Let’s Fire You All: Company Overhauls

Senior management, or those who have seen it all- please feel free to chime in on this one. You may have read in a previous statement I made on this blog, that I am currently working with a company doing a 40% overhaul. This is one of the smaller overhaul’s I have worked with. The largest was 80%. As experienced managers know, this kind of drastic change in a company requires your full attention and you end up working close to-but not quite- around the clock. These are the primary reasons for the current overhaul at a glance:

1. Embezzlement (yes again)
2. Highly toxic environment
3. No moral – poor culture
4. Poor work performance by majority of employees
5. Company is facing loss of continued funding
6. New CEO and CFO

For those of you who may not be familiar, an overhaul does not necessarily refer to large degrees of change management- but rather the restoration and repair of a system, project, or department. This requires intense planning, action plans, group scenario probabilities, fiscal year projections, budget considerations and reports, avoiding legal barriers at all costs, and setting the stage for future legal repercussions. Depending on the issues that endorsed this overhaul – a complete deconstruction of departments, including but not limited to internal auditing and investigations are completed. I understand when an overhaul is announced in a company meeting, that staff hears the word “fire” and think that management has shared a party bag of uppers and is now going crazy firing everyone. I get it- because as front line employees, we’ve all been there. Truth: management has been planning this and has had it in consideration for months, if not a year. It is a delicate task, and requires a tact for restoring integrity, which not everyone – even a CEO, can do. This is why you hear of specialists being hired for this purpose alone. A company may do staff overhauls for integrity and budget reasons- these being some of the most main concerns.

What is ultimately unfortunate is that a mass lay off means many people facing lack of resources for rent and groceries. What does the family do? I am a little bit of a stickler when it comes to marking people’s dismissal papers “lay off” because I want to encourage them to apply for EI, and I want to refer them in the community to any resources that can help them with employment, networking, and maintaining their basic needs. Let’s face it, severance pay is ideal, but it’s not always feasible for the company, so it can be limiting. The newest trend for company overhauls is the IT/Social Media and PR departments. Recently Blackberry, Yahoo, and several Unions undertook this venture. They didn’t complete a staff overhaul, no doubt some people were let go, however the primary focus for them was systems. Has it worked? Well, considering it all took place over the past month, we can’t be too sure. However, an overhaul does present a fresh slate, a new chance, and with the primary goal to restore integrity I would say they are off to a good start. Overhaul’s affect everyone in every corner and nook of the company. It is a chain reaction that overtakes the daily routine, relationships, business ops, and budget. It is necessary for some, but more concerning about who is doing it- and prayer to be whispered that it isn’t for projection reasons.

Myths about Introverts

You may have read my previous post on the Social Bully of Retention Plans, on the discussion of introverts and extroverts at social gatherings at the office. I received some very interesting replies, including a couple personal emails from bloggers who seemed to want to tell me, “how it really is”. One of my very good friends is an extrovert, we do a lot together both in the community and at home watching movies. When we are together, it is very difficult to tell who is the introvert and who is the extrovert because of our flexible and accommodating personalities. There are myths that introverts are “missing out”, “don’t know how to have fun”, are “cold” and “antisocial”, lack creativity, are shy, don’t like people, don’t like to talk, are only “book smart”, and more…. these are simply not true. All of these traits have no preference for personality, they can belong to anyone. Discerning the difference between the two is not as simple as outgoing and shy. There are many misconceptions between these two personalities, and unfortunately, because extroverts make up 70% and more of the population, introverts have been labeled unjustly. This post is intended to clarify the personalities in a positive light, and give more background information on why introverts should be valued in the workplace, not shamed, but encouraged to be themselves- just as extroverts are.

