SHRM Impresses at National Convention: Great Takeaways

Several weeks ago, I had the great privilege of attending the SHRM National Convention in Chicago with 26,000 HR peers. This is always a remarkable opportunity for a variety of reasons. Notably, this conference provides a unique opportunity to meet and learn from HR Professionals and industry leaders from around the globe on a wide variety of HR-related topics, a wonderful networking occasion, and to take part in an event where I can bring back information and trends impacting HR and employers to our staff and you.

There was so much information to process with over 500 sessions to choose from. Here are some key highlights:
We heard from Al Roker on opening night who stepped in when the scheduled speaker cancelled. Now, this created a great deal of conversation about honoring commitments. And while it was disappointing for many, stuff happens. We’re in HR where we help organizations lead through change. Those of us who are BIG Al Roker fans found him to be hysterical with some really great insights and friendly reminders about working with others.

SHRM’s own CEO Johnny C. Taylor, Jr., shared his concern that a “storm is coming for HR, and we need to be prepared to run toward and lead our organizations through the changes”. These included AI in our workplace and remembering that you cannot have or use AI without HI – human innovation and intelligence. He noted that in the next 10 years, more than 1 billion jobs will be transformed by technology, with a McKinsey & Company report finding that as much as 30% of the workforce could be jobless in seven years because of AI. And only 12% of HR professionals think their organization is using the technology effectively.

Johnny referenced the skills gap in our country. As an organization that provides training, we cannot emphasize enough that the skills gap is ever present. This is something many of us are well aware of and are struggling with in our workplaces. The skills gap is stressing “our competitiveness, economy, our communities and our families,” Taylor said. Organizations should stop overemphasizing traditional college pathways and instead put more focus on other forms of education, such as vocational training, apprenticeships, and continued reskilling opportunities for workers, he said. With our work providing supervisory training, it is our belief that managers need to get really comfortable with the notion that they will be spending more of their time doing on-the-job training with new employees and getting them up-to-speed to do many of the jobs we need based on this skills gap.

It is important to keep some key items in mind. Individuals don’t know what they don’t know or have not had any experience with. With the wide rage of ages in our workplace it is easy to assume that people know what you know or have experienced what you have been through. Well, they simply have not. It is not as simple as a” generational” thing. We need to ensure each employee understands our processes, procedures, and expectations.

Another key message was that of civility. Mr. Taylor referenced SHRM’s new Civility Index—which gauges how often people say they have experienced or witnessed uncivil behavior. It is not surprising that the findings support that incivility is plaguing the workplace. While the overall sampling may have been small (and maybe only the tip of the iceberg) the numbers are staggering:

  • U.S. workers witness more than 171M instances of incivility every day (that is 7M acts of incivility per hour and 120K acts per minute).
  • Almost 40% of those incidents happen at work, of which 44% involve coworkers.
  • Only 25% of workers believe their managers can handle incivility at work (again supporting that supervisory training is a necessity).

Taylor called on HR and other workplace leaders to practice civil conversations. (SHRM is engaging businesses and individuals to be catalysts for civility through its “1 Million Civil Conversations” campaign.) Engaging in open and civil dialogue can bridge divides and build understanding—not only to create stronger workplaces, but also to promote the betterment of society, he said. As trainers we believe the goal here is a strong one of listening to learn and that we can ALWAYS learn from others. This would encourage us to be growth-minded and build a foundation within our organizations focusing on inclusion and belonging. This also ties in nicely with August being National Civility Month.

Other topics that HR Professionals need to pay attention to on the horizon (and for some of us we are) include overtime rules (which took effect July 1, 2024) along with pay equity and pay transparency as they will continue to grow in practice, policy, and employee expectation.

Employee mental health and well-being continues to make the top 10 list with understanding and identifying the symptoms and strategies to reduce employee burnout (perhaps by redesigning work). This also includes educating all employees around the impact of emotional intelligence and the value of trust and empathy needed from our leaders (actually from everyone at all levels). Included in this circle of activity is improved and healthy communication and conflict resolution with functional forgiveness (thank you John Baldino) and wrapping that up in a bow with an imperative as my friend Steve Brown says, “be human… to be people-centric in our roles as HR”.

In addition, organizational culture found its way into many session topics. Whether that was reinforcing a positive culture or the state of employee engagement and understanding employee motivators in building the kind of culture you want there was a little something for everyone to take back and discuss among their teams and explore what they are doing and what could be done going forward.

