• Blog Post Comments

    Since sometime back in 2007 I have surfing the net seeing what HR bloggers had to say about this, that and the other thing.  Some of the earlier bloggers were more like Ann Landers or Dear Abby

    Abby & Ann

    –giving out advice on how to get a job or when to file suit against your employer.  This is pretty much garden variety HR, by what we see in the blogosphere today.  This did little to make for a lot of interaction between readers and bloggers.

    As it is today, things seem to have changed.  Some bloggers are seem to delight in aggravating their readers or writing things that they know will enflame their readers.  When this happens readers are often moved to comment. I have wondered if this is their strategy to incense readers to the point that they are motivated to comment.

    Besides really jerking the readers chain what moves a reader to scroll down to the comment box and fill out the obligatory boxes and then share their take on the post. Having given the matter a great deal of consideration these are the reasons that I have identified that cause people comment.  In no particular order

    1. The post is timely and well written (kudos are in order to the blogger).
    2. The commenter is part of the bloggers circle of adoration.
    3. The commenter feels passionately about the subject.
    4. It’ s spam or the comment er is trying to sell something.
    5. You have been asked to/or feel obligated to comment on a friends post.
    6. The commenter is attempting to raise their Klout score.
    7. The comment er is not really commenting on the blog, but rather commenting on a comment.
    8. You see that a bunch of the kool kids have left their mark in the comments section, so you want to join them.
    9. The commenter is trying to drive traffic somewhere else.
    10. You spend way too much time looking at stuff like this –( But Thanks!)

    This was just an idea that I was kicking around with fellow blogger Working Girl  a.k.a. Laura Schroeder.  Laura has here take on this subject and if you go take a look  she will no doubt shed additional light on this matter.

  • My Circle of Tweeps

    I often date myself as I sit in my basement and create blog posts.  Today I am going to do it again – hopefully to make my point.

    You have probably seen a number of posts that I have written in tandem with my blogger buddy Laura Schroeder @workgal   and as of late the duo and turned into a trio.  My friend Lyn Hoyt @designtwit   has joined us when we decide to write collectively on a topic.  My meeting of Laura was rather fortuitous.  We met as a random pairing of social media enthusiasts though a program that Ben Eubanks   and Victorio Milian.  It has been nearly a year since we were first paired-up.  Lyn and I had met on line but had a chance to visit face to face this year at HREvolution. As a little group, a clique we are getting pretty tight.

    We do nice things for each other  on social media.  We re-tweet each others tweets, almost mindlessly.  We comment on each others’ posts.  We co-mingle our followers and readers with one another.  Essentially we each have some on to lean on.  This brings me to the dating myself part – please see the video.



    As a child of the ’70s I think Bill says it well, we all “Need Somebody to Lean On”.  You can ask the questions of your SM buddies, does what I wrote actually make any sense, do you think this is funny.  Blogging is someone of a solitary activity and it sure is nice to bounce things off of others.

    I have other on-line friends who are also most gracious and RT my tweets, read my posts and the like and appreciate ALL OF THEM.  But the big take-away from this has to be, as you immerse yourself in social media, find a couple on-line friends that you can count on and have those private conversations with, or bounce ideas off of them.   Writing and posting can be a lonesome activity especially at when you start.

    So build your circle of tweeps, and share things back and forth like I have with Laura and Lyn.   And yes they have both posted on this matter of on-line collaboration.  Laura’s post is a click away here – and Lyn’s is right here.  Please go over and read their posts on the matter, because what they have to say will no doubt be illuminating on the subject – and their my friends!

  • HIPPA It’s the new FMLA

    Chances are pretty good that if you are reading this you have an idea of what HIPPA is all about.  I doubt that few of you could quote the regs on it, but for the most part the concept is this.   Employers, Insurers, TPAs, Medical Providers; anyone with knowledge of a protected health information (PHI) is not supposed to discuss it with anyone else, without that person’s permission.  That’s my short take on it.

    In my mind, I understand what the legislative intent of the law.  As a society, we didn’t want employees to be denied a job or benefits bases

    Photo credit www.tech-faq.com

    on knowledge of a medical condition.  We did not want insurer to be able to deny coverage to someone or a group, based upon what they might know about their medical history. I get that and I agree with idea. But one of the realities of HIPPA is that most medical providers have taken this concept of individual privacy to an asinine level.

