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IBM - They Don't Track Your Vacation Balance?!

It’s every worker’s dream: take as much vacation time as you want, on short notice, and don’t worry about your boss calling you on it. Cut out early, make it a long weekend, string two weeks together — as you like. No need to call in sick on a Friday so you can disappear for a fishing trip. Just go; nobody’s keeping track.

Anybody out there want to take a guess which company has adopted the above guidelines and policy regarding vacation time?

I was browsing through The New York Times last night and I ran across the quote above in an article titled, "At I.B.M., a Vacation Anytime, or Maybe None"

Honestly, my first gut reaction from an HR policy perspective, would be to run from this type of practice - especially at a company like IBM that has 355,000 workers - yes, 355,000 workers - no typo. In companies where I have worked in the past, keepinig track of employee vacation balances by management and HR was something that was tracked with pride - especially from an approval and progressive discipline perspective. Because, after all, the business has got to run and without employees at work we can't serve and support our valuable clients...right?

So, how does this work so well at a company like IBM?

After reading the article I see how they do it... First, unlike most companies, they don't mandate how many hours you work in a day or work week. And second, they don't mandate which days of the week you decide to work. Third, they don't mandate where you get the work done - at home, Starbucks, or in one of the "e-mobility centers" around the world. Check this out...Aided by broadband connections, cellphones and video conferencing software, 40 percent of I.B.M.’s employees have no dedicated offices, working instead at home, at a client’s site, or at one of the company’s hundreds of “e-mobility centers” around the world, where workers drop in to use phones, Internet connections and other resources.

As you can see, it's all about getting your work and/or project done and completed on time. Sounds simple doesn't it... Because, aren't we all "professionals" with the ability to just get our work done?

Here's how they say it works - Instead, for the past few years, employees at all levels have made informal arrangements with their direct supervisors, guided mainly by their ability to get their work done on time. Many people post their vacation plans on electronic calendars that colleagues can view online, and they leave word about how they can be reached in a pinch.

If it works so well, why aren't companies all around the world doing this? There are actually three other companies that are doing this and most of us have heard of at least two of them. They are BestBuy, Netflix, and Motley Fool.

So, what do employees at IBM have to say about this practice?

Pro's...
Luis H. Rodriguez, the director of market management in I.B.M.’s software group, said he visits his office here in Somers about once a week, working the rest of the time on the road or at his home in Ridgefield, Conn., where he sat one recent afternoon at the kitchen table with his laptop open.

He said that in six years at I.B.M. he can recall only one time when he asked a co-worker not to take a long weekend off — when their group was about to buy another company — and that calling colleagues or checking e-mail while visiting relatives in Texas or Illinois is a fair trade for being able to work from home so he can spend more time with his children, Alec, 5, and Evia, 2.

“I get an incredible amount of flexibility from the company, but it cuts both ways,” he said. “Because people’s schedules and needs are so structured, you need flexibility at work.”

Con's...
Frances Schneider, who retired from an I.B.M. sales division last year, after 34 years, said one thing never changed; there was not one year in which she took all her allotted time off. “It wasn’t seven days a week, but people ended up putting in longer hours because of all the flexibility, without really thinking about it,” Ms. Schneider said.

“Although you had this wonderful freedom to take days when you want, you really couldn’t. I.B.M. tends to be a group of workaholics.”

Now what?

For all of you HR Pros out there - especially those with decision making authority around policies, procedures, benefits, and yes...vacation and personal time accrual, what do you do with this new information?

Is your company ready for this type of drastic shift? Would your culture, business, and executives even support it?

You decide...

Any Volunteers for Working on Saturday?

All - this is for Dwight...who thought it was Saturday when it was really Friday.

Thanks to Jim and Pam for the always humorous pranks - and for being able to fool Dwight into thinking that it was Friday when it was really Thursday!

Priceless!

Power Rankings for HR Blogs?

All - for those of you out there that are unfamiliar with Kris over at The HR Capitalist, you've got to check out his first installment of The HR Blog Power Rankings.

Click through the links and check out the list...

By the way, I'm number 13 - I'm glad that I'm not superstitious...

Doug Flutie - Unbiased ESPN Analyst?

It's Thursday night, August 30th, 2007 and College Football has begun - War Eagle!

I'm watching LSU play Mississippi State and listening to Doug Flutie - he's now an Analyst on ESPN for their Thursday night games - and tonight is his first one. Anyone who has ever been around college or pro football has either seen or heard of Doug Flutie - if you aren't sure you have probably seen clips of his "Hail Mary" when his team, Boston College, was playing Miami back in 1984. Many would say that it's the greatest moment in college football.

I ran across an article on The Boston Globe titled, "Flutie's objectivity will be put to the test at ESPN". His old team, Boston College, will be playing Virginia Tech on October 25th for a Thursday night game on ESPN - and he'll be an Analyst. Can he be objective and unbiased?

Here's how Flutie defends himself..."Once I'm in the booth -- and I did BC games last year -- it's very easy because I'm sitting back up top there, just looking at X's and O's," he said, before he was interrupted by fellow analyst Craig James.
Now Craig's over there giggling because I did say 'we' one time [while broadcasting a game last season]," said Flutie. "But it is pretty easy [to be objective] because you sit back, and you're looking at teams, matchups, and strategies, like, OK, we're going to go in this two-minute situation, and here's what they've got to do, and you kind of go into automatic pilot as far as that's concerned. Plus, we're going to be in Blacksburg [Va.], so you'd better be objective."

My take? He'll do fine - nothing to worry about...

If you are curious about his character, check out The Doug Flutie Jr. Foundation. He created this to honor his own son who has autism...

But, prior to us learning about a Ref that bet on basketball games, would we question Doug's ability to be unbiased as he analyzes a game for the team he used to play for. Unfortunately, professional sports hasn't had the best reputation. All I have to say is Michael Vick, Barry Bonds, and Pacman Jones...enough said.

For those of you that have never seen his "Hail Mary" check out the clip below...

Recording Meetings at Work - Is it Really Worth the Risk?

Here's the scenario: Your boss goes on vacation and you are asked to not only take notes during the daily staff meetings but also record them. What do you do? Do you confidently put the recorder on the table in front of you and act like it's not there? Or, do you hide it in your pocket or put it in the plant in the corner of the room with plans to sneak back in the conference room and recover it?

What would you do?

If it's no secret in the office that you're a "kiss up" and you would do whatever your boss told you to do then what do you really have to worry about? And, if you are used to being ridiculed publically in the office then the decision is easy - proudly put the recorder right in front of you. If questioned all you have to do is confirm what your boss told you to do.

But, what if this is not you? You're relatively new and want to do all you can to impress your boss and show your commitment and dedication to not only him (or her) but to also the company.

