20 March, 2023

HR and Culture

If you have not read the blog article “Words matter, but…”, I recommend you stop and read it first. This article is a companion piece to that article. You might also be interested in the “Because I’m the…” blog article.

Leaders frequently express their opinions about the relevance and effectiveness of Human Resources (HR) departments. Whether filling open positions, onboarding new employees, coordinating and providing information on employee benefits, or monitoring company policies, HR plays a vital role for many companies. These activities are central to the success and growth of any company. That is not a debate as part of today’s article. Today, we will discuss the growing debate about the efficacy of HR in supporting employees and culture.

Crucial Learning published the results of a study they conducted in April 2022. Amongst its many finding, the study discovered that when employees have concerns, they prefer to turn to anyone else rather than talk with the HR department. Only 9 percent of respondents believed their HR leader would proactively advocate on their behalf, while another 37 percent believed HR is more concerned with advocating for the organization. These respondents stated they were hesitant to speak with HR about sensitive issues. If HR departments are effective, why are employees not using them entirely? We are seeing more significant shifts in how employees need support. These shifts are widening the chasm of change required in the HR model. HR no longer meets employee needs and is a disservice to company culture. HR departments fail to define, manage, and cultivate company culture. In fact, the current HR model is where culture dies.

Each company pays for HR employees to manage HR activities, protect the company from employees, and protect the company's written values and culture, not employees' wishes. When push comes to shove, HR is paid to always side with the company. When enough employees feel the weight of HR, they feel the isolation and defeat by the company. They learn that HR provides information, but lacks employee advocacy and support. This is when employees consider leaving the company.

If HR does not represent the employee, why does a company’s culture need a gatekeeper? Company culture is more than just the role of HR staff. It is everyone's role to define it, keep it alive, and grow it. Hopefully, we can agree to that! Company culture should be defined by all employees, not just those at the top. Why is the current model failing? Let’s understand the history of HR.

The HR concept started in the mid-1700s. HR is the strategic approach to effective and efficient people management in a company. Its purpose is to help a company gain a competitive advantage over its competitors. In service of an employer's strategic objectives, it strives to improve job efficiency. Nothing in the definition above says that it was designed to make employees safe, protected, feel like they belong, or are financially successful. The model of HR was built on a company-centric model. It was designed to expand its influence over employees and maximize employee performance, making the company more profitable.

Workplaces can be employee friendly, but can rarely be employee-centric. One lasting example of the HR department's ineffectiveness is the ongoing struggle against discrimination in the workplace. From age, gender, and racial disparities in hiring and pay to sexual discrimination in the workplace, company-sponsored HR departments protect their brand reputation, not employees. The concept of HR was designed to help companies maximize profits. Companies will never make employees feel like a family or make work a fun and productive environment. As the HR concept gained traction, the earliest authenticated and recorded labor strike in the United States happened in Philadelphia in 1786. Philadelphia printers went on strike and achieved a minimum wage increase to $6 weekly. Not long after, in 1792, the first local craft union was formed for collective bargaining by Philadelphia shoemakers. This started the labor union movement.

A labor union is an organization of workers to empower employees to ensure a fair and equal return for provided labor. Although the first union was formed in 1792, it was not until 1935 that unions were officially established into law. The National Labor Relations Act was passed by the 74th United States Congress and signed into law by President Franklin D. Roosevelt in 1935. It still is the foundation of United States labor laws today. These laws guarantee the right of private sector employees to organize into labor unions, engage in collective bargaining, and take collective action such as strikes.

Unions protect employers against an employer. They have historically been responsible for attaining better wages and benefits, improving working conditions, improving safety standards, establishing complaint procedures, developing rules governing the status of employees, and protecting and increasing workers' bargaining power. Employees safeguard their interests against retaliation by employers. In September 2011, an archeological investigation found evidence of a shipyard constructed during the reign of Trajan (98 – 117 AD), indicating the existence of a shipbuilders guild.

Similar to the discussion about HR departments, there is a debate for either side of the labor union argument. Labor unions are pro-employee, while HR is pro-business. If you believe neither is the solution, what is the evolution of employee support?