    With in the last two years, I have been contacted by medical providers who wanted information about my wife or two sons (both over 18).  Yesterday I was contacted by an on-demand medical clinic inGlendale,CA.  They were calling here to speak to my son (who is doing a college internship in LA.)  While the home number was listed as the contact number on insurance, he is not obviously here.   I answered the phone, which show Glendal Urgen on the caller ID.  The caller says, “can I speak to Kevin.”   I said he is not here, in fact he is inCalifornia.  The caller says – “I need to get in touch with him?”

    So then in my own smart-alec way I said – “Who are you and why do you want to talk to him?”  My caller then became a little more open now and told me that she was with the clinic and needed to speak to him about some test results.    I then told the caller, I was his father and could provide her with his cell phone number so that she could contact him.  I then asked her if she could share with me what she was going to tell him.  My wife and I knew he was going to have some tests run.  As parents we were concerned and would like to have known the results.

    Of course, her response was the obligatory spiel about not being able to share privileged health information.  I didn’t argue with her, I provided her the number and let her contact my son.  I wanted to engage her but I didn’t.

    I was thinking, I brought this kid into the world, I changed his diapers and I am still paying for his college, and I will be paying your damn bill – but you can’t share the test results, because some lawyer has told your practice to not ever tell anyone anything and you will be protected.

    Perhaps I should have told the caller that I was Kevin, and asked her to give the test results.  Then when she did,  my son Kevin could have filed suit against the clinic.  Would he win?  I doubt it. So in the end it would have been ok for me to know.

    This is why HR people get jacked up about new laws and regulations.  They always become something they were never intended to be.  Have you ever heard of FMLA?


  • Diversity Made Simple

    Diversity seems to keep coming up on my radar these last few weeks. I am not sure what that means. I was speaking with one or my #ProjectSocial (What’s up with that Ben/Victorio ?) partners Laura Schroeder about this matter in one of our Skype conversations.  I asked Laura to give me her take on the big “D”. After a few minutes we  decided to just write about the matter.  If you would like to know what she had to say about it head on over to her Working Girl blog and check it out, and you can find out Lyn Hoyt’s take on it over at her blog the HR Bacon Hut.

    Photo Credit David Sihombing

    In the meantime, I am left to collect my thoughts about Diversity. For some reason my default thought is always Race, Religion and Gender, when someone first speaks the “D” word.  Well I have learned enough in my 50+ years, to know that may well be a small portion of the issue but it ain’t the whole enchilada.

    Diversity has seemed to grow and change over the years. It is as if Diversity has become more diverse!

    When I hear the experts pontificate on the matter,  I hear the stories of how our workplace cultures need to have more diversity in generations, sexual orientation, thought, income levels, where we make our homes, or attended college, not to mention, race, religion and gender, all of which makes good sense – call it organizational balance.  But how does an organization achieve this lofty goal.

    I know how the EEOC wants us to achieve the necessary diversity an employer must maintain to be a Federal contractor, but I am curious as to how to achieve and measure the more squishy aspects of diversity.   I also know what I need to do, in my mind, to ensure our organization is welcoming of others; people who may think, speak,  or view things differently that the majority of the people in our organization.  However ultimately I guess I can’t put a percentage on it.

    While global organizations can take on Diversity with a big stick and a big check, the smaller organizations are left to try to do the right thing with the resources and knowledge that they have available to them.  Sadly sometimes there are few resources and even less knowledge about diversity.

    The one concept I find myself relying upon is something that I learned many years ago in this arena.

    It is unlikely that your organization has made any efforts to exclude anyone or group, BUT have you made a real effort to include people who are different?

    If you can answer yes to that question you are probably in pretty good shape – and forget the numbers.


  • Back from the West Coast

    I recently returned from a trip to Los Angeles to visit my college age son who is doing an internship in Hollywood this summer.  L.A. is a lot different than the Mid-West, where I hail from.   So, on my journey I learned some things about life on the West Coast. I wanted to share them…

  • Parking is precious
  • All men should wear earrings – (2)
  • It is legal, although not safe for motorcyclists to ride in-between cars without a lane
  • Men only need shave every 9 to 12 days
  • When men meet other men, a right should to right should bump is required along with a ½ 1- armed hug
  • The weather is always nice
  • Most everything is a lot more expensive than in the Mid-West
  • The air quality ranges from ok to poor
  • Sushi is as popular as burgers
  • Drive a comfortable auto – you will spend a lot of time in it
  • Have a good sound system in your auto – you will spend a lot of time in it
  • Travel times can vary for a 10 mile trip from 15 minutes to 2 hours – plan on spending a lot of time in your auto
  • There must be a shortage of lingerie shops through out the country as Hollywood has far too many
  • If you have any West Coast insights, please share them with me in the comments.