Option 1: You sneak in the conference room and place the recorder in the plant in the corner of the conference room - you then press play right before the meeting begins. Once the meeting is over and everyone is back at their desk you quietly sneak back in and get the recorder. But here's the risk - what if you are caught? Then, not only you but also your boss are open to public ridicule.

Option 2: You place the recorder in your pocket to record the meeting. There are two risks here. The first is you being caught with it - not good. The second is that the recorder is so low in your pocket that it doesn't pick up anything.

Option 3: You give everyone a "heads up" before the staff meeting that you've been asked to record the meetings. With this option no one is surprised and hopefully the meeting will run like it usually does with no excitement. The risk? Not as much as Option 1 or 2 - everyone knows what the boss is like and you are perceived more like the "innocent victim"...

Me? I'm going with Option 3...

Dwight, in the below clip, is doomed for a disaster and pays the price for the option he selects...

Michael Vick's Jury Selected...

All - sorry but I couldn't resist...

For a couple of great posts on Michael Vick's situation from an HR perspective check out Kris at HR Capitalist - here and here...

Enjoy!

Nap at work...Good Idea or Bad Idea?

We've all been there...so sleepy at work that we can barely keep our eyes open. You've been up late the night before working (really?) and are paying the price the next day.

Now what? What do you do the rest of the day? You can chug your 5th Mountain Dew for the day but if you've already had 4 I really don't think a 5th will really work.

So, what's really wrong with a quick nap to rejuvenate yourself?

I ran across this article in BusinessWeek titled, "Napping Your Way To The Top", where this very topic and point of view is explained pretty well.

Check out this quote from the article... Sleeping on the job used to be grounds for dismissal. But now, years after Cornell University psychologist James Maas coined the term "power nap," companies are beginning to embrace the practice. Today, Nike (NKE ) and Deloitte Consulting are among those that encourage employees to add a midday snooze to their to-do lists. Sleep scientist Sara Mednick applauds this trend. Mednick, a researcher at the Salk Institute for Biological Studies in San Diego and author of the new book Take a Nap! Change Your Life (Workman Publishing), says napping can enhance productivity.

So, did you expect to read that from the article? There were many great points made as to the benefits of a power nap during the day but I'm just skeptical to think that there are companies out there that would really implement this within their organization. There are some days that I'd be 100% on board with this but other days when I wouldn't even consider it.

I'd like to hear from some Nike or Deloitte Consulting employees so that they could tell us how this has really been encouraged and implemented among their workforce - if you happen to know one, forward this post to them and encourage them to comment.

I also found an article on CNN titled, "The cost of sleeping on the job".

Here is one I found on MSNBC titled, "Nap Quest". Here's a good quote...Researchers at the Harvard School of Public Health and the University of Athens Medical School have just released findings from a large study that shows how midday napping reduces one's chance of coronary mortality by more than a third. So go ahead and nap—a short daily snooze might ward off a heart attack later in life.

Lastly, check out the Napmosphere.

Here are also some books about napping...

1. The Art of Napping at Work

2. Power Sleep : The Revolutionary Program That Prepares Your Mind for Peak Performance

3. Permission to Nap: Taking Time to Restore Your Spirit

4. Take a Nap! Change Your Life

So, as an HR Pro in the company you work for, what do you do with this new information about napping? Are there companies in your area that really make time for this? What are your thoughts about formal support and policies around this?

Let me know your thoughts...

Click through the links above and enjoy the clip below.

"The Librarian" vs "The Comedian" - Seinfeld

Ever seen a Librarian as passionate and emotional as Mr. Bookman?

Is this a new trend? You've got an overdue book and the next thing you see is your local Librarian at your front door reminding you that you've got 7 days to return it.

What? No phone call or letter?

Networking for the Elite: aSmallWorld

I was browsing through BusinessWeek and ran across this great article by Catherine Holahan titled, "Way Too Good for Facebook or My Space". Click through and check it out...

I have now been introduced a relatively new networking site called aSmallWorld. I immediately went to Wikipedia and here is what they had on the site...

I have just realized that the main reason I've never heard of this site is because I've never been invited - yes, you heard me right. You can't just create a profile and join like basically all the other networking sites with millions and millions of members. You must be patient and wait on an invitation. By the way, not all members can invite new members to join - only established members can.

I have a confession to make...I'm just a LinkedIn user and have used it quite a bit over the last year to re-connect with former colleagues and good hires that I've made over the last 7 to 9 years. This very statement probably disqualifies me from being an invited member of aSmallWorld but for today, that's ok.

So, what's your take on these exclusive networking sites?

Check out these quotes from the article...

Critics are split into two camps: Some call aSW dreadfully elitist, while others say it's not exclusive enough. Nonmembers have nicknamed the site "Snobster," arguing that its invitation-only policy contradicts the premise of open communications upon which the Web was built. Then there are those on the inside who complain that, in an effort to become profitable, aSW is accepting less "valuable" members.

While there's little argument that aSW is growing fast, what constitutes too fast is open to debate. In the three-and-a-half years since its launch, membership has grown from 500 users to about 260,000. But MySpace has grown to more than 100 million members over a similar timeframe, making it a major recipient of the $900 million that research firm eMarketer estimates will be spent on social-network advertising this year.

Now, which one do you join? It's your call - well almost your call since you're the one that's got to wait on the invitation...

HR Nightmare: Diversity Day at "The Office"

Disclaimer: As an HR Pro I am not recommending that you treat any type of diversity awareness or training like Michael does in this clip. Humor is my only intent. After reading this post and viewing this clip you'll know what to or not to do...

For those of us in HR, we've chosen this profession for a reason. On one extreme you may love being the HR police. If this is you, you'll probably find yourself dreaming of the next policy and procedure you can force into your organization - not because it's needed but just because you can. On the other extreme you are doing what you can, as an HR Pro with a true seat at the table, to really add value. You're taking the areas you have direct control over (performance management, compensation, recruiting/retention, and benefits) to really make a difference in your organization. The result is a vibrant organization equipped with the knowledge, information, and tools to exceed it's annual goals and objectives.

Now, back to diversity...

Whether you're the HR police or the true HR Pro adding value, diversity training and awareness can be a nightmare waiting to happen. Once the discussions and conversations start going down hill it's nearly impossible to turn things around.

My suggestion? Utilize only when it's really needed within your organization. I've seen it used and done well but in order to make it work you've got to keep your audience on track, use real world examples, and make sure it's practical and relevant to your organization.

After viewing the clip below you soon realize the legal liability that Michael and Dunder Mifflin have now exposed themselves to.

I ran across a great post by attorney Julie Elgar where she explains the potential liability and exposure that could result from the actions in this episode.

View the clip and follow the link to her insightful post...Enjoy and learn!

