So, I used to write this blog for me.\u00a0 Honestly, I could have cared less that anyone was reading it.\u00a0 It has been a great exercise for almost 6 years \u2013 forcing me to continuously thing and read and research.\u00a0 I\u2019ve enjoyed writing over 1000 posts and think of it as a fairly significant achievement.\u00a0 But I\u2019m quite honestly tired of it.\u00a0 I no longer do it for me, and I don\u2019t have the time or energy to invest in doing the twitter thing, or networking with other bloggers \u2013 all the things that seem to make for successful blogs these days.\u00a0 It\u2019s just not fun at the moment.<\/p>\n
I was watching a recent HBR video ((Harvard Business Publishing Videocast, The Path to Peak Performance.\u00a0 Dr. Edward Hallowell.)) that did talk about emotion as one of the critical drivers of success.\u00a0 He pointedly asserted that \u201cworking harder\u201d was in no way a meaningful path to achieving higher performance.\u00a0 Instead, the right people in the right jobs who were emotionally invested would create success (note that he didn\u2019t call it engagement, but that\u2019s what it is).\u00a0 He also noted that this involvement of emotion in the equation seemed to have a balance between work and play.\u00a0 That is not to say that people \u201cplay\u201d at work, but that emotionally, the work was fun.\u00a0 I\u2019ll admit that I often do have fun at work.\u00a0 I enjoy my projects and I enjoy creating.\u00a0 But I think that many of us have people in top positions in our organizations that are not truly having fun.<\/p>\n
This is an interesting departure from prior discussion of engagement.\u00a0 Where before we could always create engagement, in this scenario, \u201cfun,\u201d emotional investment seems to be created more from within than anything we in HR can do.\u00a0 What HR can do is put people in the right jobs in the first place, and then our employees have a chance at this concept of fun and play.\u00a0 That the significant part of the engagement equation actually lies in selection and job placement before any of our engagement surveys or tools is deployed is a bit troubling.\u00a0 After all, we don\u2019t measure our recruiters on engagement or fit to position.\u00a0 We\u2019d like to think they are thinking in those terms, but we are measuring our recruiters on fill rates and time.<\/p>\n
I do genuinely love what I do.\u00a0 I think I\u2019m good at it, and I find the work quite interesting.\u00a0 My clients generally like me with the occasional exception.\u00a0 I think I may be one of the lucky ones.\u00a0 In my last 2 jobs, I\u2019m pretty sure there weren\u2019t positions open for me.\u00a0 I happened to finagle my way into chatting with the right person, and they\u2019d find a way to get me into the organization.\u00a0 Most people tend to interview for jobs, have to take the job that they are offered that matches what they need to get paid.\u00a0 The hope is that their skills, compensation threshold, and interests all collide at the same time, but realistically that\u2019s unlikely, isn\u2019t it?\u00a0 Our gatekeepers are our recruiters.\u00a0 We need to do a better job of not only measuring fit from a skills and income perspective, but also from an emotional interest perspective.\u00a0 Our employees who are going to succeed are going to do so not because we figured out how to engage them, but because we got the right person in the right job and gave them the best opportunity to inspire themselves.<\/p>\n","protected":false},"excerpt":{"rendered":"
So, I used to write this blog for me.\u00a0 Honestly, I could have cared less that anyone was reading it.\u00a0 It has been a great exercise for almost 6 years \u2013 forcing me to continuously thing and read and research.\u00a0…<\/p>\n","protected":false},"author":1,"featured_media":1830,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[10,8,49,15],"tags":[437,72,439],"class_list":["post-1816","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-engagement","category-strategies","category-talent","category-talent-acquisition","tag-engagement","tag-recruiting","tag-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1816","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1816"}],"version-history":[{"count":2,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1816\/revisions"}],"predecessor-version":[{"id":1846,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1816\/revisions\/1846"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/media\/1830"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1816"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1816"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1816"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}