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Disappointment and performance

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As a proud Welshman, I was hooked to the television on Saturday morning to watch the Welsh rugby team play France in the semi final of the Rugby World Cup. The Welsh were favourites after a series of strong performances in earlier games and it seemed that it was almost a matter of time until I was watching them in the final for the first time.

But with less than 20 minutes gone, their captain was controversially sent off and reduced to 14 men for over an hour, the effort was too much and they lost by a single point. Unsurprisingly, the post match analysis and the media focus was all on the sending off, the rights and the wrongs, the ins and the outs. In the words of the Coach Warren Gatland,

 “the destiny of having the opportunity was taken away from us”

In business I have seen so many people who feel the same way. Passed over for a promotion, working for someone who they don’t respect, not paid the amount they think they are worth, on the project that is going to the wall because it is being led by “that idiot”.

And that is the thing, it is always someone else’s fault. And often the one at fault is the guy in charge.

I’m not going to say that the world is without injustice. Sometimes bad things happen. But my point is that obsessing on these things just isn’t healthy. It doesn’t make you a better person, it doesn’t improve your performance it ultimately will not bring you success.

There are certain factors that you can control in your life, in your work, and there are others that you can’t. Focussing on and trying to control the things that are out of reach of your influence is a sure-fire way for a life of resentment and frustration.

The Welsh players can’t go back and change the decision that was made. But they can prepare for the third place play off and show the world why they are the team that everyone would wish to be in the final. And then they can go on to the Six Nations on a high and with a chance to show the world once again their abilities.  They need to accept that they didn’t lose because a player was sent off, they lost because they scored less points than the other team.

Likewise, you can’t go back and get that promotion, change your manager, increase your own pay or run that project. But you can focus on the next opportunity, the next chance to shine and you can prepare yourself to make the most of it.

Disappointment is natural, we all want to do well. But most of the time it is your fault when things go wrong. Accept that, work out what you’d differently and focus on improvement. It takes a bigger person to do and sure it will hurt at times, but I guarantee it will be ten times more effective than focusing on past failures and looking for someone to blame.

The Carnival of HR

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Welcome friends, pull up a chair, make yourselves comfortable, maybe get a cup of tea, something to nibble on (just no crumbs on the keyboard ok?) and enjoy the latest round of lovingly scribed delicacies submitted for the enjoyment and pleasure of the Carnival of HR. So, if you’re sitting comfortably, then I’ll begin……

Very few bloggers can get me to go and have a conversation with a fish, but Paul Smith in his post “One great thing you need to know about being a manager” nearly made me do so. I say nearly, because I don’t want you to thank that I’m either mad or easily influenced.  I knew the post was a lesson on leadership really, assume makes an ass out of u and me, as they say.

Meanwhile, back in reality Cathy Missildine-Martin is mulling over the key aspects of corporate culture and no…not the pot of yoghurt that was left in the fridge sometime before the summer holidays.  What leads to a good culture? What makes those organisations different that develop great cultures? And what is the role of values in developing culture.

Which brings me to my first Brit alert….I’m going to add a “u” into a word….don’t panic, roll with it, you’ll be fine….. corporate humour from Andrew Tarvin next as he talks about the 5 stages of working relationships.  Come to think of it, if I’d known this a while back I wouldn’t have sent all those unrequited emails…..oh well I guess you live and learn…..never did like them anyway….

You know that moment when you read a blog post and it resonates wholeheartedly with you?  This one from Dan McCarthy did just that with his advice on spotting “That Guy” in corporate environments. I should be clear…..when I say resonates…..I mean about someone else…..not me……honest……I’m one of the cool kids…..

Benjamin McCall is short and to the point….but he has got by in life pretty well nonetheless, whether that is through platforms or an abundance of talent I’ll leave to you to decide. And this post on innovation and ideas, is likewise short and to the point…..you snooze you lose….or words to that effect….but sounding cleverer than if I’d written them.

As an HR pro of some 15 years plus, I’m pretty used to seeing the early signs of workplace stress I know when someone needs a holiday. And that neatly brings me on to this little submission from Dwane Lay. Dwayne…..I’m on your side….I’m here for you…..call me? A little portion of video genius.

When it comes to blogging, us Brits are outnumbered by our American cousins.  We’re ok with that, after all we gave the world history, culture, language and essentially civilization. Blogging? We’ll give it to you. Jon Ingham has been blogging since he first laid his hands on a ZX Spectrum (or so he tells me) so to keep the Union Jack flying here is his post….from a conference……in America…..

I once worked in a company that had a revolving door policy….but I’ll leave that one to my memoirs.  Susan Heathfield has been talking about open door policies.  The good the bad and the ugly. Strikes me that open and honest communication might be key? But I’ve always been a revolutionary….

Do you remember when we used to have a banking system? Cast your minds back….remember? Then all of a sudden we started to talking about toxic assets, the pound became equivalent to three groats and America ate itself to death.  How about toxic team members though? These ones aren’t a by-product of over indulgent bankers, they’ve been around a lot longer and Wally Bock has some advice for dealing with them right here.