Myth #1) Introverts are Shy. Shyness implies a fear of social interaction- introverts are not any more afraid of people than extroverts. When I worked for a large IT company, there were mass company events, or “social gatherings” rather, once a week. The Director of Events would speak in front of aproximately 2,000 people and more over the course of the day with a team moral booster speech, act as MC, and so forth… And every morning, he would put anti-anxiety pills in his coffee about 20minutes before going on. He was an extrovert, and he could barely speak in front of a crowd without his meds. Shyness is unique to the person, not the intro-extro personality.

Myth #2) Introverts don’t have fun. I would be very interested to know what group of introverts came forward with this information. Introverts go paintballing, are horse enthusiasts, do extreme sports, belong to clubs, go to concerts, and take the train to work just like anyone else. Just like extroverts, there are high energy individuals and low energy individuals. Some introverts don’t like the outdoors, but like cooking instead- others thrive when mountain climbing but don’t like books. Introverts make their fun how it meets their own needs and what is good for them. Which leads me to the next myth, that introverts can change to be like extroverts- and it would be better for them.

Myth #3) Introverts can change to be like extroverts- and it would be better for them. Introverts cannot change, just as extroverts cannot change. Depending on the field of work that each goes into- they may adopt traits that assist them in their environment. Even more so if the individual is passionate about their line of work, and has a dynamic character. In this instance a strong introvert can be an Event Planner, and a strong extrovert can be a Librarian. Although it is a tad unusual for these, as the majority  dominates the opposite personality, it is not unheard of, and will not hinder the personality’s success. If introverts are forced, coerced, or made to believe they “must be an extrovert”, it can take a severe toll on them expending more of their energy, kind of like a jaguar pretending to be a dove all day- it’s just harder. This may be why some people think introverts tire out more easily or are extra quiet- it could just be because they have used up all their energy sporting their extrovert skills.

Myth #4) Introverts make poor managers and don’t connect with employees. False. Introverts in the office are typically in the “know” for the office pulse, but tend to fly beneath the radar undetected. No doubt that extroverts make a point of their presence being noticed- however introverts as managers sport a reliable, trustworthy open door policy, as opposed to a fluttering social butterfly get around. For professionals that have worked into middle-but for sure upper and senior management, they can attest that the differences between intro-extro at these levels become very difficult to spot. This is because a good manager climbing the ranks typically has to have a dynamic personality and character to effectively manage a diverse group of individuals. A tunnel extrovert cannot manage an introvert, and a tunnel introvert cannot manage an extrovert. Either/or, the fact remains that the stats flip for management- upper management is made up of 70% introverts > this says a lot. Introverts are more sensitive to employee relations and culture which makes them valued managers. This is primarily due to the more easy going nature of introverts who enjoy exploring different types of stimulus at varying degrees as opposed to a lot of stimulus at one degree all at once.

Myth #5) Introverts only want to be alone. Believe it or not, just like extroverts- there are “world class introverts” just like “world class extroverts”. There are different sub-levels and degrees of each, kind of like the difference between being outgoing and obnoxious. There are world class introverts (kind of like myself) that can go days without being in touch with the rest of the world, even without a phone or computer. Sometimes I just really enjoy reading, writing, contemplating, and being creative on my own for a bit. Usually I want to share this with someone when I’m done my time alone, and I love sharing with other introverts who do the same thing. But believe me, not all introverts like to be alone. There are a lot who enjoy talking and sharing regularly throughout their day. Typically though, introverts prefer groups of 1-3 of close friends who they have sincere, close relationships and connections with as opposed to 5-8 people (again- notice the increase in stimulus) when together at once. It’s not that they want to be alone- it’s that they require lesser stimulus overall. Introverts get lonely for company and relationships just like anyone else.

Myth #6) Introverts are not creative. A lot of this stems from the myth about introverts having their noses in books, and being quiet all the time. Introverts can be very creative, in fact, there is not a statistic that can tell you who is more creative. Each personality enjoys art, music, food, languages, culture, and everything in between. Each personality expresses their creativity differently- writing, reading, drawing, painting, playing an instrument, designing a web page, marketing, blogging, social networking, public speaking, community networking, and the lot to follow.