Finally, one of the best moments of the conference was the closing session with Sherri Shepherd. Her messages were clear: Listen to your intuition, Laughter and leadership – resilience through adversity and when faced with fear, “do it scared.” Many of the attendees commented that they could have listened to her for hours. Not only was she funny, but her message also resonated. When people are talking about “your message” days later you know you made an impact!

We hope to have the chance to attend a SHRM conference in the future and it just so happens next year will be in San Diego, CA June 29 – July 2, 2025. That’s just in our backyard for those of us in Oregon.

Celebrate National Ice Cream Day: The Sweetest Team-Building Event!

National Ice Cream Day, celebrated on the third Sunday in July, is the perfect opportunity to bring a little joy to your workplace. Hosting an ice cream social can boost team morale, foster camaraderie, and, of course, satisfy everyone’s sweet tooth. But before we dive into the fun of organizing your event, let’s scoop up a little history of this beloved treat.

Ice cream’s origins can be traced back to ancient China, where people enjoyed a frozen mixture of milk and rice around 200 BC. It wasn’t until the 16th century that ice cream began to resemble the delicious treat we know today, thanks to European royalty. The first official ice cream parlor in America opened in New York City in 1790, and since then, ice cream has become a favorite dessert across the country. In 1984, President Ronald Reagan declared July National Ice Cream Month and designated the third Sunday of the month as National Ice Cream Day, encouraging all citizens to enjoy this delightful dessert.

While classic flavors like vanilla and chocolate will always have a special place in our hearts, why not spice up your ice cream social with some unique and interesting flavors? Here are a few to consider:

– Basil Avocado: A surprisingly refreshing and creamy flavor that blends the herbaceous notes of basil with the smoothness of avocado.

– Wasabi Ginger: For those who like a little kick, this flavor combines the heat of wasabi with the zesty warmth of ginger.

– Blue Cheese and Fig: A sophisticated blend of tangy blue cheese and sweet, luscious figs that will intrigue adventurous taste buds.

– Honey Lavender: Floral and sweet, this delicate flavor is perfect for those who enjoy a more refined dessert experience.

– Bacon Maple: The ultimate combination of salty and sweet, this flavor pairs crispy bacon bits with rich maple syrup. Isn’t everything better with bacon?

Now that you’re inspired by the history and flavors of ice cream, it’s time to plan your ice cream social. Here’s how to make it a memorable event for your team:

– Set Up a Sundae Bar: Provide a variety of ice cream flavors, toppings, and sauces. Think beyond the usual sprinkles and chocolate syrup – offer fresh fruits, nuts, candy pieces, and unique sauces like caramel, hot fudge, or even balsamic glaze.

– Create a Fun Atmosphere: Decorate the space with colorful streamers, balloons, and ice cream-themed decorations. Play upbeat music to keep the energy high and encourage laughter and conversation.

– Organize Games and Activities: Plan ice cream-related games such as a sundae-making contest, ice cream trivia, or a blind taste test of exotic flavors. Prizes can include gift cards, extra vacation days, or even a coveted office trophy.

– Encourage Team Participation: Have team members sign up to bring their favorite homemade or store-bought ice creams. This not only adds variety but also fosters a sense of contribution and involvement.

– Offer Dairy-Free and Vegan Options: Ensure that everyone can participate by providing non-dairy and vegan ice cream options. There are many delicious alternatives made from almond, coconut, or oat milk.

Finally, remind everyone that National Ice Cream Day is all about indulging and having fun. Encourage your team to take a break from their busy schedules, enjoy a scoop (or two) of their favorite flavors, and relish in the simple pleasure of eating ice cream. After all, what better way to beat the summer heat and build team spirit than with a deliciously sweet treat?

So, go ahead, splurge a little, and make this National Ice Cream Day one to remember. Here’s to laughter, good company, and, of course, ice cream!

Celebrate International Joke Day: Share Some Humor and Laughter in the Workplace

International Joke Day, celebrated on July 1st, is the perfect opportunity to infuse a bit of humor and joy into your workplace. In today’s fast-paced, often stressful work environment, laughter can be a powerful tool to boost morale, foster team spirit, and enhance overall job satisfaction. So, let’s take a moment to understand the science behind laughter and how it can positively impact our workplace.

Laughter is more than just a spontaneous response to humor; it’s a complex physiological reaction that involves multiple systems in the body. Here are some key benefits of laughter, backed by science:

Reduces Stress
When we laugh, our bodies release endorphins, the “feel-good” hormones. Endorphins promote an overall sense of well-being and can temporarily relieve pain. Laughter also decreases the level of stress hormones, such as cortisol and adrenaline, which helps in managing stress more effectively.