“If music be the food of love, play on”. Shakespeare…another Great British invention gifted to the world….you can thank me later. However, Ian Welsh is turning his thoughts to music and the workplace in both a literal and metaphorical sense. I’ve worked in few places that had more than a nod and wink to the Dead Kennedys. Harmonious it was not.

Those of you know me a little will know that existentialism is close to my heart. That along with beer, cheese and ridiculous shirts….hell I even had my own little existential crisis going on for a couple of years.  That is what happens when you work with people…..but “back in the room” Prasad Kurian is talking a lot of sense about HR and the creation of defining myths. I also see a semi slap for Ulrich in there, so it must be worth reading.

Where Paul Smith sees guppies, Carol Morrison sees green beans, (what is it with these metaphors people? HR is like a watermelon because……) however, Carol has the same name as my mother so I won’t have a word said against her.  If you’re worried about your shelf life or the shelf life or your co-workers, take a read and work out what might be going on.

Any post that takes its name from a Snow Patrol song and name-checks my friend Laurie Ruettimann is good with me. I’m fickle like that.  But if it also makes a great point about the boss being just that, THE BOSS, then I’m rolling on my back waiting to have my tummy tickled (metaphorically speaking of course).

Trevor Beattie has this theory that we need to stop heading for the one big idea and focus on having lots of little ideas and I hear more than a little of this message coming from this post from my American friend Steve Browne who challenges us to have 5 new ideas every day. That’s a lot to ask of a profession where many haven’t had 5 ideas in a career….never mind new ones!

When I was out in Atlanta for HR Evolution earlier this year I learnt that Americans are big on hugging.  As a Brit, if someone comes within 5 yards of me I go into attack mode.  It has got me this far in life and the psychiatrist is on a retainer with a high discount clause so we’re all good.  But it doesn’t mean that I don’t care for people.  Leaders need to show that they care for the people in their organizations, proposes Linda Fisher Thornton here. Care, yes. Hug, no.

Very few people can blog about recruitment for any period of time without turning into clichéd zombies that make you want to poke yourself in the eye with a rusty nail whilst dancing naked, with painted buttocks, and howling at the moon.  Take Mervyn Dinnen for example Mervyn Dinnen is a stand out exception a man who outputs more than he inputs, find out why.

HR technology…..like trying to eat a dozen dry biscuits after being out in the desert for three and half days surviving on pork scratchings. Or am I wrong? Seems like there is a lot going on that I’ve missed since crawling out from under my stone and who better to put me right than Mark Stelzner with his review of HR Technology 2011. And it was held in Vegas, so that desert reference shouldn’t go to waste (the pork scratchings though might be another thing….)

Dan McCarthy (above) talked about “That Guy” you know the one that always takes credit for everything? How infuriating is that? And when it comes to interview we all know the candidate that bangs on and on about what they have achieved with little mention of the poor minions that actually did a lot of the work. A theme touched upon by John Hunter in his post.  John I’m with you, but just for the record, who wrote that post…was it you or the small army of blog dwarfs you have under your desk?

Last but by no means least is the sensational Suzanne Lucas (Evil HR Lady) on why quitting isn’t always a bad thing to do.  And you know what? She’s right, which is why I’m going to stop now and bid you farewell.

You’ve been a great audience, don’t forget to pick up a t-shirt on your way out. If you like what you’ve seen, I’m available for weddings, funerals and bar mitzvahs, my rates are reasonable and I’m pretty much house trained.  But right now, I’m going for a long lie down in a dark room….I think that’s best for all of us, don’t you?

Reforming around the edges

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Yesterday saw the government propose slight changes to the Employment Tribunal service in the UK with the introduction of a £250 fee to lodge a case, refundable if you win but not if you lose.  Heralded by Chancellor George Osborne as,

“….ending the one way bet against small businesses”

There is some sense in the intention behind the proposals.   Throughout my career I’ve seen a number of employees and ex-employees lodge Tribunal claims when there was little if any merit in them.  In some cases, there was simply two “views” of the events that took place and in these cases I would find it hard to see any way in which you could eradicate the proceedings.  If an employee feels aggrieved then they feel aggrieved, a £250 fee will hardly change their behaviour and the rights and wrongs of the events need to be assessed by an independent third-party. ACAS have often played a valuable part in these proceeding in the past.

On the other hand, however, a number of complaints that I have seen in the past that can only be described as vexatious. It brings to mind the conversation that was had with a “legal advisor” to an employee who during a disciplinary investigation had gone onto long-term sick leave.  The advisor approached us in a very aggressive manner and said that they had a case for unfair dismissal and that we would need to settle RIGHT NOW.  This of course led us to point out (calmly) that,

  1. There hadn’t been a dismissal
  2. As we hadn’t concluded the investigation, we couldn’t know whether it would lead to dismissal, and
  3. Even if it did, unless he was Mystic Meg it would be hard to tell whether that dismissal was unfair (given points 1 and 2 above)

But we’re experienced HR professionals and new a line when we saw one.  But, for me, this highlights a bigger area that needs to be tackled if we are going to get a sensible even-handed approach to employment relations: shoddy legal practice and shady employment lawyers.  The individual in this case was working for a charitable organisation that received Lottery funding in order to operate, the website at the time boasted about how much money he had made for various clients (some of which I’m sure were deserved).

