A hundred HR people walk into a bar…

by | Jun 14, 2017 | Firewood Life, Marketing Strategy | 362 comments

A hundred HR people walk into a bar…

In TV or film representations, HR is a matron or some other unsympathetic character that people don’t want around as they let loose at the company party. It would seem that all that HR does all day is come up with new ways to keep the hours long, the breaks short, and the laughter down. Hollywood’s view, however, is far from the reality.

Finger wagging is at the very bottom of an HR practitioner’s to dos. Making people happy is tops. To that end—learning new ways to make Firewoodians happy—Judy Perry, our Accounting and HR Associate, and myself traveled to New York to attend Namely’s May 18 and 19 HR Summit. Namely is Firewood’s HR, benefits, and payroll system, and it’s a relatively new tool to us that we are still learning to manage. For two days, we immersed ourselves in a variety of topics that expanded beyond tricks of the tool toward crafting a road map for HR’s strategic involvement in business success.

Rather than worry about how inappropriate your karaoke rendition of “Tainted Love” at the last happy hour was or how sophomoric it is of you to look at yet another cat video, the following are the subjects that keep our minds occupied—and that we discussed at the summit.

Employee Satisfaction: The two words at the top of our food chain. People who are happy at their jobs do better, do more, and are happier outside of work, and the companies they work for succeed. In short, satisfaction equals good business. And every single aspect of the work experience counts.

Performance Management and Career Paths: HR departments and management teams are heavily invested in career path design. Knowing how well I am doing, what’s my next step, and how do I get there are basic performance motivators.

Employee Engagement: Regular input on what employees think, how they feel about their job, the company, the benefits offered, their own aspirations, etc., is essential. Management will know what needs improvement. Employees, that they are heard.

Education: Every company does it differently. Every team has special needs. But staying abreast of upgrades in technology, evolving trends, or improved systems has positive effects on (1) on the job itself and (2) the value that this job is adding to an employee’s career.

Wellness: Whether it’s taking the stairs rather than the elevator, signing up for an occasional charity race, or engaging in friendly “step-tracking” competitions, wellness should be a part of any company’s culture.

Benefits: Medium-sized businesses, like Firewood or the other conference participants, compete in their employment total compensation packages with the technology behemoths that seem to offer more employee perks than consumer products. Constantly thinking of the many ways in which we can increase our offerings, add dollar-stretching options, take advantage of everything that local governments, the IRS, and insurance companies have in stock to continue improving our coverage is another essential component of our work toward well-rounded employee satisfaction goals.

Compliance: Laws that may affect the insurance landscape and the benefits we will be able to offer keep changing . Marijuana is legal in some states, but is it legal in the office? An HR person is not a lawyer, but many of us could certainly play one on TV.

Technology: Upgrade or die. Every benefit and every HR component can be managed with an app. And more apps are coming. The conference, by the way, included a hackathon. Twelve teams—I, who can barely turn on my computer, was in one of them—developed new secret sets of code that will soon become improvements to the Namely tool. I know, HR stuff. I could tell you. But then you’ll want to kill me.

The HR Hackathon

The conference was a success. Judy and I came out of it energized and ready to apply at home what we learned from the many wonderful peers we met in the Big Apple. It must be said that Namely did a fantastic job of organizing and providing content for the whole thing. And yes, in the middle of it, a hundred or more HR people did walk into the W’s bar. Contrary to what a Hollywood executive might think, no wild parties spontaneously broke out across the city.

Of course, we are already working on how to bring to life every new idea that can enhance our work experience at Firewood. Stay tuned. As is already our custom, more improvements are on the way.

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