Neither HR departments nor labor unions can establish or control company culture. Culture is created organically. Like a myth, culture has to be believed in and supported to be effective. Creating unity and compromise between words and actions that are inclusive of all parties is hard work. What can your company do when the culture is misaligned?

Create a Safe Space - Set the stage by creating a safe space to move the company culture in a healthier and more supportive direction. Allow all voices to sing without retaliation. Learn more about creating workspaces that protect psychological safety.

Allow for Honest Discussion - Engage your employees in an open and honest discussion about the perceptions and contradictions of your company culture. Listen openly, be available to all issues put forward, take notes, show gratitude to issues raised during the discussion, and do not make any promises.

Collaborative Internal Research - Deep dive into employee perceptions of your culture. Continue the conversations - have a series of healthy discourses to understand better the conflicts encountered. Create a written and anonymous survey of employees, board, and volunteers. Make sure you are getting different perspectives to understand everyone's impact better. Take all comments as the truth, then find opportunities for change.

Gather Your Data - Gather all the results from the discussion and the written survey into one report. Where changes have the results highlighted? Do you need more data? Repeat these steps above if you need more clarity.

Analyze the results - What are the survey results (data) saying about what employees see as a misalignment? From this feedback, how do you see misalignment between your culture, values, and mission? Your values may need a refresh. Employees should be more involved in crafting your company values and cultural norms and with less input from your board or c-suite. Employees breathe life into culture daily – not your board of directors.

Develop a plan - Focus on finding more alignment between your written documents and your daily actions. What do you do that is healthy and not part of your values or policies? You should include them in your next update. What are you doing that is the opposite of your written policies? Change your written policies. The draft and final plans should include a timeline and budget. This is not a one-time plan, but a living document.

Get More Feedback - Discuss your draft action plan with employees, the board, and volunteers. Ensure all misalignment opportunities have been identified and addressed before implementing your final plan.

Foster Buy-In - Once the plan is finalized and approved by your board of directors, get buy-in from your employees before implementation. Dialogue on collectively moving the plan forward in a healthy direction where everyone is involved.

Train to Your New Model - Train all staff on your collective decisions and how to foster healthy dialogue to keep each connected and other accountable.

What about accountability? Culture and accountability are everyone’s responsibility. Healthy accountability is a growing experience for everyone. Accountability, for the sake of accountability, is unhealthy. HR is not solely responsible for accountability or culture. Both should have their independence. Consider establishing an independent commission or committee of elected employees, board members, and volunteers who will monitor the final plan's implementation quarterly, evaluate its progress, and identify new misalignments to improve future plans. I would consider not including the CEO or HR in this group, but maybe it should be led by the Board of Directors or an impartial consultant.

There is much to consider when deciding how to shape your company’s culture. The most significant consideration in creating employee safety and support is redefining your company culture. Companies like Google, Apple, and META have done the work to develop and maintain a healthy culture. Still, in this changing climate, they are struggling significantly to keep up with the changing needs of employees. Culture is a long-term impact project and does not have many short-term gains. A company can lower attrition, attract future employees, and grow its business if cultural changes are done correctly.

Contact Pensivetastic today to discuss a path forward for your company. We’ll help you get there.

Culture, Human Resources, Leadership

Because I’m the…

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16 March, 2023

Because I’m the…

Have you been in the room when and on the receiving end when a leader says, “because I’m the [insert title here]”? I have experienced both occasions. I am stunned each time that phrase leaves a leader's lips. When voiced, it reeks of immaturity. It is a statement steeped in power and control that unravels goodwill and destroys relationships. I have never understood why leaders think this is effective. What’s the purpose of exuding your power by lashing someone with your title?

It is said more frequently than leaders like to admit. Whether spoken in person, dictated virtually, or used in an email, this tactic has no good purpose. It is an outward and obvious signal of the leader's frustration about the circumstances. It negatively shuts down and ends the conversation. When used, it’s a very irritating response and alienates the receiver immediately. This tactic does not foster healthy communication, promote healthy dialogue, or emphasize respect for others.

