10 Takeaways from WorkHuman 2018

By Lauren Brown

“The growth of this movement is palpable,” said Alice Carroll from OhioHealth about attending her second WorkHuman.

She’s right. Since the first conference four years ago, attendance has grown by 500%. This is the beginning of a culture shift in HR that attendees are making happen – and the movement is moving fast.

The last three days have been a torrent of emotions. Attendees learned about each other, recognized others, shared meals, and laughs, and tears, and experiences. There have been impactful stories from amazing keynote speakers. And the running thread through all of it has been the importance of human connection.

Here are 10 takeaways from the lineup of keynote speakers and the historic panel on respect and equality in the workplace.

  1. Ditch the drama. “Your ego is not your amigo,” Cy Wakeman told the audience in her Monday pre-conference keynote. She cited ego as the primary source of drama, which, when left unchecked, has a negative impact on employee engagement. “If we upcycled all the energy spent on drama per headcount and put it into results, happiness, and engagement, think what could happen,” said Cy. “Leaders need to facilitate good mental processes so that people can get rid of emotional waste in the workplace and put their full self into doing what’s right.”
  2. Recognition moments matter. Steve Pemberton, chief human resources officer at Globoforce, wove a story of how distinct moments of recognition helped him overcome the labels that defined his childhood – turning adversity into new beginnings. For Steve, recognition means we’re all in this together, and we need our collective experiences to truly thrive. “The first picture of someone is rarely the full picture,” he said. “There’s a lot we can learn from one another when we learn from experiences over labels.”
  3. It’s time to get feedback right. According to Dr. David Rock, director of the NeuroLeadership Institute, the current state of feedback is broken. He noted, “Feedback either does nothing, or makes things worse.” What do we have wrong about feedback? The misconceptions are that we hate feedback, that it’s best to focus on errors, and that feedback must be giver-driven. David explained the key benefits of moving away from the giver-driven model, to one where employees throughout an organization are asking for feedback.

 

Read the rest of this post on the Globoforce blog.

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