I hope this helps you in your journey with understanding the differences, and how to positively work with, and understand introverts. Perhaps even for some of you (30%) you recognize yourself, and can see the qualities.

Happy Office Politics.

What HR isn’t Telling You…

Every Human Resources Professional has seen some quirky, crazy, and eyebrow raising things in the office. Chances are, unless you’re involved in disciplinary action, a complaint, performance review, bucking for a raise, being onboarded or prepped for exit interviews, you will never see them. But don’t be fooled. HR knows more about you than your manager, and some of your closest coworkers. Here’s a look at what they are really thinking when it comes to employee relations…

1. “The No. 1 thing in job security is your relationship with your boss. Even if he says, ‘I’m sorry I really wanted to keep you, but they made me lay you off,’ that’s almost never true. He probably made that decision.” –Cynthia Shapiro, former human resource executive

2. “If you’re accused of sexual harassment, even if you’re found to be not guilty, people will always look at you funny afterwards. It can kill your career.” –Laurie Ruettimann, HR consultant and speaker in Raleigh, N.C .

3. “Even in jobs where you test applicants and those with the top scores are supposed to get the job, I’ve seen hiring managers fix scores to get the people they like.” –HR representative in the manufacturing industry.

4. “If you have a question, come to my office. Don’t corner me in the bathroom.” –HR professional at a mid-sized firm in North Carolina

5. “Children and hobbies do not belong on a résumé. And never, ever say, ‘Now that my kids are in college, I’m ready to get back in the workforce.’ ” –HR professional at a mid-sized firm in North Carolina

6. “You’re right to be paranoid. The company is always watching you, and there’s a record of everything you do: every phone call, every text, every tweet and instant message. At most companies, they save that data forever.” –Laurie Ruettimann, HR consultant and speaker in Raleigh, N.C

7. “I was asked by one CEO to hire the long-legged girl with the long dark hair even though she didn’t have the right skills. Another time, I was instructed not to hire anyone with children because the company had too many people leaving for soccer games. That kind of thing happens all the time.” –Cynthia Shapiro

8. “I know a lot more about you when you walk in the door than you realize. I’ll search for you on the web and often use my own personal network to do a pre-interview reference check.” –Senior HR Executive in Vancouver, BC

9. “Generally speaking, you only put someone on paid leave if you’re pretty certain that they might be terminated from the company once you do your investigation.” – Jenny Gantham

10. “Never accept the job immediately. Say you need to think about it overnight. Once you sign on the dotted line there’s no room for negotiation.” –A human resources professional in Seattle, WA

11. “If you get fired, don’t just stomp out and go on with your life. The company may be willing to give you some severance, especially if you can point to someone different from you who didn’t get as severe a punishment. Just saying, ‘Well, I talked to my attorney’ (even if you don’t have an attorney) can also give you some leverage.’” –Suzanne Lucas, a former HR executive

12. “If we ask ‘What salary are you looking for?’ say you’re flexible, or say it depends on the responsibilities of the job. Try not to name a salary unless we really push you, because that gives us a leg up in the negotiating.” –A human resources professional in Victoria, BC

13. “Companies do have black lists. It’s not written down anywhere but it’s a list of people they’d be happy to get rid of if the opportunity arises. If you feel invisible, if you’re getting bad assignments, if your boss is ignoring you, or if they move your office, you’re probably on it.” –Cynthia Shapiro

14. “I may say ‘I’m terminating you because you didn’t meet performance measures.’ I’m not going to say it’s because you’re a pain in the butt and piss people off every time you interact with them.’” –HR Manager at a Loblaw

15. “One time a candidate sent – I love this – a thank you card with a professional picture of herself, which quite honestly became the running joke for weeks. The picture was blown up and posted in my office with hearts drawn around it.” –HR director at a financial services firm

