Category Archives: employee communication

Can Glassdoor Remain Objective?

Now here’s one worth watching. Glassdoor.com, the career website that lets employees trash or praise employers anonymously (with more doing the former than the latter), has just opened its doors to employers to defend themselves, if you will.

Actually, companies don’t respond to specific complaints. Rather, they’re now invited to join a new program called Glassdoor Enhanced Employer Profiles that lets them post their company profiles on the site — in exchange for a $495 (and up)-per-month subscription.

Problem is — and the Wall Street Journal lays it all out pretty nicely in this recent story (subscription only)  — Glassdoor’s going to have to somehow prove to all its users and visitors that those advertising dollars aren’t swaying decisions to filter certain reviews, or affecting the site’s employer-rating system.

Hmmm … this could get a bit dicey. Welcome, Glassdoor, to a dilemma journalists and media holdings face every day: how to ensure and uphold their objectivity in reporting on industries and organizations at the same time they’re inviting many of those organizations to adverstise.

 It’s not easy, but that advertiser/customer (reader) line is one we here at HRE endeavor mightily to never cross. Can’t say every competitor does the same. But can say our readers seem to appreciate it, from what I hear in my travels and discussions with them.

Glassdoor has already decided to allow paying companies to have their uploaded “company photos appear first when a job seeker is scanning a Glassdoor profile for a company, requiring a bit more work for site visitors to see the unofficial photos posted by employees,” the WSJ story says. Glassdoor CEO Robert Hohman tells the paper he doesn’t believe the order of photos will matter much.

Hope, for his sake, he’s right.

Risks of the Recovery

Better times are coming. More people are looking for work. Wages are thawing out. Defined-contribution employer matches are returning.

But before your workforce rebuilding goes full bore, consider the landmines of the recovery, Matthew S. Effland, employment lawyer with Olgetree Deakins, told attendees at the Society for Human Resource Management’s 2010 conference.

Despite the name of his session, “And the Tide Rolls Back In — Legal Issues in Rebuilding Your Workforce Post-Recession,” Effland’s warnings were not confined to the law. He spoke a lot about “survivor anger” spreading through corporate America right now — among people who’ve been working on frozen wages, doing the jobs of laid-off former co-workers as well as their own, and feeling minimized by their companies’ efforts to infuse new blood into the organization by recruiting outsiders and paying them higher salaries than their own.

“Think about what you can do to make sure you’re taking care of the survivors,” said Effland. “Their disgruntlement can lead to litigation if you’re recruiting from outside to replace a position equal to theirs at a higher wage.”

Also be careful not to “give into the pressure” to selectively re-hire laid-off employees, those problem workers you were able to let go of in the name of hard times. Those who are not re-hired when others are, or who are told to reapply for the same position, “will feel some sense of entitlement, and may sue, and may have a case” if they fall under a protected class, he said.

“Avoid the shortcuts and the push for speed-hiring,” Effland said. “And make sure you fully document your hiring process. When you decide not to hire someone back, you better be able to justify it and explain it in a court of law.”

Experimental HR

Vineet Nayar, CEO of HCL Technologies, a global IT services company headquartered in Noida, India, urged the SHRM audience to treat HR “as an experimental journey,” and to consider follow his example of treating the employee first, the customer second.

Management doesn’t create value, he said. It can only “induce, encourage [and] enable the creation of value by the employees.”

HR leaders, he said, should consider the leadership of Ghandi, MLK and Nelson Mandela. What they did, he said, was create dissatisfaction with today and develop a romance among their followers with tomorrow.

Autocracy doesn’t work, he said. Democratize the workplace. Managers need to be answerable to employees instead of just the other way around. And the result of treating employees first is that customers will be served better.

To create an environment conducive to change, however, requires trust. In his company, Nayar facilitated that trust by providing an environment of 100 percent total transparency. His 360-degree assessment is posted on the company intranet. If an employee asks him a question — and 99 percent of the questions are negative, he said — his answers are sent to all employees.  (The questioners must also reveal who they are.)

His $2.3 billion company continues to grow rapidly — without new services, new products, new locations. It’s due to placing trust in his employees.

“Transfer the problem to them. They create magic in the interface of customers and employees,” he said.

Healthcare Reform via Video

Charleston, S.C.-based Benefitfocus just announced at the Society for Human Resource Management’s 2010 conference a pretty straight and simple way for employees to understand how healthcare reform will affect them — without bugging their HR executives.

It’s called the Healthcare Reform Certification Program, but don’t let the name fool you. It’s more about education than certification — though visitors to the site can actually become “certified” by passing certain quizzes to test the knowledge they just acquired.

In a nutshell, the new offering is a simple collection of bare-bones information and a series of videos, professionally created in the company’s high-definition studio in Charleston, to guide everyone — including those under 30, who are still trying to get their arms around the benefits morass — through HDHCs, HMOs, PPOs, HSAs, FSAs, you name it.

The videos are designed to transform complex concepts into short, easy-to-understand sound bites. Each segment communicates a different provision of the law, using chalkboard animation to bring the legislation to life. Visitors can view the videos as many times as needed.

The Benefitfocus platform is a Software-as-a-Service model, available for a monthly fee to companies; the certification program is free, with no codes or customization work needed. “We’re calling this video-as-a-service,” says Jim Kelly, vice president of employer sales. “It basically answers the ‘What’s in it for me?’ question — ‘What does healthcare reform mean for me?’ We think it changes the game dramatically.”

The Meaning Behind the Work

Dave and Wendy Ulrich made a nice coupling on stage Monday at their session, “The Why of Work: How Great Leaders Build Abundant Organizations that Deliver Value to Employees, Customers, Investors and Communities.”