All leaders must make missteps to grow in their leadership journey. This behavior is frequently attributed to new or inexperienced leaders with upgraded roles or responsibilities and entering a different power dynamic. It is a lesson taught to inexperienced leaders by other leaders. To make an impact quickly, the new leader will make these statements to show others they are in control. This phrase breaks down team dynamics, often leading to poor long-term results.

Experienced leaders often perform this tactic for the same reasons as new leaders. When they do it, it is the most disappointing. It does not give leaders the gravitas they think it does. When said by experienced leaders, they present themselves as petty and egotistical. It is a micromanagement technique that signals the leader distrusts their team. It signals to the receiver that they are inconsequential and that this person, topic, or situation is beneath the leader. It is weaponized to create and perpetuate toxic company culture and puts unhealthy leadership behavior on full display. It purposely makes others feel smaller. The unintended consequence is that staff start to distance themselves from the leader. It is noticeable as the company experiences staff turnover and decreased performance as the team stops following their leaders. I have never seen it positively affect a conversation or relationship.

Why do leaders think this tactic is effective?

It is never an effective tactic to use in any situation. This tactic perpetuates the company culture's power struggle by dividing “Us” from the “Them” - lengthening the separation between management and non-management staff. It erodes the leader's brand and leadership potential. It signals fear and manipulation as the principal leadership drivers. This tactic does more harm than good, no matter the circumstances it is wielded.

Why is this an intentional strategy leaders continue to use?

It is a learned behavior passed down like trauma. Someone did it to the leader so they do it to others. We all learn by example.
Leaders who do this may be unaware of their behavior. They may need to be made aware of their behavior and a compassionate course correction.
Leaders purposely do this to control others; they may dislike sharing power and responsibility. When they exude power, they believe that moving forward quickly is easier than giving others the space and time to discuss issues and foster relationships. It’s another attempt to micromanagement the situation.

What should leaders do instead?

When you are feeling challenged, listen more. Embrace normalizing challenging conversations with staff with other points of view. Learn by asking questions to understand the circumstances better. Consider some of the following questions:

I would like to hear more about your point of view. Please share more of your thoughts with me.
How can I provide more clarification, guidance, or support to you?
How can I help you achieve the set direction?
Do you have the resources you need to move forward?
Is there something you need that will help us move forward together?
Can something be clarified in the vision or task so we can move forward?

Asking open-ended questions signals a leader with empathy and compassion who fosters cooperation and team building. It is the opposite of using fear, manipulation, and control. It is a relationship builder and not a relationship destroyer.

Power struggles always negatively impact your company culture. When leaders use statements that demand power, it erodes trust every time. When used too often, trust disappears, culture degrades, and relationships become impossible to repair.

Culture is what you do, not only what you say. Leaders who create frequent contradictions in written messages or policies, during company conversations, or between their behaviors and actions are the reason for cultural misalignment. These contradictions become the employees' dominant experience. Thereby, the employee internalizes the contradictions as the unspoken definition of your company culture. It creates a misalignment in company culture between what you say and what you do. You can read more about the impact on culture in the “Words matter, but…” blog post.

Everyone deserves a chance to learn, reflect, and grow eternally with grace, patience, and understanding from others. Everyone is human, everyone makes mistakes, and everyone is a leader. Therefore, leaders make mistakes. Leaders can make mistakes as often as they need to become better leaders. Failure is often the best teacher. Allow leaders to make mistakes and grow from them without persecution (unless they break the law).

How will you learn and grow in your leadership today? If you need additional guidance, contact us at Pensivetastic. Let’s collaborate to define your path forward. We’ll help you get there.

Culture, Human Resources, Leadership

Words Matter, But…

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10 March, 2023

Words Matter, But...

Google “words matter” and your search results will fill with articles, research, and podcasts on the subject. Language is important and clearly defining your intention can mitigate future challenges. Leaders tend to focus on the messaging - what we say matters.

When we really focus on the intention of our message, something special happens. Positive words can inspire, change someone’s direction, and unify. Will negative messaging can erode, distort, and destroy. Unclear messaging creates chaos, confusion, and conflict. In speeches and marketing, words do matter.