16. “Don’t ever tell me that you have to have this job because you’re going to lose your house, your kids have nothing to eat, your mother has cancer. Companies aren’t a charity.” –Suzanne Lucas

17. “Networking does not mean using Facebook or Linked In. It means going to events, getting your face in front of people and setting up informational interviews.” –A human resources professional in Hamilton, Ontario

18. “We get résumés on fancy schmantzy papers. We get them with gold-pressed lettering. We get them in binders and in document protectors with ribbons. None of that sways me.” –HR Manager in St. Cloud, Minnesota

19. “98 percent of the résumés we receive when we post a position on a big jobs site like hotjobs, monster or careerbuilder are junk, people who are nowhere near qualified. We’ll get a guy who’s a bar manager applying for a director of public affairs position. Or a shoe salesman. That’s why we like posting jobs on websites that target specific industries.” –Michael Slade, HR director at Eric Mower and Associates, an integrated marketing communications agency.

20. “I had somebody list their prison time as a job. And an exotic dancer who called herself a ‘customer service representative.’ ” –Sharlyn Lauby, human resources consultant in Fort Lauderdale, Fla.

21. “Don’t stalk me.” –A human resources professional in Vancouver BC

Good Morning Embezzlement!- What Will You Be Drinking Today?

The slap tickle offenses at the office take a back seat when corporate criminal charges are involved. So when I learned an office I had previously worked with through change management had the CAO and minion assistant in bed together with potential embezzlement charges, I was oddly pleased and disgusted.

After an 80% overhaul of staff, management, policies, systems, and the monthly coffee subscription- you would have thought positive change was approaching right? No. My recommendation to put the CAO on suspension along with dirty faced said minion was because the two were power mongers, and I could smell trouble but couldn’t put my finger on it. They were too smug, smooth, and what I did find when I audited the assistant’s files, were personal information files on all the employees. No, no, not  employee files. You may have misheard- information files- as in, potential blackmail files. I recommended disciplinary action immediately and to launch an internal investigation. What was interesting, was the CEO felt she was desperate for cash, had huge amounts of compassion for her and instead offered her a few extra vacation days, time off, and benefits. Shoot me now. I do have a love for this particular CEO, as my cohort called him, “the eloquent beast”. He truly is a beast of a man, looking vicious…. sort of like you wouldn’t be surprised to find out if he ate candied hearts for breakfast. You know the sort. But after many years of being my favorite kind of crisis intervention worker, he had grown a tremendous soft spot for people who simply do not know any better. This was his first time as a CEO, and he did indeed want to be fair, diplomatic, and merciful (getting what you don’t deserve). Coupling this with his faith as a man of God- the goodness in his heart truly makes up for other people’s wrong doings. I respect this man, he is one of my mentor’s, and I understand his decision in this matter, however I do not agree with it.

I understand mercy and grace. However, I agree with limitations on it when thousands of dollars are being discovered in embezzlement. Not to mention harsh and unfair treatment of employees, blackmail, and fraud. Sounds to me that some lay off’s are in order. But that’s only because my values tell me not to associate with this kind. What happened to David’s strategies? He acted swiftly, with compassion, and had mercy for the soul of man but it did not stop him from keeping with natural consequences. I suppose I have something to learn here. I will chat more with the CEO after his txt the other day of, “I would welcome your return here!!!” I bet. The truth is, I would love to go back. It was a fabulous office, despite the problems. After doing so much change management, I have learned that every office has problems (I know a lot of you are thinking, what else is knew?). But so many of us associate problems with money, bitchy people, stupid people, office cliques, budget cuts, and so forth. My kind of usual problems are typically fraud, blackmail, embezzlement, theft, sexual harassment, labour disputes, and so forth. It’s just a matter of if you’re comfortable with the toxic tactics your opponent is using. Here, I get it. I know what the problems are, I like the people (even the stupid ones), and I enjoy working with all of them. Heck, the crazy just makes my day a little more interesting and shakes things up a bit.