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Remember when things were “things” in the HR tech industry?

Wish I took notes, but there have been technology solutions for just about every trendy HR thing under the sun.

Not sure I have the order correct, but, back in the day, social media was a thing. Then it was social media marketing. Then it was recruitment marketing, followed by big data. Then employee engagement, wellness, analytics, happiness, culture, and gratitude. Then we moved on to AI and chatbots, with some candidate experience and customer success.

A few months ago, it was #MeToo, meditation, blockchain, and bias. We had a moment where equal pay was a thing, but like all things related to women and protected minorities, it faded fast. And some people were talking tech stack, onboarding, and D&I all in one sentence.

But a quick scan of my LinkedIn feed shows that we’re in a lull. There’s nothing new. It’s all of those things plus a shortened workweek and self-care.

So, I spent some time in Las Vegas, last week, trying to make sense of things that are things. And here’s what I know: If things are truly important, they’ll get a line-item on a budget, and you’ll see them become part of your standard operating procedure.

What’s important? What things are things in HR and work? What deserves your attention?

Well, let’s start with Talent Acquisition. This is the stuff that helps you hire people. I think these things are things.

Recruitment Marketing
Applicant Tracking
Chatbots
Onboarding
Analytics
Engagement
Employment Branding
Sourcing
CRM
Assessment
Screening/Background Checking
Reference Checking/Validation

What am I missing? And what’s trash?

Now, let’s move on to Talent Management. This is how you manage the people you’ve hired. Here’s my list of things that are things and not just fads. What else should go on there?

Compensation Planning
Performance Management
Succession
Internal Mobility
Coaching and Mentoring
Leadership Development
Learning Platforms
LMS
Wikis
Micro-learning
Rewards & Recognition
Feedback
Reviews
Career Planning
Assessments

Whew, that’s a lot of things to be things. I’m not sure micro-learning is a thing, even though it’s a multi-million dollar industry. Can you really learn anything in five minutes? “Oh, but these Gen Z kids like video.” Whatever, man. TBD.

Then there are things in Workforce Management, which is how you manage your people once they have the job. These things are things, I think. Although maybe I’m wrong.

Core HR Platforms
Time & Attendance
Payroll
Benefits
Employee Leave & Absence Management
Employee Communications
Organization Chart Software (not PowerPoint)
EAP
Employee Record Management
Document Flow
Intranet/Chats
Team Collaboration Tools
Task Management Tools
Workforce Planning
Job Description Compliance Software
Global Employee Management/VISA
Relocation
Offboarding
Employee Surveys
Alumni Association Platforms
Corporate Surveillance/Espionage
Employee Activity Monitoring
Employee Health Monitoring
Wellness Programs
Wellbeing Monitoring
Threat Assessments

The part of the industry focused on employee surveillance fascinates me. They can predict suicide attempts as well as whether you’re leaking information to a competitor. And, oh yeah, they can predict when you’ll resign. Crazy stuff.

As I look at this list of things, I’m shocked by how it takes a village — and a multi-million dollar budget — to make sure you’re managing your people. I’m not sure how small businesses get started, how they grow, and how they’re not eventually bankrupted by all of this tech.

I wonder what you think about this list. What does it take to do HR? Do you need these technology solutions to manage and lead people? What can stay, what can go? What’s a real thing? What’s a fad?

I’d love your thoughts.

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A lot of my girlfriends are fond of saying, “God, grant me the confidence of a middle-aged white man.”

It always makes me laugh out loud. I think it comes from this article on Medium, which is also funny to me.

It’s the belief that your hardship is harder than someone else’s misfortune. It’s the faith in your point of view when facts suggest otherwise. It’s the confidence that your life story is inspirational when it’s just ordinary.

I love the prayer. Luckily, I have the confidence of a middle-aged white man. Grandiosity and self-exaggeration come naturally to me. But sometimes I have doubts, and the prayer serves me well when my competitors — almost all of them middle-aged white men who would never think of me as a contender — call me out for my doubt, apprehension, and cynicism.

These dudes read my blog or listen to my podcast and criticise my tone, style, and delivery. They question my expertise and the right to have an opinion. And they think I’m too angry, vulgar or simple to understand my industry.

I think these competitors like me, actually. It’s like a kindergarten crush turned crusty with sun damage, failed marriages and receding hairlines.

