Melina Murray

One of the sessions I attended at the SHRM conference was about staying competitive with benefits.  The presentation itself was full of useful data, much gleaned from this year’s Best Companies to Work For winners and current SHRM surveys, but it made me think about the overall “benefit” of benefits.

Sure they are a great tool for recruiting (when they are good).  And employees do appreciate having a variety of benefits.

However, just offering benefits does not make a great place to work.  There are 2 factors that can impact the initial draw. 

First

Adding different or unique benefits, beyond the standard health/life insurance and retirement plans has become more popular.  But if it is on paper only, the result may be the opposite of what was intended.

Having a program for employee recognition sounds like a great idea.  Except when no one uses it. Or when only certain departments use it. 

Employee of the Month awards are pretty cool too.  Until they become a last minute retention tool, are used in only some departments or become a vehicle for publicaly rewarding “favorites”.

Offering education assistance is a draw for many potential employees.  Yet, constantly denying (legitimate) requests leads to frustration.

While posting and touting benefits can help you get people in the door, once in, they expect to see them in action. 

Does your company offer unique benefits?  If so, are these providing value to your employees (and/or to you)? Are these benefits useful in retention as well as recruitment?

Second

Unfulfilling work and poor management.  This is a morale killer.  Managers who are not present, available or helpful end up with staff who are unmotivated, frustrated and unproductive.   Lack of communication from management and company leadership is one of the top complaints I hear from employees.  Boredom and lack of a challenge is another.  

Cool benefits are only “cool” if they enhance the environment.  

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You can check out the recently released 2008 winners of the Best Small & Medium Companies to Work for in America.

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Today ends the SHRM 2008 conference. It was an interesting experience, my first.

On the volunteer side, I really enjoyed seeing some of the behind the scenes logistics. I have worked many events in the past and was impressed by the set-up and, more importantly, attitude of all the people I met/saw working on the conference. In addition, the people I met while volunteering were awesome.

As for the conference itself, I have to say one or two days would have been enough for me. I walked the show floor and talked to many, many people in about 3 hours. (then walked it again, trying to avoid gifts, bags, toys, etc) The rest of the time was spent talking to people in lines, at tables and other random locations. The variety of types of vendors was interesting. I was surprised to see network security and entry access system companies. However, in small businesses where the Office Manager handles both HR and operations, I can see how that may be valuable.

Something Laurie Ruettimann (PunkRockHR) said in one of her posts during the conference made me laugh and resonated with my own experience.

One woman asked me, “What do you do?”

I told her that I blogged about HR issues, and she told me that blogs make her nervous.

Another guy asked me what I’m writing about. I said, “HR stuff.”

He said, “What’s the name of your publication?”

I said, “Punk Rock HR.”

He said, “Yeah. Okay.” Then he walked away from me.

So much for networking!

I had a similar experience when talking to one of the executives from SHRM.  He walked up to introduce himself and was friendly until he asked who I work for.  I said “Myself. I have my own company and work with small businesses.”   He looked surprised, said “Oh. OK. Excuse me.” and walked away.  What a way to end a conversation.  

It seems the general demographic of the conference is mid-sized to larger businesses.  While I met a few small business HR pros and some independent consultants, the vast majority of attendees seemed to come from large companies.  Interestingly, I had to curtail my use of the word “blog” when talking to people as I was constantly met with blank looks.  Sad.

One of the things that surprised me most was that there was no filter or sense of privacy in many discussions.  Whether talking to people, or sitting next to someone on the phone, I learned so much about things I shouldn’t know.  Executive salaries, serious legal issues, layoffs, terminations (with names), etc. (and the company names)  If I were some sort of HR gossip columnist, this information would have been a gold mine. 

In the end, I am happy I attended- both as a volunteer and as an attendee.  Between meeting some amazing people and gathering little nuggets of information, SHRM 2008 was well worth it.

It is lunchtime at the SHRM conference and as I walk around, I am astounded by the number of people eating alone, not talking to anyone. I took a quick tour from outside all the way back to the very top/back to see if it was just some people. Nope. It holds true all the way through. I would say about 70% of those in the hallways, rest areas (sofas/chairs), outside, and in any public space are enjoying (or not) alone time. Not reading, not working, just eating. Those at tables were in groups, talking, enjoying themselves.

Does a table make it easier to talk to strangers? Are people afraid to sit together on the floor? Is there a perception that networking is only on the floor or during sessions? Is everyone already exhausted from the morning? Or is this group generally not very comfortable interacting with strangers? I wonder.

Both Saturday and Sunday, I had the pleasure of volunteering at the 2008 SHRM conference here in Chicago. Today I will be a “regular” attendee.

I have to say, the volunteer program with SHRM is fantastic. While the days were long, my co-volunteers (and SHRM staff) were incredibly friendly, thankful, open, giving, and more. It has been a very worthwhile trade.

The conference itself is generally well laid out, for a maze like McCormick Place. The signage is well placed, easy to read, and volunteer staff are everywhere to answer questions.

Yesterday afternoon’s opening session was packed with attendees. As part of my volunteering, I made sure people didn’t run into a huge fire hydrant. The facilities manager was worried about all the people who would run in when seating opened. I laughed and thought there was no way people would be running down the isles to grab a seat for Sidney Poitier. I was wrong. The first wave of people really did run down the isle! Or at least run/walked when warned. Quite a funny sight.

As the general session opened, Sue Meisinger spoke for a while, but the reason most people were there was for Sidney Poitier. I, too, was looking forward to hearing his message. As he came on stage and began speaking, I thought “he certainly has a presence”. However, as the talk went on, I realized I already knew everything he was talking about. Mr. Poitier basically gave the audience a synopsis of his book, which I had read. It was a bit disappointing.

The rest of the evening went rather well. Food and drinks were offered as the exhibition hall opened. While I didn’t walk the floor, I did watch people stream out of the hall, exhausted, clutching their giveaways from vendors. The Monster booth seems to be a carnival. So much purple.

The best thing so far about the conference are the wonderful people I have met. Between SHRM staff, volunteers and attendees, there are some fascinating people. I look forward to meeting more today!