Confusing your people with sheep
One of my peers, @tivo, just introduced me to Icebreakers, a merino wool clothing maker. She knew I shared the love the outdoors and the New Zealand-based company made clothing that: a) smelled clean even on multi-day backpacking trips with only stream water and b) green and sustainable. Great statements and, backed up, interesting facts. However, what impressed me was when my colleague showed me how I can track with a "baacode" where my products wool came from, right down to the sheep. That's personalized, something I did/experienced and it resonated with something I already valued.
I started wondering...
- What "value" do I offer? Yes applicants seek a job, but they leave it for something of more value in a heartbreak. Do I tell applicants how great a place TiVo is to work? That's second rate to showing them. Photos, videos can demonstrate far more, far better value. Why? It engages other senses and it involves others (think of it as having references).
- Do I empower my people? The don't-call-me,-I'll-call-you doesn't cut it anymore. People expect more. Great, talented people command more. This goes beyond transparency. Do I enable others to learn for themselves? Do I enable them to share what they know with others? Acknowledging receipt of their email or resume isn't enough. How about a self-selecting quiz to see one would like working at TiVo? Am I going to where the conversations are taking place?
Of course it isn't up to just me, it takes (thankfully) a team effort. I just need to remind myself to keep asking the questions.
My "people", be they applicants, customers, or fellow employees, won't follow me by accident. They're not sheep.