Anyway, the confidence prayer serves me well when my rivals hit back and try to tell me that what I’m doing is wrong or isn’t working. I ask God (the inner voice in my head) for confidence, and I keep going. And that’s what I want for you, too.

You should use the confidence prayer if you’re a woman, a protected minority, or even if you’re a middle-aged white guy. Embrace the audacity of a mediocre white man because you’re going to need that confidence to win whatever battle you face.

Somewhere, sometime, someone will accuse you of being an impostor. You’ll either flop and prove them right, or demonstrate how they’re wrong. It’s just a choice, and mediocre middle-aged white men know this. So, make the correct decision and open some doors for yourself.

But, if you want to be better than mediocre middle-aged white men, do yourself a favor and try to win your opponents over as friends and push them to be better versions of themselves. You don’t want to enter a stalemate of mediocrity, and you only get better when you have real rivals.

Know better, do better, help other people be better. That’s the real prayer of winners.

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Would it surprise you if we said that a large number of female leaders in America were Girl Scouts? Sylvia is a Rocket Scientist, STEM Leader, and Tech Founder, and she’s also the Girl Scouts of America’s CEO. Join Laurie and Sylvia as they unravel the GSUSA’s vital role in the development of next-gen leaders and how they sustain their programs.

Dynamic leadership programs, time-tested methods, and supportive learning environments: this is what separates the GSUSA from other institutions. And how can we ever forget their famous cookies? Amazing products aside, do you know what their finest contribution to society is? It’s their active role in developing the next generation of leaders, innovators and impact makers. But how do they do it?

  • The industrial age is almost over. Job opportunities have become reliant on technology. But in our attempt to move forward and develop new technology, today’s workforce is struggling to keep up with the changes. Very few women are in the technology industry’s talent pipeline and this often diminishes the female perspective in the workforce equation.
  • So how can the GSUSA and other institutions impact the current state of the workforce? They invest in building core leadership skills in young girls. This enables them to become functional key members in their organizations. They cultivate entrepreneurial skills from selling cookies, and as simple as it sounds, the effect is profound. They also empower girls to be action takers and decision makers in a supportive environment. They even have a STEM program that develops their skill and confidence to take part in the science and technology industries.
  • With that said, would it be much of a surprise to know that Sylvia was once a girl scout too?! Sylvia traces the development of her leadership skills back to when she was reciting the Girl Scout pledge. GSUSA was the type of environment that nurtured her transformative ideas, drive, and compassion. Now she is as an esteemed entrepreneur, rocket scientist, and thought leader.
  • As the CEO of the Girl Scouts of America, Sylvia has done a lot to improve existing programs. She’s a staunch supporter of implementing STEM programs to spark the girls’ curiosity. She believed that there was a way to make the learning experience fun and relevant. They’ve even released new badges reflecting the latest programs. Needless to say, Sylvia is very progressive and optimistic that it will improve in the future.
  • How can their positive impact be measured? What is the evidence that they are successful in their pursuit of excellence? The Girl Scouts Bronze, Silver, and Gold Awards are granted to girls who have developed potentially world-changing projects with promising long-term positive effects in their respective communities.

We hope you have learned how these institutions play a crucial part in improving the work cycle. It’s not just about Thin Mints and Samoas. The bottom line is that empowering women will radically change the workforce AND the world.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Sylvia Acevedo

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Girl Scouts of America

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There’s a discussion happening with some of my fellow public speakers. We want to know the Instagram secrets. Most of us are under 10,000 followers and can’t crack 200 likes. People “like” us, but our stories are only watched by about 10% of our audience.

People in my social scene want to know — Is our audience throttled? How can we increase our Instagram numbers? How do we earn more likes and follows without being obnoxious? Does advertising make a difference? What are the Instagram secrets?

I’ve done some digging, watched a few webinars, and tried to shake things up on my account. Here’s the number one secret for more Instagram followers: be young and pretty. The second Instagram secret: have an exciting life. The third Instagram secret: you’re going to have to spend more than $50 on an advertising campaign to make a difference. Those aren’t shocking Instagram secrets, are they?

Want more Instagram followers? Helps not to be a middle-aged former HR lady with a confusing brand proposition. When people follow me, I’ve learned they have a ton of questions. She travels for work? That’s great, so does my mom. And she’s not even going anywhere fun. Does she like cats? Her cats don’t seem to be famous. Is she a narcissist? You bet, no thanks, pass.

