It never fails. At least once a month (usually more often than that) a post will go up on some blog about how bad HR is doing their job. They are not strategic. They are not people-focused. They are not business-focused. They can’t read a deal sheet or a spreadsheet. They can’t do differential calculus after 6 shots and a Xanax. Also, in many cases, the posts are written by either ex-HR pros who are, (according to them) killing it in another job now. Or they are written by people who orbit HR but haven’t walked a single centimeter in their shoes.
And yes, I have to stand up in front of the room and say: “I am Paul and I’ve written those posts in the past.” (Hello, Paul.)
But no more.
I don’t see a lot of other professional verticals in the business world talk about their shortcomings so publicly. Do accountants throw shade on each other on their blogs? Do marketing folks talk about their tribe in the same way as HR folks do? If so, I don’t see it. I see people talking about bad code, or bad marketing ideas—but not throwing an entire practice under the bus like HR.
So I’m putting the new Rules of HR CLUB here to put a stake in the ground and hopefully drive more positive and affirming commentary in the blogosphere about HR and the people who work hard to make their profession better each day.
Rules of HR CLUB
1st RULE: You do not talk crap about HR.
2nd RULE: You DO NOT talk crap about HR.
3rd RULE: If someone says something negative about HR as a professional you MUST comment on the post/article. Piling on is expected and encouraged. Show the world we like our profession.
4th RULE: Only the verified truth can be used when offering criticism about an HR practice. No more “I think”, or, “it seems” (see my second sentence in this post—can’t do that anymore.)
5th RULE: If you do need to talk about problems in HR—only do it if you have 5 success stories to go with it. HR Club Rule of 5. Successes outnumber failures 5:1 in all publications and discussions.
6th RULE: No shirts, no shoes. (This one is more for me… )
7th RULE: No more using outliers as examples of what EVERYONE else should do. There is only one Apple, Google and Zappos. Let’s celebrate what the middle of the curve does and CAN do every day and not whine and moan and wish we worked with Tony Hsieh.
8th RULE: If this is your first job in HR you HAVE to single out an HR pro who helped you and publicize it. Let’s highlight those that help drive the profession forward.
When in doubt… read Rule 1 and 2 again.
Now, let’s get those shirt and shoes off and get in the ring!
Paul Hebert is Senior Account Executive at WorkStride, Inc, and a writer, speaker and consultant. Paul focuses on helping connect best-in-class incentive technology platform to behaviors you need drive business results through employees, channel partners and consumers.
Using proven motivational theory, behavioral economics and social psychology he has driven extraordinary company performance for his clients. Paul is widely considered an expert on motivation, incentives, and engagement.
Other notable activities:
- Interviewed by the BBC on executive motivation and pay
- Quoted three times in USATODAY as an expert in incentives and channel travel programs
- Published in Loyalty360 magazine
- Writer and founding member of the editorial advisory board at the HRExaminer website
- Contributing author of “Enterprise Engagement: The Textbook: A Roadmap to Achieving Organizational Results Through People”
- Contributing author of 3 books on social media “The Age of Conversation #1, #2, and #3”