Jason Bourne: The Ultimate Assassin...from an HR Pespective

Any Jason Bourne fans out there?

My wife and I celebrated our recent wedding anniversary by seeing The Bourne Ultimatum on August 5th. Wow...it's an amazing movie.

I've put my HR hat on and thought what it would be like if Jason were an Assassin for the company I work for - this is obviously a hypothetical example so let's just assume for a few minutes that I really have an Assassin on my payroll.

How do you think you or your company would handle these HR or related areas - keeping an Assassin in mind?

Recruiting and Job Postings. So, where do you find someone that wants to be and is qualified to be an Assassin? Which works better - an on-line job board like Monster or a local ad in the newspaper? How about a referral bonus? I found this site, G.I. Jobs...it's probably a great place to start.

Pre-Employment Testing. For those of you that have seen the most recent Bourne movie, you are given a glimpse of all that he went through to become an Assassin. Can we say psychological testing to the extreme? I'm sure he also had to have quite a few former superiors and co-workers vouch for how he handled himself in stressful situations. How many hours do you think he spent being interviewed? Was behavioral interviewing utilized?

Performance. What's your take? Is Jason an Exceeds or Meets? (Or, for those of you with a five point scale is he an Outstanding or Exceeds?) My gut tells me that he's probably the best there has ever been...a "legend" around the office. How is he evaluated or what are his metrics? How many "assignments" have to be completed per week or month? Are there incentives for completing "assignments" quickly while keeping within the budget?

Expense Reports and Receipts. How timely do you think Jason is in making sure he submits his expense reports before the payroll deadline so that he can pay off his American Express with the reimbursement he receives in his paycheck? Or, do you think someone in "corporate" always make sure these are handled in a timely manner? Also, do you think he always has a receipt to show for every purchase? For someone with this type of demanding work schedule I'm sure he's got an unlimited limit on his AMEX and never has to worry about an expense report or receipt.

Retention. When you notice turnover among your Assassins what are some of the things you put in place to keep Assassins alert, motivated, and eager to do their job better and better? Spot bonuses for a job well done? How about shares of ownership in the company? Diverse assignments from one part of the world to another? Company picnic or pizza party?

Employee Assistance Program (EAP). What do you offer Assassins when the job becomes more than they can handle? What about their work/life balance? Now, I have to ask, is work/life balance even possible in this job? Probably not.

Just some HR related thoughts and topics for you to consider as you watch the movie...here's a clip to give you a taste...

Enjoy!

Defense Attorney vs Prosecutor - How To Keep Your Strategy A Secret & Jim Carrey

So, you're a Defense Attorney and are doing your best to keep your strategy from the Prosecutor...

Check out this clip of Jim Carrey and think about how a Prosecutor you face might react to you doing this...

Dangerous Job = High Salary?

Anyone out there interested in risking their life on a day by day basis just to earn more money than the guy next door with the Maserati? Has keeping up with the "Jones's" tempted you to roll the dice and become a Pilot - the 2nd the most dangerous job in the US?

Hmmm...I don't think I'm there yet.

I just ran across this article on CNN by Les Christie titled, "America's most dangerous jobs". The article tells us that last year, according to the Bureau of Labor Statistics, over 5,700 people lost their life while on the job.

Check out this chart below of the Top 10 most dangerous jobs.

I guess Commercial Fisherman doesn't really surprise me as being the most dangerous job in the US but I really wouldn't have picked Pilots as #2. Also, if I was risking my life daily I'd expect to be compensated for it. According to the BLS website commercial fishermen only made from $322 to $775 per week - not worth the risk to me and I'll pass.

On the other hand, Pilots made an average of $129K per year - now you've got my attention. If you don't have the nerves for flying through the air, Air Traffic Controllers made an average of $102K per year.

Now, for #3, a Logger. Any thoughts about how much money they made? The most you'll probably make is about $26.00 per hour.

So, as you can see, an increase in danger doesn't automatically give you an increase in salary.

Now what? You going to make a job change or just stick to your current job?

If all you want to know is what the top paying jobs are, CareerBuilder has a list here...

Enjoy!

Merv Griffin - A Lifelong Career in Entertainment...

We've all been surfing the net and watching the news over the last couple of days and have heard about Merv Griffin's death on Sunday, August 12th. We've seen numerous stories and watched the history of his lifelong career in entertainment replayed before our very eyes.

I have to admit - I was born in the 70's and really wasn't that familiar with him. Sure, I had heard of the Merv Griffin Show but other than that I really wasn't aware of all that he had accomplished.

For those of you in my age group (and with my level of familiarity) let me share with you some of his accomplishments...

1. The Merv Griffin Show ran for a total of 25 years
2. He created Jeopardy! and Wheel of Fortune - you heard of these?
3. Singing on the radio at the age of 19 was his first gig
4. When his radio fans saw him for the first time they laughed outloud due to his weight. So, he soon lost 80 lbs in about 4 months.
5. When he retired in 1986 he sold Merv Griffin Enterprises to Columbia Pictures for $250 million
6. Merv invested heavily in real estate by purchasing the Beverly Hilton in Beverly Hills
7. In 1988 he bought Resorts Hotel and Casino (formerly Chalfonte-Haddon Hall Hotel) in Atlantic City from Donald Trump.
8. He loves horses and would wear his lucky gold tie to races

You learn something? I sure did...

Enjoy this tribute!

Turnover Rate & Performance Rating: TSA Baggage Screener vs Airline Baggage Handler

Kris over at The HR Capitalist had a couple of posts two weeks ago (here & here) regarding the turnover rate and performance rating of TSA baggage screeners.

The first thing I was curious about was how much TSA baggage screeners made. Here is their pay scale (screeners fall into pay bands D & E). It looks like you're hired into D ($23,836 - $35,754) and then once you're fully trained and on your own you move into E ($27,371 to $41,107). For those of you curious about career progression it's all pretty clear and laid out for you...

We'd all agree that this role and position is extremely import to our safety while flying. Can you imagine walking through the metal detectors and scanners and happen to see a couple of baggage screeners goofing off? It's never something I want to see... Plus, since their job is so important, do you want a "does not meets" or an "exceeds" screening all the luggage that comes into the airport and onto your plane?

But, what about the airline baggage handler - those who actually handle your luggage once you're sitting comfortable on the plane? What's your take on their turnover rate and performance rating?

If you're like me you've heard story after story from friends and family about luggage that's been lost, stolen, or damaged. The next thing you hear, valuable items start "missing" from inside your luggage and you don't even realize it until you arrive at your destination. Who is held accountable and responsible for this? I've read about baggage handlers that are arrested for stealing items from luggage but what other consequences are there?

You may be lucky enough to receive an apology from the airline...but is that it? Is that as far as it goes?