Want more likes and follows? It’s reverse psychology, and you can’t get more likes and follows if you want them. The “look at me look at me look at me look at me look at me look at me look at me look at me look at me look at me look at me look at me look at me look at me” philosophy is a repellent. Unless you’re asking to be looked at ironically, which is still very sad but people might give you a pity-like and pity-follow.

 

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Super lucky to work with Kathy on a makeup-free portrait and headshot progression series. Honestly, I rolled out of bed and was treated to a fabulous experience. Love @kathyhoward @winkhairandmakeup and can’t recommend them enough. #Repost @kathyhoward with @get_repost ・・・ Yesterday was a great day✨ Began with this fun beauty Portrait Session… ‘Third time’s a charm’ is evidently truth, as this was the third time I’ve had the privilege to photograph this amazing #girlboss , magic was definitely created✨ — Hair & Makeup by Kristi @winkhairandmakeup . . . #kathyhowardportrait #behindthescene #portraits #portraitphotography #raleighnc #raleighphotographer #ncphotographer #raleighheadshots #raleighpersonalbranding #personalbranding #magazinestyleportraits #thisis43 #imtoosexyformycat

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Want to grow your engagement numbers and unlock the secrets of Instagram with 10,000 followers? Hire an agency. Seriously. That’s what all of those other IG-famous people have done. While everyone can ask to be verified, an agency-driven request moves mountains.

As middle-aged public speakers and authors who haven’t cracked the best sellers list from The New York Times, it’s tough to play a young person’s game unless you have young people on your staff. Thankfully, Instagram secrets are easy to grasp. You’ve got two options: throw a bunch of money at it, or ignore it and be the most authentic version of yourself possible while pretending that you don’t care about likes and follows.

So, I’m going to try “not caring.” I dropped off a thread about how to increase my Instagram audience. Imma be my most authentic self. And my most authentic self is a 43-year-old woman who loves looking at travel photos, cats and cool hairstyles on the internet. It’s a pretty ordinary existence with moments of fun experiences on the job.

For the 10% of my audience who sees it and cares, that’s great. I appreciate you. And I love your average, ordinary life back.

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Hello, everybody, I’m home from Las Vegas and in “hurricane prep” mode. I’m snacking and doing laundry. I’ll be making book recommendations on Twitter, later today, so be sure to follow me for round the clock coverage of my ordinary life.

I’m also reflecting on my whirlwind trip to Las Vegas. By the time the conference got into high gear, I was packed and headed for the airport. However, I did see a ton of old friends and colleagues. I briefly walked the expo floor as they were setting up, and I heard LAURIE LAURIE LAURIE LAURIE LAURIE LAURIE as I sauntered down the aisles. Then I attended a few parties and also heard LAURIE LAURIE LAURIE LAURIE LAURIE LAURIE.

People weren’t chanting for me. They were trying to grab my attention, say hello, and share stories about their lives. And I don’t mind bumping into my colleagues except so many people are totally fucking miserable, right now. Men and women with high-level roles in big corporations are exhausted and ready to head to the nearest competitor in 2019 once their bonuses are paid out.

“Don’t you work for one of the best companies in America?” I asked a friend.

“Yeah, it’s great how they shove it down your throat all day long.”

Yowza, work is messy. Work can suck for everybody including people who stand on stage and talk about creating healthy work environments and human-centric employee experiences. So, because I’m a burgeoning writer, I jot down notes and ideas. Here are some of the things I wrote on my iPhone over the past few days:

“Don’t worry about your job, worry about your soul.”
“Artificial intelligence isn’t fact, it isn’t an opinion, it’s a lie we tell ourselves because we don’t have real answers, yet.”
“You matter. Your job only matters because you matter. You would matter without your job.”
“Chatbots are a step backward. It’s wrong to sell depersonalization as personalization.”
“What if we could reboot our lives like we reboot our laptops?”
“Does Vegas make you lose your mind?”
“HR EX is the barometer for EX at a company.”

I’m not Bob Woodward, but lots of people in my field are exhausted. If the best and brightest individuals in the field of human resources can’t fix their own work experiences, how can they fix work for you? The answer is that they can’t. Nobody can fix your work experience except you. And you’ll do it by prioritizing your values and putting yourself first.

Just wish I could get my colleagues to see it that way, too.

