Being from Dallas, I just can't let the opportunity go by without pulling J.R. Ewing into a post. Some of you might know that Larry Hagman who portrayed J.R. in the TV series Dallas died over Thanksgiving.
J.R. Ewing was larger than life --- a mover and shaker, a bad boy, someone that “stirred the pot”.
OK what does this have to do with compensation? I think that HR might want to act a little more like him on some things. No, I'm not crazy. Read these suggestions and see if you don't agree.
1) Start taking some risk. One thing about J.R. --- he was good at taking risks. And he was pretty good at knowing when a risk was worth taking and when it was not.
HR as a profession has a long history of being risk averse. Aside from avoiding obvious labor law risks, we need to see risk as not just a challenge but an opportunity. In a recent report from the Conference Board, one of the three top challenges that keep HR from having a "seat at the table" is a low tolerance for risk. Taking calculated risk is what drives innovation. In the future, knowing the risks to take will be just as important as knowing the ones not to take.
2) Break free of old "stuff" that's not useful anymore. J.R. always kept his eye out for new schemes. And he didn't expect his past tricks in deals to work in future business deals or . . . ah . . . with the ladies.
Breaking free is sort of like cleaning out the closets. I challenge anyone who says that XYZ process, plan, program, methodology is an absolute in the compensation field and will never change. Not in today's world.
I’m not suggesting a cavalier tossing of everything we’re doing today---- not even J.R. would recommend that. BUT it can’t hurt to re-examine our compensation programs periodically with an open mind to insure continued "fit" with business strategy. And it doesn't hurt to think about future possibilities for compensation before the need arises.
Remember: If you find a good solution and become attached to it, that solution may become your next problem.
3) "Stir the pot". J.R. loved nothing better than to shake things up.
What I mean is don't be afraid to stimulate new thinking, and consider fresh ideas and opinions even though you may disagree. When you run across what you consider "bad ideas" --- think about them and figure out what you don't like. Sometimes the answers are quite revealing.
Talk with company executives. Brainstorm with them. Talk about some "what if's" --various scenarios if business strategy changes. Get them involved in discussing the impact of these changes on employees.
Talk to employees. No --- I don't mean sending computerized surveys to all of them. Instead, select a broad sampling, and talk to them in small groups. Face to face. (Gee, what a novel idea!). Learn what motivates and is important to them.
4) Promote fun with compensation. No one had more fun in life than J.R.
Maybe I'm alone in my thinking, but to me compensation today doesn't seem to do much to excite people, even considering the impact of the recession.
Listen, I don’t have all the answers --- not even most of them. But I am a cheerleader for the cause. I hope you join me.
Hmmmm . . . . now how can we put some “fun” into compensation?
Rest in peace J.R.
Jacque Vilet, President of Vilet International, has over 20 years’ experience in Global Human Resources with major multinationals such as Intel, National Semiconductor and Seagate Technology. She has managed both local/ in-country national and expatriate programs and has been an expat twice during her career. Her true love is working with local national issues. Jacque has the following certifications: CCP, GPHR, HCS and SWP as well as a B.S. and M.S in Psychology and an MBA. She belongs to SHRM, Human Capital Institute and World at Work. Jacque has also been a speaker in the U.S., Asia and Europe, and is a regular contributor to various HR and talent management publications. She lives in Dallas and has two much loved, 4-legged children.
Image courtesy: www.tvline.com
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