My 2010 wish list

Ten years ago I was determined to bring in the new millenium with gusto, praying that Y2K would blow over and practicing not starting off dates with 19XX.  Well, another year is over and a new decade about to begin.   It’s been an amazing and amazingly productive year.  When I look back, I think “wow!” at all the fabulous people I’ve met and all the great work that I’m hearing about.  It just occurred to me that at the beginning of this year I would have never considered blogging; the world and our minds can change pretty rapidly in the course of just one year!

Other HR bloggers at this time of year are making their predictions for 2010.  I’m not going to even attempt that one!  But I will document for you my hopes and dreams for HR for 2010.  I look forward to revisiting this list next December and seeing how far we’ve come! 

1.  HR understands that social networking has become a must do to survive.  It will no longer lock it down or police it.  It will work within the new world, accept it for what it is and most importantly, take advantage of it.  This doesn’t mean that everyone should sign up for Twitter!  Instead, we should consider the options available and choose what makes sense for the organization. 

2.  More industries and organizations give their shareholders or stakeholders a “say on pay”, giving them information on executive pay.  It’ll open up discussions and build transparency.  On December 11th, the U.S. passed say on pay legislation for the financial industry.  But the financial industry in Canada realized that they didn’t need to wait for the law to step in to do the right thing.  Management guru Peter Drucker would agree:  revamping exec comp is good for the organization and society.  

3.  Companies up their investment in employee learning and development.  Everyone is screaming for the need to increase productivity.  Investing in improving literacy and providing employees with skills to do their jobs better has a better ROI than buying a new computer.  

4.  Derogatory comments about Gen X, Y or Z stops.  This is a form of ageism and should go the way of sexism, racism and other ‘isms.  Let’s talk about how generations differ and how to maximize value through them, much in the same way we talk about any other group in our organization (e.g. women, visible minorities, etc.).  I’m not sure if people who call Gen X “entitled” realize that they have just offended me….  

5.  HR increases its knowledge on metrics and dedicates some resources to it.  I get it – your systems are cranky, your data is garbage, you don’t have the budget… I’ll tell you a secret:  start anyways and you’ll get better at everything else along the way.  Isn’t that how we start anything for the first time anyways? 

6.  As the economy gets better, organizations bring back the Christmas party, merit increases and focus on engagement.  Cut backs shouldn’t be the new status quo to maximize profits but we certainly can get more efficient at how we manage these things.  

7.  Everyone reads What Matters Now.  Shout out to Dalell Amed who shared this ebook with me using another social web took, LinkedIn.  Within 24 hours, I received 3 copies of this book thanks to our profession’s willingness to share knowledge.  If you still don’t quite understand the value of social networking, this is how it works folks.  

8.  HR pros start an email chain on the blog post “18 Breakthrough Ideas for HR Success in 2010”  along with these Holiday Eating Tips

Thanks for following my blog this year, for your encouragement, compliments and most importantly for joining in on the conversation.  Happy Holidays! 

Where's Waldo?

Take a break, you hard worker you, and find Waldo! (click on the pic to make it larger!)

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