Many companies work hard to define their message, policies, and values. They spend much time wordsmithing language to find the perfect vocabulary to represent their company culture and brand. It is a good marketing tool for the website and potential employees. It brings in new customers and can endear people to a brand. In these instances, words do matter.

What happens when all those words unintentionally become a deception? When the reality of your company’s culture contradicts your messaging. When employees express their frustration with or push back against the dominant culture. While words do matter, actions speak louder than words.

Your company culture is not defined by what you put on paper. It is the embodiment of what happens every day. The words in each daily conversation or company meeting; the contradictions of your decisions; the actions of your human resource department; the positive and negative reinforcement of all leaders; the inequality of performance appraisals; the communication or lack of in expressing your vision; or the way you pivot your business model. When the company's actions contradict your written words, employees believe your actions. Period - Full Stop!

You can refer to the written policy or values all you want, but if you do not breathe life into them daily, they are just words. Culture is a living organism. It grows and changes in space between words and action. When words fail - actions speak the truth. In many ways, action becomes the primary vessel for communicating and expressing culture. In these instances, words do not matter.

Employees always see through your company’s contradictions. It frustrates them. They want you to practice what you preach. They see the contradictions between your words and actions and perceive them as lies. When employees begin to ask questions or challenge leadership decisions, it is because of your contradictions. This is not always a commentary about leadership. It is a reflection of your declining company culture. Sometimes, it’s a combination of the two.

What happens when the culture is divided? It perpetuates an “Us” versus “Them” culture. It allows departments to have their own culture that contradicts the company culture. Contradictory department culture happens as a way to correct broken or unfair company culture. When this happens, company culture needs a reset. This means lots of leaders listening to each other, employees listening to each other, leaders and employees breaking down silos. The goal is to find common ground and a way to course correct.

What can company’s do to turn the tide? Recently, in a conversation with a couple of leaders, we were talking about how easy it is when decisions, operations, and community collaborations are black and white. I burst their bubble a bit by explaining how life is all about the gray areas. First, company’s need to spend more time in the gray area between words and actions to better understand how these gray areas affect your company culture. Next, communicate the intentions of your written policy. What does the policy mean and how does it improve your culture? Policies are no longer just business decisions. They employees demand to understand the impact on their lives. Then, Dialogue often - company wide - about how the little things contribute to your identity and why it’s important to a supportive culture. Finally, listen, ask for feedback from all company employees in person and in writing, and then take action based on the feedback. Since accountability for all companies, employees, and leaders is important, communicate back to your employees what can be improved quickly, what items will take time, and what items may not change.

Finding a healthy balance between words and actions is hard work. It is a long-term business challenge. It must take consistent and constant reflection to keep the cultural living organism alive. It is the role of every company board member, leader, employee, and volunteer.

If you need additional guidance, contact us at Pensivetastic. Let’s collaborate to define your path forward. We’ll help you get there.

Culture, Human Resources, Leadership, Strategy

“Kill ‘Em with Kindness”

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1 March, 2023

“Kill ‘Em with Kindness”

Hopefully, you know of the actress, advocate, celebrity, and singer Selena Gomez. For those who are not Selena Gomez fans, find a millennial - they will help get you on board. There is a terrific song on Selena’s Revival album called “Kill ‘Em with Kindness”. It’s a set of poignant lyrics tied to a catchy beat. I recommend listening to it and adding it to your exercise playlist.

This simple song starts with a firm declaration:

“The world can be a nasty place

You know it, I know it, yeah

See, we don't have to fall from grace

Put down the weapons you fight with

And kill 'em with kindness…”

So far, so good? Although, if you’re in a fight, please don’t surrender your weapons. I digress.

She continues the song with these impressive statements.

“We're running out of time chasing our lives

Every day a small piece of you dies

There's always somebody you're willing to fight, to be right

Your lies are bullets, your mouth's a gun

No war and anger was ever won

Put out the fire before igniting

Next time you're fighting

Please, kill 'em with kindness”

I was stunned the first time I heard this song. Let's face it, deep-meaning-dance songs are not a genre. If so, I would be a devotee. This section of the song speaks to me the most. In our overly busy lives, it can often feel like a little piece of us dies every day. I mean, we do get older daily, so it’s technically accurate.