Once you are on your way home with your apology what happens with the "does not meets" airline baggage handlers - those who are truly responsible for what happened to your luggage? Does any of this information or feedback ever get back to them? Does each event or complaint ever impact their quality metrics, performance rating, and thus salary increase?

On the flip side what about the "exceeds" airline baggage handlers - those who truly take pride in their work? These are the ones you really want to thank because they are the ones that are handling your baggage with care - and they also do their part to keep the plane and you on time...

I've got no beef with airline baggage handlers myself but Kris's posts just started me thinking. I attempted to do some research on-line regarding the turnover rate and performance rating for airline baggage handlers but came up empty...

What's your take?

The Latest Carnival of HR Is Up!

All - It's here...the latest Carnival of HR is up and running!

Special thanks to Ann at Compensation Force for this edition...Enjoy!

X Games & Jake Brown: Your Career As A Skateboarder...

So, you've been skateboarding for a while and are actually starting to think about quitting your day job to skate professionally?

Go for it...but only if you've got what it takes...

My guess is that if you're a true skateboarder then you've been keeping a pretty close eye on the X Games and what's been happening out in LA.

That being said I'm sure you were watching when Jake Brown flew across the sky and then fell about 50 feet in the air. The flying through the air part was probably amazing...the falling to the ground part, no thank you...

Now it's your call...you still got what it takes after watching the video below?

Workplace Violence: Murdered when asked for a raise...

Anyone interested in one of the roomates to the left? Of course not - none of us want to end up there. This can be a quick consequence to workplace violence...

I blinked and almost missed this article on CNN but was obviously shocked by it. The article I ran across is titled, "Police: Boss kills workers who asked for raise".

As fellow HR Professionals, we would all agree that workplace violence is something that we never want to see at our company. We do our best to coach managers and employees on the best way to work and interact with each other - confrontation and difficult conversations is just about the biggest area that needs improvement. We can make recommendations, give examples, and even role play with each other but sometimes our advice is ignored and either party can be found guilty of reacting in a way where the immediate and future consequences of that reaction is the last thing on their mind.

In the story on CNN we aren't really given a lot of information - just told that the employees weren't happy about their pay and they had asked their boss on numerous occasions about an increase. Their boss just snapped and killed them both. This is obviously the worst possible scenario and outcome...

Here are some resources I found on-line that can be very helpful...

I found some information on Workforce that linked to a couple great pdf's from the FBI and ASIS International. If you're wondering what ASIS is, check out this link.

OSHA has some great resources available. Check out this bit of information from the OSHA website...Its most extreme form, homicide, is the fourth-leading cause of fatal occupational injury in the United States. According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), there were 564 workplace homicides in 2005 in the United States...

For a great post from a Workplace Violence/Anger Management perspective check out this post from The HR Capitalist...

Drugs & Alcohol On The Job and Random Drug Testing: Astronauts & The Office

OK - so we've all heard or read from the news today about the astronauts that few the space shuttle while drunk...

This is obviously something we didn't want to hear but we do know that NASA is acting quickly to address the problem.

I found a couple articles on CNN - here and here...

Here's is a report that gives some findings from the NASA Astronaut Health Care System Review Committee. It includes data from findings done from February 2007 to June 2007...

Hopefully, going forward, we'll start to hear fewer and fewer examples of stories like these involving astronauts - we still want our kids to continue to dream of becoming an astronaut one day. This also means that we need more and more astronauts being painted in a positive light as a good role model and someone to look up to.

But, since I'm a huge fan of "The Office", I couldn't help but think back to the episode when a joint is found in the parking lot of Dunder Mifflin. Dwight decides to question all of his co-workers and we get to see Michael as he takes an opportunity to speak to all of his employees about drugs - we also learn his definition of random drug testing...

Enjoy.

Negative Unemployment?

I was listening to the radio today (Rick & Bubba) while driving home from work and I heard the term negative unemployment. New to you? It certainly was to me. My simple definition would be a situation that exists when you have more jobs available than qualified workers...

From what I heard from the interview, jobs are on their way to Huntsville (Alabama) but, at this time, there aren't enough people to fill them. Who wouldn't want to work at the home of the United States Space & Rocket Center?

Check out this website that will tell you all about it...

Here's a quote from the site that sums it up pretty well - Huntsville Alabama is home to the Army’s Aviation and Missile expertise and to NASA’s Marshall Space Flight Center. It is soon to be the home of the Army Material Command and the Missile Defense Agency. There is already a shortage of professional people including engineers, scientists, program managers, acquisition and logistics experts and there are several thousand vacant positions coming between now and 2011.

Here's an article from the Huntsville Times that gives much more detailed information about this opportunity and predicament that Huntsville has found themselves in...

I did some research on-line and found Huntsville's unemployment rate as of May 2007 to be 2.4% - that's ranked 14th compared to other metropolitan areas in the US. My metropolitan area of Birmingham, AL has a current unemployment rate of 2.7% and is ranked 28th.

And you thought you had it hard? How would you like to be presented with this challenge and how do you think you would do?

Here are my first two initial suggestions.
1. You must offer incentives for qualified workers to come to Huntsville - be creative!
2. You must make sure the city - from tourism and government are all working together in a way to encourage and attract those workers.

Good Luck!

Tattoo? And You Want To Work Here?

So, who really cares if I have a tattoo or not - especially if I'm a hardworking and dedicated employee? The answer is - it depends...

HERE'S THE MAIN QUESTION TO CONSIDER (IF YOU ARE AN EMPLOYEE) - does the fact that you have a tattoo represent the image that your employer wants to portray to it's customers and clients - and especially their potential customers and clients? When $$ and profits are concerned your employer will always care. Since you already work there you're probably safe today.

HERE'S THE SECOND QUESTION TO CONSIDER (IF YOU ARE A CANDIDATE) - will the fact that I have a tattoo hinder me from getting the job that I'd like to have, make the money I need to make, and progress in my career like I want to?

I began thinking about this topic when I saw this video on CNN's website titled "Tattoos in the workplace" - CNN's Stephanie Elam reported on the prevalence of tattoos at the office and how some companies are responding. The video reported that approximately 25% of Americans between the ages of 18 and 50 have a tattoo and approximately 35% of Americans between the ages of 18 and 29 have a tattoo. If you're thinking like me those percentages sound a little high...

Here's an example to think about based upon the above stats... Let's say that in your company 200 employees fall between the ages of 18 and 50. If this is the case then there's a pretty good chance that about 50 of them have a tattoo. Now I'll bet you are pretty surprised - and I am too.

Now, let's go back to my MAIN QUESTION from the top. In my question I'm making the assumption that you are employed today and you're asking this question because you fall in one of these two following categories:

1. You have a small discrete tattoo today and you are thinking about your second tattoo or the upgrade that may be larger and less discrete.