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There’s a hurricane headed my way, and I’m sitting in my hotel room killing a few hours before heading to the airport. I’m thinking about all the times I’ve come to Las Vegas for technology conferences and human resources events that promise to change the world and make employees happy, and then all the times I leave shaking my head and wondering why I show up at all.

This is not my tribe. These are not my people.

My people believe corporations can’t be trusted. We know that leaders would screw you over to save a nickel. And the only way to change the world is to show up for the people you love, commit to improving your community, and fight anybody who gets in your way.

So what the heck am I doing in Las Vegas? Why do I keep showing up?

Well, for starters, I’m in debt. I need to pay off the expenses of my failed technology company without touching my family’s savings accounts. So, I’m here in Las Vegas to find work in my industry as a content marketer. And it’s a mixed bag because I’m a strong writer with substantial relationships in an industry that frustrates the crap out of me. Maybe that’s why I can’t pay off this damn debt. Hard to do business development while being suspicious of someone who’s bragging about the innovation behind a chatbot. But I’d like to clear the decks on this debt before my husband clears the decks on me, is all I’m saying. So that’s reason number one why I’m here in Las Vegas.

The second reason is that I love my friends. I worked with a ton of awesome HR leaders and technologists. And even though I want to barf everytime someone talks about the intersection of AI and talent acquisition strategies, I love my colleagues and want them to change the world. And, in my mind, they can’t be effective without my nagging (aka my contrarian POV). Do you want an effective talent acquisition strategy? Don’t be racist or sexist. Stand the fuck up when it matters. Vote with your feet and work somewhere else if you hate your job. I’ve got plenty of platitudes, and, in my mind, these people need me. THEY NEED ME IN ALL CAPS.

But mostly I’m in Vegas because I can’t write a book about “work” or do a podcast if I don’t stay close to the world of work. And I need the inside scoop to help employees and even leaders fix work. This is what I’ve learned:

Sometimes the inside scoop feels like we will be okay, but mostly it feels like we’re fucked. It’s not just that skills don’t align with the needs of the marketplace. It’s that companies don’t value what humans have to offer. There’s an expectations gap, and I believe we need basic income and universal healthcare faster than ever. However, we don’t have the intellectual rigor to understand that wealth is hoarded, work is broken, and that our physical efforts at “work” will never yield financial security for most Americans.

Dark? Dystopian? Cynical? Sure, but at least I got to see my friends and colleagues in Las Vegas. Here’s hoping that my friendships and professional relationships endure and that I’m wrong about work, wrong about tech, and wrong about human resources.

Now does anybody need a blog post? How about a whitepaper?

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Did you know that a business has many of the same dynamics as a marriage? Everything that happens in a marriage (the good and the bad) is no different from what you can expect when running a business. Now, if you think keeping your business and marriage afloat is tough, just wait until you come face to face with toxic masculinity in the workplace. There’s never a dull moment in today’s podcast as Laurie invites President of RecruitingDaily.com, William Tincup, to dive into the art and science of entrepreneurship — and how we have to do better to end toxic male behavior in the workplace.

  • Laurie has known William Tincup for years and regards him as a friend and a mentor, a man of many talents who has always given her sound advice based on his many years of experience as an entrepreneur.
  • Today, William and Laurie share their experiences and take a critical look at startups, entrepreneurship, and how to address and amend toxic masculinity in the workplace. They also talk a little about art!
  • A business is a vehicle for relationships where people exchange services for monetary gain. But before you dive into creating a business, you always have to START somewhere first. There are several things to consider before starting a business and, contrary to popular belief, you do not make it as an entrepreneur with sheer passion alone. You can’t give what you don’t have, so if you only have the passion to run your business, it’s going to fall short on other aspects.

Critical considerations that are required before creating your own startup:

  • What do you name your company? Do you take the realistic route, where your website name spells out what services you provide? Or do you go for the more abstract approach and come up with a witty made-up word that tells a good story about what your company does? Well, of course, the name of your business is important, but it’s not nearly as vital as your business’s brand being memorable. Both choices have their merits, as long as you create a memorable business, service and brand.
  • Likeability + Compelling = Memorable… and then convert “memorable” into revenue. You’ll need to find the perfect balance between the art and the science of a startup. Think of it this way: the “Science” aspect is product development, the “Art” aspect is marketing and delivering the product – both need to be in sync with each other for the coherent whole to work.
  • Great communication is where most companies struggle. William Tincup forwards one reason for this poor communication: that men are not exactly the best communicators. It is difficult for them to learn to apologize, and sometimes even give a proper compliment when it is merited. So, what can men do to change for the better? Tincup has one crucial strategy to begin: men need to STOP interrupting, talking over, and ignoring women when they are sharing their ideas and opinions. No more mansplaining, guys! And it’s up to other men to call it out in their peers.
  • There’s nothing easy about being an entrepreneur. You need to put in your best effort to service your customers and treat your employees well. The hustle never stops and the decisions don’t come easy. If you’re launching a startup because you think it’s going to be easy, consider this your first warning!