The song was written about treating haters with kindness. It was inspired by the hate Selena received on social media during a trip to Mexico. Pictures of Selena on a beach surfaced online and she was body-shaming by media outlets and social media.

Selena Gomez expressed the inspiration behind the song.

"You have to wake up with yourself every morning, and people are going to give you their worst, and it's so easy to be mean. I'm Latin; I can be mean, real fast, if I want. But I don't feel good about myself, and I think people need to hear a message like this. I do know that deep down in my heart that I have to believe that we can love each other and always be kind no matter what it takes in us. I believe that we can do that, no matter what."

We can all agree there needs to be more songs about putting haters and bullies in their place. A long line of amazing artists has rallied against the bullies and haters in music. You can Google them. Make sure you support them.

There is one line in the song that Selena repeats several times that I want to address. It's an important statement for reflection. The lyric is,

“There's always somebody you're willing to fight, to be right.”

That’s powerful. This song is not just about taking the high road when angry. It is also about checking your ego. Ego is “a person's sense of self-esteem or self-importance.” The ego is the “I” or self of any person. The thinking, feeling, and willingness, and distinguishing of a person's self from the selves of others. We all have moments in our careers when our hubris gets out of control. Whose ego hasn’t gotten in the way? It is human nature. Here are some questions to help you reflect on the impact of your ego on others.

When does your ego go too far?
When your ego is in the way, how do you regulate it?
What mechanisms do you have in place to put your ego in check?
How do your leaders and employees react when your ego makes demands on them?
How do you apologize to your leaders and employees when you lash them with your ego?

Our ego gets in the way as leaders when we wage war during a simple battle. I suspect it is as Selena said when “…you're willing to fight, to be right.” Is waging wars with others over being right the sword you will fall on? How often do you fight to be right? Do you always have to be right? Is that what’s important? We should not war all the time. If you are, then you’re not listening enough. Conversations are not a competition outside a courtroom. Fighting to be right is just another version of perfectionism.

I recommend Selena Gomez’s advice. Stand up to the bullies and haters, kill them with kindness, and release your ego. When do you “Kill ‘Em with Kindness”? Michele Obama always says, “When they go low, you go high”. In situations where there are egregious bullies and haters, it is excellent advice to go high and kill them with kindness. It is hard to go high when you are being attacked. However, speak up! Label the bully's and hater's behavior publically. Let them know that you see them and the unnecessary and unprofessional behavior they bring to the table. Their words are not tolerated. When picking your battles, you often must let the microaggressions float by you to move forward. It is professional to smile, excuse yourself, and quickly remove yourself from the situation. Don’t continuously put yourself in unhealthy situations. Your mental health and reputation deserve better.

Let’s collaborate to define your path forward. If you are still struggling or need additional guidance, contact us at Pensivetastic. We’ll help you get there.

Leadership, Strategy

The Strategic “Yes”

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22 February, 2023

Business team celebrating a triumph with arms up

The Strategic "Yes"

The Strategic “Yes” is a series of thoughtful questions aimed at converging your decision point with your company strategy and aligning it with the voices of your leaders and employees. In my career, I’ve participated in numerous conversations with leaders and decision-makers as they recounted how they arrived at their decision points. For the majority, their decision was based on thorough research and following best practices. While those are essential steps of due diligence and noble pursuits, there is an additional recommended guidance to achieving a Strategic “Yes”. Using these Strategic “Yes” questions allows your company to continue its vetting process toward a healthier decision. When asked how you got to your Strategic “Yes”, you can detail your full due diligence journey to make your board, investors, partners, and employees more comfortable about the forward direction.First, we must talk about the Always “Yes”. Many articles have been written about positive and negative uses of the Always “Yes”. The Always “Yes'' philosophy (saying “Yes” to everything) is toxic positivity. This movement can dismantle company culture. For new companies, the Always “Yes” can bring remarkable success and help to refine the company strategy. Once your company has matured, the Always “Yes” will begin to damage your company’s soul, culture, and maybe reputation. Doing your due diligence and saying “Yes” strategically is critical to your credibility as a successful leader and building a healthy company culture.