2. You're thinking about getting your first tattoo.

If this is you then you've got to think about how this move is going to impact your current employment and future promotional opportunities. If this is your first tattoo and you've already decided that it's going to be small and discrete (and in a location that probably no one will see) I'd say your pretty safe. But, maybe you fall in the first question - this will obviously be a bigger decision and will take more thought from you as to the size and location - both of these will determine your future...But, maybe you don't care at all - then this may be your chance to rage against the machine and just accept how the chips fall...

Now, let's got back to my SECOND QUESTION from the top. You don't have a job or are very early in your career and have started to send out resumes and interview with prospective employers. How is your tattoo going to impact your ability to find work or has it already impacted your ability to find work?

Because of the size and location of your tattoo do you need to start looking into tattoo removal? If your curious about the idea, check out this video on CNN's website titled "Tattoo removal a big business". The doctor they interviewed says that it can cost up to $4,000 to get a tattoo removed and approximately 80% of his patients are women.

I found this article on Fox News titled "Body Art and Tattoos in the Workplace" and it gives a great example of a librarian at the University of Kentucky that desipite her tattoos has been pretty successful gaining and keeping employment.

Here's a quote from the article...The 27-year-old — who has multiple masters degrees and a job at the University of Kentucky's research library — feels no pressure to cover up. "It's not really possible at this point, unless I wore gloves," Harris said, adding that she thinks academia has been more accepting of her body art than the corporate world would be. "I think my qualifications should speak for themselves."

This other quote from the article reminds us that there are companies that are accepting of tattoos and body art...For some companies, allowing body art can be a boon - it attracts young workers that may not feel welcome in more conservative environments, said Paul Forster, CEO of the job search Web site Indeed.com (which shows that postings for tattoo artist have surged in the past year). Forster allows body art in the office, and about a quarter of his 25 employees have it.

Now the decision is up to you - it's completely your call on how you want to tackle this decision...

If you are still after more here are some links to more articles and policies on this topic.
Check out this post from George's Employment Blawg
Here's a quick take from Workforce
Here's an article from MaineToday
Check out this policy from the Army

Enjoy!

P.S. Here's a place where tattoos are not only exposed but also encouraged - Miami Ink or check out LA Ink where Kat (pictured above) has a new show and place to work.

The Latest Carnival of HR Is Up!

All - It's here...the latest Carnival of HR is up and running!

Special thanks to Ask A Manager for this edition...

Enjoy!

When A Reservation Really Isn't A Reservation - Seinfeld And Workplace Ethics...

How many of you out there have ever experienced one of these scenarios?

Scenario 1: You've been an employee of a company and been asked to somewhat "mislead" the public regarding the "fine print" that no one ever reads. How long did you stay working there after an experience like this one with Jerry? Did you feel guilty and confront management or just find another job and move on?

Scenario 2: You've been a consumer and had an experience like what Jerry went through. What did you do? Write or e-mail the company regarding these misleading/unethical tactics or just move on to the next rental car agency?

Just something to think about...enjoy the clip!

Also, If you have an example of either of of these scenarios please share by commenting...I'm sure we'd all like to read...

Job Opportunities At The Beach?

Anyone want to be a Lifeguard?

I'm in Florida all week long and I've been thinking about those tourists that come down here and start to seriously think about moving the family down here. No, not just a long vacation but really relocating the family.

If that is you let me make a list for you of some employment locations,opportunities, and occupations...

Seaside - they even have a "careers" page...
Beach Chair Rental...
Banker - at Regions Bank
How about Hilton Head?
Find a resort job - here...
Ever consider South Beach or Miami Beach?
Yacht crew?
How about buying a shrimp boat?
Are you a pilot? You could pull an airplane banner
You skilled enough to make surfboards?
Interested in Walt Disney World?

These are just some of the ones that I could think of and I know there are hundreds more out there...

As you can see, if you are really serious about the idea there are definitely some available careers for you.

Enjoy!

Marine Biologist: George Costanza's Second Career

Hopefully you've read my below post and have thought about your "second career"...

Here's some humor from George Costanza...Enjoy!

A Second Career - Is Now The Time?

I've been reading a lot about "career switching" and "second careers" and I've found some great resources and articles in BusinessWeek.

The first article I found was this one by Emily Keller titled, "Real Life Career-Changers". It gives a couple of great examples of how Eric Green, a Navy veteran, and Karen Tuttle, a retired 2nd grade school teacher, make this transition.

Here is a great quote from Eric Green as he talks about his transition from a Navy vet to co-managing a $50 million hedge fund. Although many of his skills carried over, Green says it has been difficult learning "how to filter the signal from the noise" when it comes to using market data to develop business strategies and pinpoint opportunities for growth. "I don't know if I will ever overcome this problem," says Green, who combats the obstacle by focusing on value-investing news rather than popular business information sources. "Most of my time is trying to hone the investment process, rather than worry about the hot headline."

The second resource I found was this great took kit that BusinessWeek put together - a Special Report on "second careers" and included are many resources, articles, and tips on how to take the jump into this new phase and chapter in your life. Take a deep dive into the links and information included there and you'll find youself bettere educated and prepared when thinking about all the factors that you will need to consider when making this change.

Here are some factors I'd recommend you consider before taking this leap...

1. Can you afford it? This may be an obvious question but you'll need to look at your financial situation and where you want to be when you "officially retire". If you've done your homework and prepared over the years you may already be there. If you are not where you need to be take how ever much time is needed to get you there. This may take some time, sacrifice and commitment but if you really want to transition out of what you are doing and into something you truly have a passion for, you've got to do it.

2. Find something your passionate about. You've been in your current career for a while and have had plenty of time to think about what you wish you would have done. You've also had experiences and learning opportunities in your life that have introduced you to ideas and careers that you had never would of dreamed of back when you were 18 and trying to choose your major in college.

3. Find something that gives you the work/life balance you want and need. You will need to select a career that gives you the work/life balance you want at this stage in your life. You may have a passion and always dreamed of becoming a jet pilot or a wilderness guide in the Amazon - but are these really going to give you the work/life balance you need? Probably not. But, there may be something you can do locally that is closely related to these passions that will still give you the satisfaction you are looking for.

These questions and factors are a great starting point for this new chapter in your life so continue to plan, set goals, and make that transition well into that new career.

David Beckham = New Compensation Strategy

For those of you out there who aren't soccer fans, you may have overheard on the news (TV, radio, internet) that David Beckham is coming to the states to play soccer. If you you don't know who David Beckham is, he's married to Victoria "Posh Spice" Beckham. If this clue doesn't help just follow my links...

He'll be playing for the Los Angeles Galaxy and making about $250 million over the next 5 years - this will come from sponsors, merchandise sales, and a % of club profits. If you're a hardcore fan you can go to the Galaxy site and see a countdown to David Beckham's arrival in LA!