There is so much work left ahead of us to make work a better place for all. It can be discouraging, which is why it’s extremely important to remember that nothing worth doing is ever easy. Keep fighting the good entrepreneurial fight — it’s never too late to do your part to fix work for everyone.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

William Tincup

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Hey, everybody. My industry — human resources technology — is full of experts, thought leaders and influencers. Every industry has people who move the needle, either behind the scenes or out in public, and HR is no different. Think of all the beauty bloggers, crafty moms on Pinterest, and fitspo Instagrammers.

Up until recently, nobody described this aspect of our industry until a magazine called Workforce took a swing at describing “influence.” The journalist who wrote the story, Michelle V. Rafter, is a seasoned reporter who understands the business of HR and technology. She used the words expert, thought leader, and influencer with precision and rigor.

And it turns out that I’m an influencer, lucky me.

Listen, nobody takes an influencer list seriously except the people who feel like they should be on the list and aren’t. But I’m smart enough to know that my words and actions carry importance in my community. So you’ll often see me using my platform to amplify stories and advocate on behalf of causes (or people) who mean the world to me.

That’s why I stole the influencer image from the Workforce article and made t-shirts to help support my colleague, Mollie Lombardi, who was diagnosed with Parkison’s Disease but fights to stay fit and active.

Mollie is the ultimate influencer — someone who influences the influential — and she runs a charity endeavor called #HRGivesBack. If you want to give the finger to Parkinson’s as I do, please buy one of my limited-edition t-shirts. They’re $25, and you can contact me at hello@letsfixwork.com to place an order.

There’s a limited quantity available, and all proceeds benefit #HRGivesBack and Team Fox.

Mollie’s mission is so important to me that my friend, Lenny Terenzi of Hey Monkey Design, was moved to donate his time and energy to rush the production of these shirts for the HR Technology Conference & Exposition. He gave me a super-awesome discount and got the job done in less than a few days, so if you want me to bring your shirt to Vegas, just let me know.

TL;DR Influence in a void of narcissistic emptiness — on Facebook, Instagram, or even in your mind — is power wasted. If someone ever calls you an influencer, don’t blow it. Use your position in the community to do good work for someone else.

Now let’s raise some money for #HRGivesBack.

[📷by Kathy Howard Portrait]

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You’re not getting enough sleep.

After twenty years of working in the field of human resources, I think that lack-of-sleep accounts for a majority of work-related problems and conflicts.

I have an inbox of inquiries from readers who can’t get along with coworkers, have difficulty articulating their ideas, and can’t connect with a sense of passion or meaning. And the language used to describe these problems is exaggerated, hyperbolic, and absurd.

People who get enough sleep might feel irritated about work because they are adults; however, they don’t have the types of issues that are in my email account. I’m contacted by people who are having extremely irrational meltdowns and disrespected and displaced by colleagues, vendors, or even local executive teams.

So that you know, a “local executive team” is never truly an executive team. People who get enough sleep can see that a local executive team is a name to make a regionally-confined group of people feel better about themselves. It’s a trick. They have nowhere else to go in the company, or they can’t relocate. You should laugh at those suckers who take pride in such a bullshit system meant to appease people who have limited internal mobility.

But, no, you’re going to freak out.

When you’re rested and balanced, it’s easier to analyze what’s happening, prioritize the situation, and determine if a response is vital. And if an answer is required, a person who gets enough sleep doesn’t plot revenge. Or, if she does, it’s the kind of revenge where you give no fucks, and you live your best life out in the open.

Every poor decision I’ve ever made in my life can be attributed to lack of sleep. Yelling at my partner. Being irritable and disrespectful to colleagues at work. Eating like crap during the day and then eating like crap once I was home from the office. Pumping myself full of drugs — for my wacky digestive system, for my mood, for my irrational life — instead of getting more sleep.

