HR Game Changing in wine country
On Wednesday I ran our HR Game Changer roadshow in Napier. As with Wellington, this was to showcase what was discussed at the conference in September for those who missed out. Also for those who attended and didn’t get to come to each of the mini-conferences we had as part of it!
A fabulous group of HR people came along, ate, drank and sparked off a whole lot more great ideas.
Here’s what we came up with (and yes the culture & change team won the night with the most suggestions!!).
- Treat future employees or candidates as you do customers – market to them!
- Use customer databases for referrals as well as employees.
- If you are at the point of advertising you’ve missed the boat.
- Work out what makes your company/business attractive and use that.
Culture & Change
- Look at where the culture really works in the organisation (either across or down) and showcase that
- Accept there are differences and find ways to work with them, not against them
- We need to get our SMT or owners to WANT to walk the talk and then walk the talk!
- Create an urgency to push change along. Kotters change model – something has to change driven from the top down.
- There is no point in measuring things if we’re not going to do anything with the results. Waste of time and we need to stop it!
- Ask the questions more than giving answers
- We are all at work for different reasons – be aware of that. Help managers understand that.
- Start with the basics. Live what you believe in. HR should be role models!
- Marry up content with interaction. We talked about using TEDx talks, video’s or on line modules but then having a discussion group to talk through what the learnings are. This could be an online gorup, or you could get people together, watch the TEDx talk then discuss! This adds the human element and means people can share what the video meant to them and what they took from it.
- Point out the WIIFM (what’s in it for me). Teams are time poor – help them out of the black hole.
- Plan out what your ROI (return on investment) is before the session and how the learning is going to be transferred. May sound like common sense but often is forgotten!