I just read this article in Time by Gary Andrew Poole titled, "The Beckham Circus Comes To Town" where he talks about the circus (Beckham family) that will be coming...

I immediately put my HR/Compensation hat on when I read in the article about the "Beckham Rule". This is otherwise known as the designated player rule (but named after David Beckham) and allows a team to sign one player that is not counted or considered in that teams salary cap for the year.

For you HR and Comp Pros out there can you imagine your company creating a compensation rule, strategy, or exception just for that "high performer" on the market? Before today, I had never even considered the idea.

It's quite an interesting strategy and only time will tell if it pays off for the Galaxy and other teams who have and will take advantage of it...

Enjoy!

Our Safety vs Open Positions: Department Of Homeland Security

I just ran across this article at The Washington Post by Spencer S. Hsu titled, "Job Vacancies At DHS Said To Hurt U.S. Preparadness", and of course it really caught my attention.

As an HR Professional and American I wanted to hear how open positions, job satisfaction, and turnover at the Department of Homeland Security could impact or affect how prepared we are for a terrorist or other attack.

Below are some quotes from the article that sum up the three main areas of concern that any HR pro and American should have...

Open Positions:
"The Bush administration has failed to fill roughly a quarter of the top leadership posts at the Department of Homeland Security, creating a "gaping hole" in the nation's preparedness for a terrorist attack or other threat, according to a congressional report to be released today.

As of May 1, Homeland Security had 138 vacancies among its top 575 positions, with the greatest voids reported in its policy, legal and intelligence sections, as well as in immigration agencies, the Federal Emergency Management Agency and the Coast Guard. The vacant slots include presidential, senior executive and other high-level appointments, according to the report by the majority staff of the House Homeland Security Committee."

Job Satisfaction:
"Homeland Security employees reported the lowest job satisfaction among 36 federal agencies in a January survey by the OPM. The average tenure of the Secret Service director has dropped from 10 years during the past century to less than three years since 1992, and the agency has had three directors since it was moved into the DHS."

Turnover:
"The department faces high turnover because top officials are in demand in a private sector willing to pay lucrative salaries. It is heavily dependent on contractors, yet its staff to manage them is overstretched. Partisan political combat over homeland security issues has also made jobs less attractive."

I won't get political but will have to say that after reading this article I am somewhat concerned. I know there are a lot of "agendas" driving some of the "facts" that were presented in this article but we should all due our homework regarding this and other related articles and stories about the Department of Homeland Security and our safety.

I know that I'll be keeping a close eye to this story and I hope you will as well...

Enjoy the post and be sure to dig through the links...

"The Office" Pranks with Dwight - Thanks to Pam and Jim

Here are my last two clips from "The Office" for a little while - I found these and couldn't resist...

Enjoy "CIA Mission" and "Future Dwight"

Pepper Spray At Work - Good Idea or Bad Idea?

Cube Etiquette - How Bad Can It Reallly Be?

I've been hearing and reading a lot recently about "cube etiquette" and often wondered if it was really as bad as claimed. But then I remember that we have all been there - you either sit in a cube today, you did in a previous job, or you have friends that work in a cube...

Now, you may be wondering - who really cares about "cube etiquette"? It Looks like CNN & The NY Times does and they have done some legwork and felt this topic was print worthy.

The NY Times article, "Turning Down The Volume In The Next Cube", was published on June 17, 2007 by Eilene Zimmerman and includes some great Q & A's from "readers" presenting various scenarios and how various situations can best be handled.

The CNN article, "Your biggest cubicle complaints...solved", was published on July 2, 2007 by Robert Half International and address some complaints with some great "what not to do" / "what to do" scenarios.

Here's my favorite scenario...

Complaint: "Things keep disappearing off my desk."

What not to do: If you see your stapler is missing, quickly swipe someone else's to replace it.

What to do: It's hard to monitor your belongings when you're away from your workspace, but you can help crack the problem when you are there. The next time someone reaches over your cubicle wall to "borrow" a sticky note or stapler, politely direct the person to the supply room. If the issue persists or goes beyond company-supplied items, you may want to talk to your manager. In the meantime, reduce the temptation for others to swipe your stuff by placing anything of value, like a favorite book or MP3 player, in a bag or purse that you take home with you each evening.

Now some humor - at least your "stuff" doesn't end up in a vending machine...

The Apple iPhone Is Here?

I'm feeling the pressure to post about the iPhone that is out today...

Here's the link

If this is the first place you've heard about it where have you been hiding?

P.S. If you are an Apple employee you'll be getting one for free...

The Latest Carnival of HR Is Up - Letterman Style!

All - the latest Carnival of Human Resources is up...

Special thanks to Kris Dunn at The HR Capitalist for this latest edition...

You can find it here

Enjoy and especially check out #10 of the Top 10 Benefits of a Career in HR/Talent Management...

Google: Is It Really A Great Place To Work?

Google...who in the world hasn't heard the word Google? And...they are not just a search engine anymore!

They are...(according to Fortune Magazine) the best company to work for (check out this pdf) and a verb - "Let me go google that...".

I could go on but I really want to focus on why they are the best company to work for.

Here are some reasons I found out there that confirm this...

1. The Great Place To Work Institute says so - here

2. Check out their benefits!

3. They have 11 cafeterias at their Mountain View, CA campus - gourmet food included - and the food is free!

4. Check out these perks:$500 voucher for takeout food after the birth of a child, $5,000 subsidy to buy a hybrid car, $2,000 bonus for referring a new employee

5. Check out these slides from the Googleplex Campus...

6. The Google Culture...

7. Recreation Facilities - on the campus you can work out, take a shower (please do!), get a massage, play video games (foosball and ping pong incuded), and also play a baby grand piano...

8. The Google Philosophy...

9. Google Lava Lamp anyone?

10. Read these "Googlers" testimony...

11. Here are their "Top 10" reasons to work there...

12. Check out these video's on what it's like to work there...

13. Here is their Official Blog...

Now, who wouldn't want to be a part of this?

Check out this video and enjoy!

New Technology = New Careers

Here's an article I just ran across on CNNMoney.com titled The new new careers.

We all know that as our world (and especially technology) changes the need for different types of occupations, skillsets, degrees, knowledge, etc...will therefore be impacted.

Here is the top 5 "new new careers" found in the article...

1. Disease Mapper

2. Robot Programmer

3. Information Engineer

4. Radiosurgeon

5. Second Life Lawyer

Most of those were definitely new to me so take a hard look at these and see how advances in technology, medicine, data, and robotics have and will impact the jobs of the future.

Maybe you're looking for a new career or have a child that's looking for one. Here's a great place to start.