Getting enough sleep means designing a life where you can rest. And for a while, it was hard for me to believe that I was the only one responsible for resetting my body clock. But once I committed to more sleep, the rest of my life fell into place.

So, how do you get over insomnia-anxiety-life-is-too-busy-kids-suck sleeping patterns? Lots of proper research on how to get more sleep. Eliminate caffeine. Get more cardio earlier in the day. Drink more water. Get to bed at the same time every night and wake up at the same time in the morning. No electronic devices for a few hours before bedtime. Don’t do anything other than sleep in your bed. If you can’t sleep, practice mindfulness.

The best advice that was given to me? Create a simple mantra to repeat in my head when I wake up in the middle of the night. Say it over and over again until I fall back asleep. So, whenever I wake up, I tell myself—I’m happy, I’m safe, I’m loved.

Corny, but I say it no more than a few times, and I’m back to sleep. It truly works. Do you have a mantra like that? Could you try it?

If you have kids, you might also accept the fact that you’re not going to sleep normally for a while and design other aspects of your life to be less stressful. If you know that you can only sleep four hours each night because a three-year-old dictator runs your life, why are you overscheduling your days?

All of my insights and advice are useless if you don’t choose to prioritize your wellbeing and take back your sleep-cycle. We’re all victims of a busy world, and competing interests fracture our attention and energy for our time and attention. But if you don’t choose sleep, nobody will choose it for you.

And the longer you walk around like a zombie, the more you suffer. Isn’t it time to try something a little different and get another hour or two of sleep? I’m rooting for you, and so is my email inbox.

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Sometimes we get so bogged down hyper-analyzing the simplest questions, that we miss the obvious answers. “Do you love your job?” Your answer determines whether or not you’ve found the right place to cultivate your ever-evolving career, and it’s time to talk about it. Join our host/resident HR nerd and her guest, the former head of talent at Netflix (back when it was a mail-order DVD company — years before “Netflix and chill”) Patty McCord as they dive deep into understanding the world of work now, its future, and why you have to take charge of your career.

  • So, who is Patty McCord and why is she a big deal? For starters, she created the Netflix Culture Deck, which is a PowerPoint deck on culture that went viral years ago and is downright legendary in the business world. She is the HR equivalent of Margaret Mead, with her cultural anthropologist approach to the wonderful (if sometimes nasty) world of work.
  • Since leaving to forge her own path in 2012, Patty has been working hard to change the infrastructure of corporate culture at several high-level companies to create the positive change she wanted to see in society.
  • Patty is a feminist, thought leader, author, and an advocate of practicing radical honesty to move past the fundamentally broken way we manage people at work. Her book, Powerful: Building a Culture of Freedom and Responsibility, which is pretty much the hitchhiker’s guide to understanding Netflix’s work culture has been (as the title suggests) a powerful tool in transforming companies into high performing and high earning organizations.

Laurie and Patty share a conversation full of wisdom bombs — often touching upon the kinds of lessons you probably already know but all too often forget to pay much attention to.

  • The way we manage people is an HR nightmare. How are workers even expected to stay and love their jobs when they’re not treated like professionals? Seriously, these folks aren’t children, they deserve a better working environment where they are free to own their career and commit to their work.
  • Those times when employees went home saying: “Work was great today!” There is a way to replicate that. It’s called: “Let your professionals do the work they’re GREAT at!” If they’re not doing a great job, then they’re not a good fit, and that’s on you.
  • Hiring the right person for the job boils down to finding fully-formed adults. Since the world of work is always changing, you have to get people who are already whole and are ready to evolve with the company.
  • What’s the future of work and how does automation fit in all this? Don’t fear the future, don’t fear the unknown. Learn to say, “Things are changing. Is it better? How can we make it better?” There’s always room for improvement and that should be the goal of any scaling company.

The key takeaway from this episode is the more we learn to adapt and grow, the better off we’ll be as employers and employees. There’s really no point in subjecting yourself to the sheer torture of working for an organization that doesn’t treat you right. When you’re not being treated right, then you’re not in the right place. Laurie and Patty are firm believers in owning your career and calling the shots, so get on with it — you’re a professional, own your career.

The DIY HR Handbook

Wouldn’t you love to get your hands on Laurie’s no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!

Patty McCord

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LinkedIn

Twitter

Book

Resources

Let’s Fix Work – Patreon

Bob Sutton

Jennifer McClure

One Stone Creative

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