No surprise the joint session at SHRM worked, considering the Ulrichs have been married for many years and share three children and a granddaughter. But it was their joint message and the subject of their new book, The Why of Work, that carried an especially cohesive and cogent argument — that organizations would do well to start looking at themselves as places where people find meaning and purpose. More importantly, that organizations should be looking for ways to cultivate that new realization and approach.

“We’re taking a different cut from human resources,” said Dave Ulrich, professor at the University of Michigan’s Ross School of Business and a prolific and well-published HR expert. Wendy is a professional psychologist and founder of Sixteen Stones Center for Growth in Alpine, Utah. “We’re basically combining HR and psychology,” he said.

They’re also taking their show on the road, if you will, to refute the notion that fostering the relationship between worker and work, and helping employees find meaning and purpose in their jobs is some warm and fuzzy, soft and cuddly notion. “I hear this criticism in some circles,” said Dave Ulrich. “I tell them they’re just wrong. Still, I can’t convince everyone.”

The Ulrichs’ base their premise on the early works of Austrian neurologist and psychiatrist Viktor Frankl, author of Man’s Search for Meaning, which he wrote while imprisoned in a Nazi concentration camp. At the time, Frankl discovered that, even in the harshest and cruelest of settings, some people remained vibrant and vital because of their stories and their strengths, and the strengths they could bring to one another. They found meaning in their identities.

So, too, should “organizational strategies be stories,” said Ulrich. ” Successful leaders should be meaning makers. We want to begin to change the conversation” about what HR’s purpose should be as well.

Calling on another famous thinker from the past, Wendy Ulrich told the story of medical researcher Jonas Salk, best known for his discovery of the polio vaccine. Salk, in one interview, recalled how his mother found lessons to be learned in all his setbacks. She created the learning environment that, in turn, created the famous scientist.

“Do we inculcate a learning environment in our organizations?” she asked. “How do we learn from our setbacks, and help our employees learn from theirs? What are we doing in HR to promote that?”

One clear path to helping people find meaning and happiness in an organization, they said, is to promote the importance of the team and relational strengths. “HR,” said Dave Ulrich, “is the force of the organization that shapes identity.

“One of my greatest fears in HR today,” he said, “is that we’re so worried about talent, we’re forgetting about the organization — its systems and the capacity to work together.” That’s where the meaning and purpose lie, he added — “building on your own strengths to strengthen others.”

Tough Topics

Every one of the 340 seats were filled and so was most of the floor space and entry ways when Paul Faclone, vice president of employee relations for Times Warner Cable, took the podium to talk about tough conversations.

As the poor SHRM volunteer was frantically trying to comply with the fire codes of the San Diego Convention Center and not let the doorways be blocked or the room be more filled than permitted (a losing battle made even worse when Falcone encouraged some of those in the doorway to take over some of the empty floor space up front), Falcone told the audience the one item he would like them to take away from the session:

“Perception management is the most important thing I want you to take away from this session,” he says. “It’s like feelings — they are not right or wrong; they just are.”

Perception, he says, is the reality — until proven otherwise.

Tough conversations, he says, will nearly always take place when someone is feeling vulnerable. It doesn’t take much to move that vulnerability to anger.

Treat people with respect. And remember, “it’s not what you say; it’s how you say it” that may leave the most lasting impression.

Employees Sometimes Do Know Best

Before you stop reading this, thinking it’s some department-store promotional, hear me out.

The other day, I was in a Kohl’s Department Store madly searching for the right print in the right size in the little time I had. Taking my quest to the customer-service desk, thinking I’d probably be directed to another store (if I was lucky), I was directed instead to a telephone on the wall across from the desk. I picked it up and was immediately connected to a very friendly Kohl’s.com representative who quickly checked her “kiosk” of wares, found it and, while we were chatting, shipped it to my home, no shipping charge attached.

“This is our new service,” she told me. “If you don’t find exactly what you’re looking for in any of our stores, we can now direct you to this phone and you get it sent, no charge.” Misson over, headache abated, faith in your fellow humans temporarily restored. How simple.

“I’m impressed!” I told her. “I haven’t heard of this particular type of service before!”

“We came up with it ourselves, employees here at Kohl’s,” she said, sounding immensely proud. Some stores have installed computers in their customer-service departments, “but this just felt more personal; it made common sense,” she said. “We don’t think anyone else out there is doing this but us.”

In my old reporter mode, I immediately tried to track it down, thinking there might be an innovation case study for us in it somewhere. But the best James Barnes, Kohl’s’ manager of public relations, could give me was that the company is “very focused on implementing concepts that improve the customer experience and provide excellent customer service.” So, oh well, I guess I wasn’t going to get names — no what, why, where and when either.

I did come across this release, though, about a new book by the CEO of HCL Technologies, Vineet Nayar, pushing his notion that companies of the future need to shift their mind-sets and start relying on the good ideas of their employees when it comes to customer service, or fail. His book, Employees First, talks about solving much harder, more strategic problems around customer satisfaction by giving up the age-old notion that C-suiters and line leaders are where your solutions lie.

“Nayar argues,” the release says, “that the best way for companies to meet their customers’ needs is to stop making customers their top priority. Instead, companies should shift their focus to empowering employees to solve customer problems — in part by making management accountable to the employees who are the real creators of value.”

In Nayar’s own words: “Perhaps the biggest surprise for readers of my book will be that Western-style companies can achieve even greater success by making their approach to business more democratic. Companies with traditional top-down, pyramid-like hierarchies with rigid reporting structures make it very difficult for critical competitive information, garnered on the front line, to flow uphill to the C-suite, where strategic business decisions have traditionally been made.”

Kohl’s might be onto something here. Its employees certainly seem to be.