When A Promotion Really Isn't A Promotion - "The Office"

Enjoy...

So, You're The Obnoxious New Guy?

You've been interviewed, evaluated, and heard the sales pitch about what XYZ Company can do for you. You've considered the offer and opportunity and have decided that this new company and culture will be a great place for you to grow, contribute, and progress in your career. They have also told you how excited they are to have you on their team and emphasized everything about you that will be a great fit for you and them.

Now, you're it - "The New Guy"

I found this article in BusinessWeek by Liz Ryan titled, "How Not to Be the Obnoxious Newcomer". I immediately had to laugh and think back to when I was "The New Guy" at various placed where I've worked. I remember some of the awkwardness - how much should I say or should I wait until I'm asked upon for my opinion. We all can think about new hires at companies where we have worked and how they have presented themselves and their opinions - some good and some bad.

Here's my take on this dilemma that "The New Guy" faces...

1. Think about what you were hired to do - or least what your boss said you'd be doing. Were you hired to shake things up because the way things are being done today will definitely not work? If this is you then you obviously shouldn't be as concerned with being "The New Guy". You've been brought in to take charge, question the way things have been done, and (using your past experiences and accomplishments) make changes. Most of us aren't going to fall into this category so continue reading...

2. Listen more than you speak. You've heard it before - we've been given 2 ears and 1 mouth for a reason. You've done your research on the company and asked all the right questions during the interview process so you feel pretty confident about what you're walking into. Think again - it's never exactly what you thought it was going to be (not being pessimistic - just reality). Now is the time to listen to whats going on. What are they doing today that works/doesn't work? How have they done it in the past and what changes or enhancements have been done over the years to make it better?

3. Reflect on your past experiences. You've probably been hired to do a job that is similar to what you've done before so think about (and if needed write it down) how you did your job. What made you successful or what worked at your previous company? Was it your charisma? technology? a particular software package? a process? Remember, just because it worked there it will not automatically work at the XYZ Company. Maybe you and your previous company were not successful - now you've learned how not to do it.

4. Now, really learn about your new employer. What is their core product and what does the product do - why is your company in business and how do they generate revenue? Who are your customers - and why are they still your customer today? Who are your competitors - and how similar or competitive is what they have on the market? How is the company really doing financially? What is the culture? What technology does your company use to accomplish their main objective? Are they forward thinking about what shape they will be in 5 or 10 years down the road? What's going on in your industry? There are obviously more but here's a great starting point...

Hopefully these 4 points have made you think about the next time you are "The New Guy". You may even have a friend that is about to be or has just become "The New Guy" - forward this to them to save them from making the mistakes that we have all been guilty of.

Enjoy!

"Jott" A Note With A Phone Call - No Pen Required

We've all been there...

You need to write a note down but it's not the time or place to pull a pen and piece of paper out to write it down. You've thought about buying one of those mini digital records but don't really want to spend the money.

Introducing Jott - Mobile Note Taking and Hands Free Messaging. It takes a minute to set up - and it's free!

Check this out. All you have to do is dial a number, speak your notes, and you'll receive an e-mail. I've just registered and recorded my first note - received the e-mail within seconds...

You'll be able to Jott yourself, a friend, or a group of people - just import your contacts and customize the name and members of the group.

For those hardcore bloggers out there you can even Jott to you blog!

Here is Jott's Blog - if you're really in to it...

See below what Henry has to say about it...

George Costanza - So, Do I Have The Job?

So, you have a great discussion with the hiring manager and based upon his comments you aren't exactly sure what he intends next steps to be...

Do I wait for a phone call back or just assume I have the job?

If you were George what would you do?

Be A Gamer - It's Good For Your Career!?

I think I've just heard that IBM research says that "online videogames can help you become a better corporate leader..."

Here's the press release titled, "IBM Study Says Gaming Is Good for Your Career".

Attention gamers: Want to get ahead in your career? According to new IBM research (NYSE: IBM), online videogames can help you become a better corporate leader by fostering skills related to collaboration, self-organization, risk-taking, openness, influence, and communications. These competencies are increasingly being sought by businesses as they compete in the global economy.

I did a little more research on this topic and found a great article in Businessweek by Aili McConnon titled, "IBM's Management Games".

We'll, for you skeptics out there, what I'm reading is actually true. And, IBM is taking this concept very serious. The've committed quite a bit of dollars, time, energy, and resources toward this new idea. Disclaimer: If you're idea of "online video games" is playing Ms. Pacman or Galaga on your PC then you've got a lot of learning to do.

Check out these quotes from the article...

The IBM researchers found that those who are deeply immersed in online worlds that link millions of players, such as World of Warcraft, were ideally suited to manage in the new millennium. They were particularly savvy at gathering information from far-flung sources, determining strategic risks, failing fast, and moving on to the next challenge quickly. "If you want to see what business leadership will look like in three to five years, look at what's happening in online games," says Byron Reeves, a Stanford University communications professor and co-founder of Seriosity.

The study points out that games can become "management flight simulators" of sorts, letting employees manage a global workforce in cyberspace before they do so in the real world. More than half of the managers surveyed say playing massive multiplayer games had helped them lead at work. Three-quarters of those surveyed believed that specific game tools, such as expressive avatars that can communicate via body language, as well as by voice and typing, would help manage remote employees in the real world.

If you've got the time check out the links in my post - there's some great information and they will provide you with quite a bit of insight into why IBM is doing this.

Remember, our world is changing and everyone out there doesn't think, react, respond, or even learn like you. We've got a new generation coming up that will challenge the way we do business, progress through our careers, and tackle opportunities.

Happy Gaming!

Telecommuting - not exactly what I thought it was going to be...

Hold on a second...let me make sure I understand. So, with this new deal all I have to do is "be available" at 8 am for work (or if you're lucky, all you have to do is accomplish about 8 hours of work during the course of the day - just get it done - doesn't matter if it's at 8 am or or 8 pm).

You have got to be kidding...so I get to wake up almost whenever I want, drink some coffee (for me a Mtn. Dew) and sit at my "home office" in my pajamas and work. What a deal - I must have the best job in the world! No commute, no ironing clothes, no parking, no "time wasted" in meetings, no boss (that's right - no Bill Lumbergh), no annoying co-workers, and no office politics.

Week 1: I must be the luckiest man on earth - I've got the best employer and the best job...

Week 2: It looks like I'm going to enjoy this - Hmmm...I wonder what's going on at work? I wish someone would call me - or at least send me an instant message. Maybe I'll go to Starbucks with my laptop and see what I can get done there...

Week 3: Boy, I kind of miss my co-workers...I wonder if I could start going into the office a couple of days a week?

Is this your idea of what may happen to you if you decide to telecommute?

