The last few weeks have seen a steady stream of folks outside the HRNasty office. The end results share a similar resource and I thought that sharing this resource might benefit others. Here is what happens.
The confessor comes by and shares their dilemma. They then ask, “HRNasty, What should I do?”, to which I reply “Young Jedi, What do you want to do? What is your gut suggesting?” Employees who come with a situation already have an idea of what they want to do. Most are looking for validation on what they know is right. Occasionally, they are hoping I agree with what they know is wrong. I find that most people know what they need to do.
Inspirational quotes for HR
I hear their plan of action, and in most cases, I just make a simple suggestion and then send them on their way. Yes, there is usually a dating analogy because who can’t relate to the search for a short-term, long-term or one night stand relationship? The next day, after they have had time to reflect, I send the confessor a short note to check in. This note contains a quote that is relevant to their situation. It may sound credible when HRNasty makes a suggestion, but a quote with a fancy font, a small graphic and a splash of color adds a ton of credibility. The below are a couple of sample graphics I used in a prior post and post conversation emails.
Depending on the personality, I would send one of the above. 🙂
So, I thought I would share a few others fancy graphics and explain how they are relevant to me. They help me in my day-to-day and hopefully they will help you.
I have an HR Pinterest page, where I curate HR quotes. I also have a gallery of samples for what to wear to wear for different business occasions. Examples of categories: Interview at a tech company, his business casual, her power exec wardrobe, etc. Check it out and follow.
Easy career advice
When it comes to job interviews, the above-listed characteristics are qualities which leave a HUGE impression. These qualities require no prior job experience to demonstrate. A candidate with style and grace will never go out of style and always make a great impression. Because so many candidates lack in this area the bar is low and the impact is high.
Over and over a manager will say, “I know this candidate is a bit of an ass, but I really want to hire them because they are so technically proficient in the discipline”. To which I respond,
We can teach technical proficiency, but it’s tough to teach work ethic or passion. You either come to us with that or you don’t. In this case, they didn’t.
The 10 characteristics that require zero talent will usually win out over someone who is a technical assassin but lacking in social grace.
Peter Drucker is an Industrial / Organizational guru and if you haven’t read any of his stuff, you should. For a Cliff notes version, he has solid business observations here, all just one or two sentences long.
I really like the above quote. When I am done with my career, I want folks to say that HRNasty inspired and enabled people to raise their game. I want to be known as a multiplier of talent that catapulted individuals and teams become more effective. The first half of this quote stereotypes why a lot of folks do not like managers. The second half of this quote is the reason people want to get into management. I love the balance of this.
I absolutely love this quote. Readers of this blog know I like to say, “If we put a man on the moon in the 60’s, we can do anything, nothing is impossible”. And I absolutely believe it. The task may take more resources, time or people than we have, but it CAN BE DONE. We just need to figure out what it takes and work backward into a solution. We usually start with small proof points and work our way up.
I like this quote because it makes me feel better about my personal reaction. When I throw out an idea and hear “No” or “Impossible” that is a reflection of the naysayer, not my idea.
I think I send this quote out the most. Usually, someone has come to be about a situation with a co-worker, a manager, a friend or a significant-other. They know they need to speak up and they know that until they do, they don’t sleep at night and want to quit their job. The most common circumstance is when an employee doesn’t understand where their manager is coming from. The employees wrongly think that asking the manager about the misunderstanding is a career limiting move. Consequently, they don’t ask, they don’t understand and end up stressed out and miserable. It’s not what we ask, it is HOW we ask.
It’s not just the manager
Too many employees quit a company because they feel they are not getting along with their manager. My advice is always the same. If we don’t speak with the manager and quit, we will re-create the same situation with the next manager at the next company. This stress isn’t a function of the manager, it is a function of how I am managing the relationship. We need to value our career enough to speak up.
The topic of speaking up is probably a blog post in itself but I will resist. I REALLY like the above quotes and hopefully, it helps others.
There are plenty more on my Pinterest page. Check it out here.
See you at the after party,
nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball”.
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