The SHRM Annual conference is, easily, the largest HR conference in the US. I’ve heard estimates that there’s somewhere between 14-18K people attending this conference. That’s twice the size of my hometown all convening at the Las Vegas Convention Center. Naturally, there’s a pretty lively tweet stream encapsulating many of the ideas being shared at SHRM. Here’s my favorite tweets so far:
On Talent Management & Engagement
Via @marksmithvr: RT @Kelly_Long: Disenagement of both customer and employee is driven by the gap between expectations and experience. #SHRM11 @RyanEstis
Via @kelly_long - Paychecks don’t buy performance - it buys attendance. #SHRM11 You cannot pay people to smile sincerely.
Via @theredrecruiter - Focus on values and impact. Show employees what they do impact instead of what they don’t. - @LiorStrativity #SHRM11
Via @joelyoh - Exit Survey Idea #4: Require managers to conduct exit interviews with supervisors about why their employees left. #shrm11
Via @jaustinbaker: RT @toddx: Best quote from my 2pm session: “We don’t need to light a fire under our employees; we need to light one within them.” #SHRM11
Via @chrisosbornSTL: RT @HRfishbowl: building trust between employees and managers across boarders requires authentic conversation. and that can’t happen over Email. #SHRM11
Via @dawnHRrocks: #zappos they have a full time “goals” coach. Only there to help ees w personal and professional goal achievement #shrm11
On Leadership & Culture
Via @RussMK - RT @jkjhr: RT @RhumbarFan: Isn’t leadership about seeing the iceberg before it hits the Titanic? #ariannahuffington #shrm11
Via @melt8892: RT @CincyRecruiter: “Don’t wait for a man on a white horse to come & save you. Look in the mirror & tap into your own leadership potential. @ariannahuff #shrm11
Via @joelyoh: @ariannahuff quote: Fearlessness is like a muscle - the more I exercise it the more natural it becomes to not let my fears run me. #shrm11
Via @kellaprice: RT @joelyoh Tony Hsieh: “Businesses often suffer by forgetting re: #culture - u can’t deliver good service frm unhappy employees.” #SHRM11
Via @chinagorman: big difference between motivation & inspiration -huge employee engagement impact if you focus on inspiration. @zappos. #shrm11
On Generational Differences
Via @CareerFinesse: RT @CBforEmployers: Gen Y is the generation that’s leading the green movement – give them power to build, make changes, become leaders. #SHRM11
Via @CBforEmployers - Every time you think a generation doesn’t have something you have, you’re stereotyping. #SHRM11
On Social Media
Via @CincyRecruiter: In HR, we are to focused on tools & behaviors with social media. We need to focus on outcomes. @lruettimann #shrm11 #social
On HR as an Organization
Via @russallison: Disney gives clear msg to HR leaders about how they contribute to overall results (ex: HR fosters diversity that drives creativity) #SHRM11
This post has also been shared with the Focus HR Community.
This post was inspired by a question posted on Focus.com by Focus HR Expert Adviser, Charlie Judy: Any thoughts or observations on SHRM’s Employee Recognition Survey Results that were released today? To participate in discussions like these, please check out the Focus HR community.
The recent SHRM Employee Recognition Program Survey revealed quite a bit of interesting information. According to this study, a whopping 58% of the companies surveyed (with employee recognition programs in place) stated the most common reason for employee recognition was, “years of service.” This stat absolutely blew my mind! No matter how much you love your job, who really wants to be reminded of exactly how long they’ve been doing it? Let’s put it this way: years of service are like birthdays… after awhile you prefer not to think about how many there are.
There’s an incredible opportunity for improving talent retention by recognizing employees on the basis of merit instead of years of service. From an employee’s perspective, it’s really cool to have your leaders & peers genuinely applaud the hard work and effort that you’ve put toward a specific project. When employees feel appreciated and relevant, they’re much more satisfied with their work and less likely to leave.
This isn’t to say that we shouldn’t not recognize years of service, but if we’re battling in the War for Talent we need to use every available opportunity to re-engage! Consistent and genuine recognition is a great tool for re-exciting your team about the organization and their roles… I highly suggest you try it.
Principal - Crocker Middle School - June 2011
A tiny stuffed animal of a mouse with lots of flowers surrounding it… it was a newborn gift that someone sent my mom. :)