I just read this NY Times Article by Abby Ellin, "Plugged In at home, but Somehow Left Out". In the 17 years of writing she's only spent about 1 year in the office and now, after weighing all the pros and cons, she is going to try it out.

Here's a quote from the article and sums up her "defining moment" - when she decides she's ready...

The final straw came a few weeks ago, when the battery in my answering machine died and I didn’t have time to replace it. For two long days, unable to screen my calls, I was forced to answer the phone myself — always a risky proposition. I was also forced to acknowledge just how much I missed that disembodied voice cutting through the silence.

THAT’S when I knew I was craving a full-time job in a real office. It wasn’t about money or health insurance or paid vacations, though those are certainly nice perks; it was about sanity and recognizing that it’s O.K. to be just like everyone else. That sometimes it’s all right to be another brick in the wall. That conformity exists for a reason.

So, you're given the option to telecommute and are doing your best to weigh all the options. Here are some thoughts to consider.

1. Who will be at home if you're there? Do you have a spouse that stays home with the kids? Will you really be able to separate yourself from what's going on at home? Me - no way! Unless you'll be the only one at home or can really separate yourself, it's probably not a good idea.

2. Discipline/Initiative/Distractions. Are you disciplined enough to stay focused on just work and get done what needs to get done? Would you have the cleanest house on the block? Dishes washed? Clothes washed and folded? Carpets vacuumed? Windows washed? Discipline will be key to stay focused on the task. The last thing you'd want to do is to drag your 8 hour work day into a 12 hour work day because you constantly get distracted and sidetracked. Next topic....productivity.

3. Productivity. You need to look at what it takes today for you to be productive? Are you basically an individual contributer and take direction from your boss - and typically via e-mail? Or, does your job require you to attend meetings, collaborate with your team members, and gather information from other departments and resources in the office? If you had to rely on e-mails, instant messages, and voice mail how successful do you think you'd be?

4. Cost savings. This will more than likely be a "no brainer". You've already got the high speed internet at home and your company is going to start reimbursing you a portion of it, supply you with a laptop, a printer, and some office supplies - you're all set. The instant savings will be in gas, lunches, and probaby some on clothes - no need to stay as current if no one is going to see you.

5. People Interaction. Are you a "people person" and thrive on that interaction with your co-workers? Do you love the office politics? If so, you'll be miserable at home. But, this may be exactly what's driving your decision to telecommute. Your co-workers may drive you completely crazy and they are actually hindering you from being productive at work...no...they wouldn't do that - would they?

Now what's your decision?

This isn't an exhaustive list but definitely one to get you started toward weighing all the options about telecommuting.

Good luck!

Simon Cowell & Unexpected Talent - Paul Potts...

I've just seen this video for the first time - so have over 1.5 million people in the last 5 days. Special Thanks to Jason Corsello for introducing me to it with his latest post.

The video starts and based upon my first impression, I'm pretty skeptical on this guy's ability to sing opera - which is his absolute dream. The music starts and he begins to sing. I'm totally shocked and so is everyone else - take a look at the faces of those in the audience - take a look at the expression on the face of Simon Cowell. By now I've got goosebumps. The audience is absolutely amazed and his singing has brought many to tears. Here's a guy many probabaly felt sorry for as he walked across the stage to the microphone - but now we see him in a new light. We see this "hidden talent" that we never would have thought he would have been capable of.

Now, let's look at ourselves...do you have a "hidden talent" that could change the job you're in or even change your profession? Do you have a dream of doing something but have never had the guts to give it a shot?

Why in the world are you waiting?

For additional details and more information see my previous post on taking advantage of "white spaces" in your life titled "The Industrial Revolution vs. The Career Revolution".

Presenteeism vs. Absenteeism & Wellness - what does it really cost?

Here's a new word and concept I ran across at a Wellness Conference last week - presenteeism. Was your reaction the same as mine? I thought to myself, what did you say and how do you spell that?

For those of you looking for a definition, here's how wikipedia defines presenteeism, "Presenteeism is the opposite of absenteeism. In contrast to absenteeism, when employees are absent from work illegitimately, presenteeism discusses the problems faced when employees come to work in spite of illness, which can have similar negative repercussions on business performance".

I decided to do some research out on the web and I found quite a bit of information out there. Obviously this is a new idea and concept - the oldest article or story about this I could find was in April of 2004 when WebMD, CBS, and MSNBC covered it. Most of these stories referenced a study done by Cornell University - here's the article or press release - which came out just days before the media covered it.

You may be thinking that if I'm sick I just stay home - the last thing I'd want to do is to get the rest of my co-workers sick as well - then they would be missing time and productivity. But, as well all know, all employees out there are not as conscientious as you - especially when it may come down to getting paid vs not getting paid. Also, what's the culture at your company? Are you expected to come to work or possibly just work from home when you're sick or just not feeling well? I know that there are many companies out there that view "calling in sick" as a sign of weakness and a lack of teamwork - please don't be one of those companies!

We all can look at the surface and brainstorm about the factors or distractions that cause the loss of productivity while coming to work sick. Here are some I came up with that probably take up the most time.

1. On the phone with doctor, family, friends - telling them how bad you feel
2. Constant restroom breaks - I won't go into anymore details...
3. Constant breaks to get a drink and snack
4. Talking to your co-workers about how bad you feel and discussing treatment options from when they or another family had the same symptoms.

Now, let's take this deeper and see how this may impact your company - from a financial, loss of productivity, and higher healthcare cost perspective.

The Cornell University study presents some pretty staggering figures and statistics. They say that "the productivity losses from presenteeism are possibly as high as 60 percent of the total cost of worker illness - exceeding the costs of absenteeism and medical and disability benefits".

"For such conditions as allergies and headaches, on-the-job productivity losses could account for over 80 percent of employers' total illness costs, the Cornell and Medstat researchers report in the first study to add the cost of on-the-job productivity losses from common health problems to total employer health-related expenses."

"All in all, this means that from about one-fifth to three-fifths of the total dollars attributable to common health conditions faced by employers appear to be the result of on-the-job productivity losses," says Ron Goetzel, director of IHPS. He notes that headaches, allergies, arthritis, asthma and mental health-related problems such as depression incur the greatest on-the-job productivity losses.

So, if these common health conditions are really impacting our bottom line, what should we doing from a Wellness perspective to combat and reduce the impact of these ?

Be on the lookout for more information from me as this concept of presenteeism continues to gain more and more attention - and as we look at how we can practically develop wellness programs to tackle these conditions and the impact they have.

For those of you that want to read more free hard facts and details related to this, The Journal of Occupational and Environmental Medicine (JOEM) did some extensive study and here's their data - pdf or html - published in January 2003, Volume 45, Number 1.

If you're open to paying for some more information go to the Archives of the JOEM and look for the April 2004 Issue, Volume 46, Number 4.