Next, I have a question for you. Are you comfortable saying “No” to others? Saying “No” is not hard to do. Go ahead - say “No” out loud - right now. See! Saying “No” is not hard. It is a crucial part of growth and reflection. So why are you reluctant to do it? Don’t let the fear of the “No” cripple your truth or dismantle your company culture.

Many employees are challenged against saying “No” by leaders. Leaders still think “No” is a negative strategy from others to derail or reject their plans. Leaders rarely reward a “No” or acknowledge it consistently as part of a company decision-making conversation. I can count on one hand the times I said “No”, it was proven correct, and was praised by others.

All leaders must let the “No” be voiced in meetings and not silenced. Once the “No” is given a voice, it creates an open space for dialogue about how to move forward. Leaders should not let the “No” be heard, pretend it didn’t happen, and move on with the agenda or decision. Let the voices speak their truth with our censure. Open dialogue is part of your diligence.

For some, saying “No” at work is an impossible feat. Navigating company politics, company culture, and the politics of your role can make saying “No” or even disagreeing with leadership a death sentence. When leaders shoot down a vocalized “No” without listening and engaging in a complete discussion, this signals to employees that the company culture is a farce. Your actions speak volumes about and do more to represent your company culture than any of your written values, policies, or DEIA statements. The silencing of “No” perpetuates a groupthink mentality. Company culture prays at the alter of group think. Groupthink mentality forces contrary employees into an Unwilling “Yes”. Unless your company has a robust rock-solid culture where all employees are heard, respected, and valued always, groupthink is a manipulative and retaliatory company practice fostered by company leaders.

A homogeneous group can only innovate with agitators, architects, disrupters, and visionaries voicing their contrary opinion often and having safe forums to be heard with open dialogue. The perception and unhealthy response to going against the grain signals agitators, architects, disrupters, and visionaries their success or tenure at the company is tainted. When employees don’t feel safe and that their voice is protected - they leave. Silencing contributes to the turnover and loss of great talent and institutional knowledge. The company culture erodes as this becomes a consistent company practice, perception, unwritten rule, or policy.

You can not say “Yes” to everyone, every partnership, and every decision. This is unhealthy for the organization. Leaders must say a Strategic “Yes” to grow the organization. How do you get to a Strategic “Yes”?

Below is a guide to get to a more Strategic “Yes”. Does this:

align with your mission?
align with your strategic plan?
make sense for your organization and its current product and service delivery?
allow your organization to start a new business unit, grow its capacity, or scale healthily?
move your company closer to achieving your vision, big goal, or healthily pivot the business?

I refer to “healthily” for you to consider how this decision will impact your bottom line, leaders, and employees. It should work for everyone. Consistently practicing a Strategic “Yes” takes practice. It is hard work - put in the effort. It will change your company and evolve your leadership style. If your answers to the above questions are not a “Yes” in the majority, this is not a Strategic “Yes”. You are not being strategic in your decision and might be a Strategically “No”! After performing this full due diligence, you may have more in common with the Strategic “No” than you realize.

Finally, besides the guidance above, do a gut check, smell test, check in with your feelings, or consult your intuition - whichever resonates with you. If your gut screams “No”, please listen to its cries. Don’t ignore it - reflect on what makes you uneasy. Sometimes to get to a true answer - you need some distance. You must re-evaluate if your intuition and Strategic “Yes” are conflicting. If that is the case, take the time you need to reflect. You should trust your gut instincts - that inside guiding voice - to aid you in getting to a Strategic “Yes”.

If the conflict continues, especially when your inner voice is a loud “no”, walk away. Walking away can be temporary. It may be the wrong partner, time for your company, or it could damage your employees and culture. There may be a similar opportunity in the future that will be a better fit and a true Strategic “Yes”.

Use this Strategic “Yes” guidance, consulting your intuition, and balancing those with the other voices at the decision-making table. If you are still struggling or need additional guidance, contact us at Pensivetastic. Let’s collaborate to define your path forward. We’ll help you get there.

Category: Leadership

HR and Culture