Boosts Immunity
Laughter can boost the immune system by increasing the production of antibodies and activating immune cells such as T-cells and natural killer cells. This enhanced immune function helps the body to fight off illnesses more effectively.

Enhances Mood
Laughter triggers the release of dopamine, a neurotransmitter that plays a crucial role in the brain’s reward and pleasure centers. Increased dopamine levels can lead to feelings of euphoria and happiness, significantly enhancing our mood.

Improves Social Connections
Laughter is a social activity that fosters bonding and strengthens relationships. Sharing a laugh with colleagues can create a sense of camaraderie and improve teamwork, making the workplace more cohesive and enjoyable.

Promotes Mental Health
Laughter can be a powerful antidote to anxiety and depression. It provides a healthy outlet for releasing pent-up emotions and can shift perspective, making challenges appear less daunting. Regular laughter can improve overall mental health and resilience.

Join the Fun: Share Your Best Workplace-Appropriate Jokes

Laughter is contagious, and we want to spread it far and wide this International Joke Day. We encourage everyone to join in the fun and share their favorite workplace-appropriate jokes. Whether it’s a classic one-liner, a witty pun, or a clever knock-knock joke, we want to hear them all!

By sharing our best jokes, we can create a lighthearted and positive atmosphere that makes our workplaces a more enjoyable and productive environment. So, let’s embrace the spirit of International Joke Day and bring some humor into our daily routine.

Remember, a day without laughter is a day wasted. Let’s make July 1st a day filled with smiles, chuckles, and good vibes. Happy International Joke Day!

Recognition of Employee Contributions: More Than a Check-in-the-Box is Needed

In the bustling world of business, where targets and deadlines often dominate, recognizing employee achievements and milestones can sometimes take a back seat. Yet, acknowledging the hard work and dedication of employees is not just a nice gesture—it’s a crucial element of a healthy workplace culture. It’s also essential to remember that not all employees find public recognition enjoyable, and it should not be a one-size-fits-all approach.

Imagine you’ve just completed a major project, and your boss decides to recognize your hard work in a company-wide meeting. For some, this public acknowledgment might be a source of pride and motivation. For others, it might be a source of anxiety and discomfort. This diversity in preferences underscores the need for personalized recognition strategies.

When planning to recognize employee contributions, consider the following:

– Know Your Employees: Take the time to understand each employee’s communication style and preferences. Some might appreciate a public shout-out during a team meeting, while others might prefer a private note of thanks or a one-on-one conversation.

– Personalized Recognition: Tailor your recognition efforts to suit the individual. This could mean celebrating a milestone with a team lunch for some, while others might value a handwritten note or a day off.

– Consistent Effort: Recognizing achievements should be an ongoing effort, not just an annual event. Regularly acknowledging small wins can be just as important as celebrating major milestones.

Different employees have different communication styles, and recognizing this can make your appreciation more impactful. Here are some tips to ensure your recognition efforts resonate:

– Verbal Recognition: For those who thrive on verbal affirmation, a few sincere words in a team meeting or a direct conversation can go a long way. Make sure your praise is specific—highlight what they did and the impact it had.

– Written Recognition: Some employees might appreciate written notes or emails. A well-crafted message can be saved and revisited, providing a lasting sense of accomplishment.

– Symbolic Recognition: For others, tangible tokens of appreciation, such as awards, certificates, or small gifts, might be more meaningful. These can serve as lasting reminders of their hard work and achievements.

Recognizing employee contributions should never be a mere formality. It’s about finding authentic and meaningful ways to show appreciation. Here are some strategies to ensure your efforts are genuine and impactful:

– Be Specific: Generic praise can often feel hollow. Instead, be specific about what the employee did and why it was valuable. This shows that you truly understand and appreciate their contribution.

– Be Timely: Recognition should be given soon after the achievement. This immediacy reinforces the connection between the action and the appreciation.

– Encourage Peer Recognition: Sometimes, praise from a colleague can be just as powerful, if not more so, than recognition from a manager. Encourage a culture where team members acknowledge each other’s efforts.

– Celebrate Milestones: Don’t just focus on the big wins. Celebrate personal milestones like work anniversaries, professional development achievements, and other personal victories.

Recognizing employee contributions is more than just a task to be checked off a list—it’s an ongoing commitment to fostering a positive and motivating work environment. By understanding individual preferences and communication styles, and by making recognition meaningful and specific, you can create a culture of appreciation that benefits both employees and the organization as a whole. Remember, the goal is to make every employee feel valued and motivated, and there are countless ways to achieve this with sincerity and thoughtfulness.