As a company, in such circumstances you’re left with a choice.  If the individual proceeds then you need to engage lawyers or spend a lot of time working on the case yourself.  This incurs either direct cost or indirect through time, cost and time that many organisations just don’t need to incur.  So the natural inclination in many cases is to get the cheque book out and settle. Job done.  Everyone is a winner…..almost.

If the Government really wants to tackle the problem of vexatious claims then it needs to tackle the legal advisors that pursue them.  They are the people who can change and challenge the compensation culture, but of course it is a really hard thing to tackle.  People have the right to legal support and whilst there are many reputable legal advisors out there, how do you sort the wheat from the chaff? The bullying, threatening, inappropriate behaviour of a few, who know that the chance of winning is slim, but know that if they push employers enough, it becomes financially impractical to defend.

The whole thing is a bit of a mess, there are far too many Tribunal cases taking place and far too many claims being made that never reach Tribunal because the cases have been settled beforehand.  Nothing, sadly, is going to change soon and these proposals won’t make much of a difference. What is really needed is a review of the whole tribunal system and the way in which employees are represented.  Until that time, just expect £250 to be added to the demands for settlement.

Business will bear the cost. Again.

How little are you worth? Pay, the economy and a living wage

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It is very rare that I hear something on the radio in the morning that makes my blood boil. Mainly because it is normally so early that I’m still half asleep and more interested on getting to the train on time than getting aggrieved at an inanimate object.  I made an exception this morning to the views being expressed by Mark Littlewood from the Institute of Economic Affairs on the National Minimum Wage.

The argument goes, and I should add that it isn’t only Mr. Littlewood that makes this argument; the minimum wage is stifling job creation. Put simply if it was lowered then people would hire more, there are bosses out there who have work that needs doing but don’t think it is worth £6.08 per hour to get it done.  It is, in his mind and many others, a simple economic argument: business will pay the least for labour that it can.  He even went on in the interview to connect the level of the minimum wage with the youth unemployment figures.

The argument is infuriating in its simplicity and appeal. It is also completely facile and ill-conceived.

So what is the problem with this?

Before we deal with the moral arguments (which are a matter of opinion) let us have a look at the more practical business arguments.  First the argument assumes a homogeneity of skills and ability, that labour is universally transferable therefore the only market determinant is price. And of course this just isn’t true.  There isn’t one labour market, there are several interlinking labour markets and massive differentials in skills and abilities.  Companies compete with one another for labour and that is why there are wage differentials.  John Lewis will pay vastly different wage rates to the likes of Argos for example, but they are both employing retail workers.  If businesses only employed at the lowest possible level, then this simply wouldn’t happen, they would all pay at the £6.08 level.

Next let us look at the youth unemployment argument.  Unless I am massively mistaken and there has been emergency legislation over night, the 16-17 year old rate and the 18-20 year old rate of the National Minimum wage are lower (at £3.68 and £4.98). So IF businesses have all of these jobs that need doing but don’t think that they are worth £6.08 an hour and IF the labour market is purely financially driven, then surely we should be seeing unemployment in these age groups dropping? Of course a flick through the recent unemployment statistics shows that not to be the case.  Tuition fees, education and skills gaps? No. The reason these guys are unemployed is the adult  national minimum wage rate being set too high.

I worked in the business services sector before the National Minimum Wage.  We employed a lot of people in very labour intensive low skilled roles for a variety of clients from big private sector names to government departments.  I can tell you that the hourly rates that were paid by some of these businesses were shocking (less than a pound an hour in some cases).  And this is where we come to the root of Littlewood’s argument, because in this labour market there is a homogeneity of skills and transferability of labour and very often there is greater supply than demand.  This is where wage rates can be pushed down.

But this is also exactly why the National Minimum Wage was introduced back in 1999, to protect the most vulnerable and to afford everyone the right to a living wage.  We’re talking about £6 per hour here – for a forty hour week that would equate to less than £12,500 before tax and National Insurance. Does that sound too much to pay someone to clean your floors, to pick your fruit, to bring you your Caramel Macchiato?

We are living in difficult times, every time we switch on the television, turn on the radio, open a newspaper or flip the cover on our iPad, there are forecasts of doom and gloom. And in these times there are people who will push ideological messages under the cover of economic messages. Littlewood has his views and I have mine, that is the wonderful thing about a democracy. But when you hear people talking about the removal of this right or that right, the reform of this or that and basing it on an economic imperative, take a moment to look under the surface of the argument and examine whether it really is as simple as it seems, or whether there is something else lurking within.

UPDATE: In the UK, you can now listen to the original interview here (the interview starts at 28m 15s in).