Brings You Joy?

Over the winter holidays we were visiting a friend in Santa Fe, NM. When we arrived at her house, she presented us with a gift – a Nambe holiday ornament depicting the word “Joy.” As she handed it to us, she said, “We need to find more joy in our lives this year!”  Her words were particularly powerful to me, not because of the contentious election season we’d experienced and the divisiveness in the country, but because she’s a physician and she understands the very positive effect that joy has on our mental and physical wellbeing. 

Last week, Barbara and I attended a rehearsal of the National Symphony Orchestra at the Kennedy Center in Washington, DC.  Just being there – this magnificent, elegant, national crown jewel dedicated to the performing arts – brings me joy. Being able to go there during the day in the relaxed atmosphere of a rehearsal – the orchestra and conductor in casual dress – is priceless. All this joy, before the rehearsal even begins. 

We were treated to a number of performances lead by conductor Gustavo Gimeno.  Even though it was a rehearsal, it sounded flawless. Watching both the conductor and the musicians, I couldn’t help but think of the energy and passion they brought to their work. It reminded me of a speaker I’d heard who said that musicians manipulated melodies to create emotions. It was evident that these musicians were feeling join in the music they were making and sharing with the audience. 

Observing talented musicians so enjoying their work reminded me of how important it is for everyone to find joy in their work.  How wonderful it would be if we could all find this same level of joy in our work all the time, but there isn’t a job anywhere that is that perfect. Being self-employed for years has been a wonderful experience, but it’s not without its stressful moments. How disheartening it is to hear people say “it’s just a job” or “I work for the pay” or worse, “I work with a bunch of lunatics!”  Yes, work is work and we all work to get paid, but as I heard a speaker once say, in reference to the workplace, “If the horse is dead, it’s time to get off!”  How wonderful it is when we find joy in the work we do! 

Not everyone has the talent to make beautiful music like the National Symphony Orchestra does. Some people, like our favorite cashier in our regular Tuesday meeting place, works at a repetitive job. However, she finds joy by smiling at everyone and engaging people in conversation. She makes everyone feel special because she greets you like a friend. She gets her joy by bringing joy to everyone else. 

Since that conversation last December with my friend, I vowed then and there to find something to be joyful about every day in 2017. I’ve certainly found joy in my writing – which is not free from stress – because it’s creative and rewarding.  I take the time every day to reflect on something that I’m grateful for. And I keep that ornament prominently displayed in my office so it’s a constant reminder to find joy every day.

Keeping a Lot of Balls in the Air!

The speaker walked to the podium, pulled out a set of juggling balls, and, without saying a word, threw them in the air and kept them in the air without missing a beat for what seemed like a very long time.

Since the speaker was Cliff Ehrlich the Senior Vice President of Human Resources for Marriott International who was meeting with HR leaders from all over the world, I remember thinking his point was that HR professionals have to "keep a lot of balls in the air" in order to meet the many demands placed on us -- but I was wrong.

He said, "I recently had one of those birthdays that end in a zero, and I realized it had been a very long time since I'd taught myself anything new. I've taken lessons and improved my tennis game, but it had been a while since I set out to learn something on my own -- so I taught myself how to juggle."

Cliff's message (and excellent juggling skills!) had a real impact on me and a lot of others in the room. Being a "lifelong learner" is critical to success in business -- we can't rely on what we learned in school or fall back on the deadly "we've always done it this way" syndrome and be successful. 

In our ever-changing world, it's critical to stay current and competitive. We must always be learning new things! Now, I can just hear many of you as you read this blog saying -- "This is crazy -- I can barely get through my busy day with all the demands at home and at work, and she's telling me I have to take what valuable time I have to learn. Doesn't she realize how many balls I am keeping in the air at work and at home?" 

Yes, I get that you're busy, but I'm suggesting that you need to take advantage of all the amazing information out there to learn and do more! Being a lifelong learner can give you a competitive edge and spur you on to success at work and life.

There are many effective, simple, and realistic ways to learn. Rather than listening to music as you commute, try listening to a podcast or even a book on tape. If you want to teach yourself a new skill, like Cliff Ehrlich, consider picking up a paintbrush or teaching yourself to knit. Most of us learn best by doing, so take a cooking class where you do the work -- not the kind where you watch the chef cook and then you eat the food -- fun as those are!

Challenge yourself today to expand your mind and learn something new. This may be continuing your education in a classroom setting or just being more aware of the many opportunities to learn that surround each of us every day. I'm going to bet that once you get started thinking of yourself as a lifelong learner, you'll never want for learning experiences. Remember Cliff Ehrlich, who taught me that being a lifelong learner can enrich your life in ways that will surprise and delight you. Happy learning!

Over a Cup of Coffee

Recently, I had the chance to chat with Greg Cellini about workplace conflict. He was interviewing me for his radio show “Thank God for Mondays” which broadcasts on WSOU in the New York City metropolitan area. I say I chatted with him because that’s what the half hour we spent together felt like – a conversation we were having over a cup of coffee.

I started my HR career as a recruiter, spending years perfecting the art of interviewing people.  As I moved through my career, I realized what a great asset it was. It has certainly come in handy since I started writing and giving interviews about my books!

What is an interview?  It's a conversation. It’s dialogue.  A great interview is the perfect conversation where information is exchanged.  I’ve found that the best interviews – no matter if I’m asking or answering the questions – have a sense of rhythm.  How can you tell if there’s rhythm to your conversations?

• There is a presence, a sense of being and staying in the moment with the other person(s).  I’ve chatted with Greg before, both times over the phone, yet there was the feel of sitting across the table from each other.

• They are comfortable.  When you take some time to build rapport in the beginning, you create a relaxed atmosphere, even when the conversation is being broadcast – either live, on the air, or taped for later airing.

• There is a natural flow to the dialogue.  The best interviews are the ones where the interviewers come prepared – they know the information that they want to receive so they’ve got good questions to ask. Of course, as an interviewee, when I’m being asked about my books, I’m certainly knowledgeable!

• There is a feeling of spontaneity to the discussion, even though there was a structure and time constraint to the interviews.  They are not rigid question and answer (or interrogation) sessions.  

• There is a connection between the people who become a team, each interested in having a positive outcome.

• There is recognition that silence is okay.  A short pause never breaks that natural flow and the dialogue is not rushed nor pressured.  It’s okay to pause for a moment to gather a thought.  

• There is trust.  All parties are confident and relying on each other for a great experience. 

The Big Book of HR devotes a chapter to “Critical Conversations: and The Essential Workplace Conflict Handbook devotes a chapter to discovering “What’s The Problem?” Why? Because there are so many circumstances at work when good information has to be given and received.  Whether your conversations are critical or casual, keep the rhythm in them.