How to Cast a Vision for Your Company in 2015

Posted by Sean Pomeroy on Thu, Jan, 22, 2015 @ 08:01 AM

After a few weeks into the new year, it’s easy to turn your back on your New Year’s resolutions. However, in order for your business to accomplish its goals this year, you must persevere. In order to make a real and lasting change, you have to understand where the weaknesses are in your company so you can actively plan how to change them in the future. 




Recognize Weak Spots

The first step in creating goals for your organization is assessing the company’s strengths and weaknesses. Understanding where frailties are and how they affect productivity in the office. Now, not all organizations have the same strengths, nor do they have the same weaknesses. That’s why it’s important to take time to evaluate your own. Take example from other industry professionals, but any change or analysis has to be adjusted to fit your company ethics and culture.

Anything from optimizing a website, to increasing employee engagement, to leadership interaction among the team - and anything in between - can be areas for improvement. Leadership is a hot topic for development as Millennials are beginning to enter leadership positions. Gwen Morgan (@gwenmorgan), contributor to FastCompany and EntMagazine , said:

“But how does an individual get a glimpse into the areas that need shoring up in order to develop maximum leadership potential? If you don’t have access to sophisticated feedback and mentoring programs at your company, you can do some sleuthing and data-mining on your own to get more insight.”



The ever popular system is popular for a reason. SMART goals are easy ways to set, maintain, and reach goals effectively. Use Specific language to explain how and when you plan to reach the goal. That goal has to be Manageable, however. If the objective isn’t measurable, it’ll be difficult for the team to stay on task and engaged until the deadline. The goals can’t be too big that they are difficult or impossible to achieve, so make them reasonable enough so the team can Attain the objectives. These goals need to be meaningful to all of your employees, so make them Relevant to not only the organization but the team as well. Set a hard deadline so the goals are clearly time-based; however, set that Time frame so it is doable rather than stressful.

According to Leadership IQ, only 15% of employees feel SMART goals are useful. However, it’s probable that the goals set weren’t actually smart. These goals can only effectively be used when the company leadership closely examines what the original issues were and critically think about how to fix them. Quick fixes are not blanket solutions, nor are SMART goals cookie cutter objectives. 


Why the change is necessary

Children function better in an atmosphere that is structured. No, I am not saying that your employees are like your children and they most certainly shouldn't be treated as such. However, growth is best fostered within an environment that has a sense of formal structure. A team that has this type of base is more likely to grow in a unified direction. That's what goals do for your organization. Clear and consistent goals over a given period of time trends towards higher productivity rates within your employees. Take a large, quarter-end project for example. Setting a stream of consistent goals for a larger end goal is more likely to be motivating than one massive and daunting goal at the end of the quarter. Immediate and realistic goals reduce diminishing returns (for each unit invested, less is produced).

SMART goals help to ensure your employees are growing both personally and in line with what your organization needs for healthy development. Without goals in place, fixing problem areas or departments in the organization can become a muddled mess. SMART goals help to keep the entire team aligned to help accomplish the necessary change. 

Your team needs an end goal, but they also need guidance to get there effectively and on time so you can achieve the vision for your company in 2015.



Tags: Sean Pomeroy

3 Tips for Great Software Implementations from #DTHR

Posted by Mary Sue McClintock on Tue, Dec, 16, 2014 @ 10:12 AM

In case you missed it, our very own CEO, Sean Pomeroy, was recently on the DriveThru HR podcast, where he covered a number of interesting topics regarding HR technology with hosts Bryan WempenNisha Raghavan and William Tincup including the false promise that alluring technology can often make, how to create team chemistry beyond technology, and the desire to get his open weekends back after having kids. But what we really loved was how he gave simple, smart tips about great software implementations (after all, that’s what we do).



1. Don’t Fall for the New and Shiny

Perhaps the biggest takeaway from the show was people need to begin stepping away from the idea that a piece of technology alone will solve a problem, and that once they have the latest and greatest in whatever process they’re trying to optimize, the solutions will quickly arise. Your search should begin with a solution to a problem and how technology can help fix that, not what new piece of tech you can use.

Share on LinkedIn"I remember someone telling me one time, ’nobody buys a drill because they want a drill. Nobody says gosh, I want the best drill ever! They buy a drill because they want a hole.’" - Sean Pomeroy, (@Sean_Pomeroy)


2. Don’t Always Aim For Perfection 

One of the biggest issues the hosts cited when a group begins using a new technology is having to repeat part of the process after the company has become more well-acquainted with the tools. The core of the problem is communication, and neither the client nor the vendor are really at fault. Clients don’t always begin a project with a perfect strategy and can lose sight of the goal after seeing the bells and whistles. Better best practices brief, asking questions about what the client wished they had. The goal of perfection can interfere with the actual task.

Share on LinkedIn: “We’re getting ready to record a video library. We already have a lot of our items… and instead of trying to get everything perfect... I’m having my team try to have more fun with it. It’s okay if you cough in the middle, it’s okay if you have verbal slip here or there, or if something’s not perfect, and so I think these things help build a relationship between parties." - Sean Pomeroy, (@Sean_Pomeroy)


3. Establish a Human Relationship With Clients 

Vendors want to be considered collaborators, not just vendors. Can they ever become trusted advisors? According to Sean, they can. He looks at the process of a new hire as dating, and you have to give and take in a relationship. Visibility Software has what we call outbound tech support, where we ask a client if they have any questions about the software, or if anything’s bothering them. By letting the client know that the relationship works both ways, we're able to foster better relationships with our clients and earn their trust. Don’t just keep selling to them. Don’t confuse support with sales.

"As a software technology user, I get tired of having an account person call me every month, and I start to say I have problem — ‘oh, you can open a case, you can call, you can do that’ Then I get a new guy for the tools we’re using every six months and he says ‘oh, do you have twenty minutes to meet?’ and the first thing that he asks is 'how many more user seats do you need for this month, or this year?'” - Sean Pomeroy, (@Sean_Pomeroy)


Finally, the DTHR crew asked Sean where he thought HR technology would go in the next year. For us, it’s becoming apparent that LMS is up and coming, while ATS are already established. There’s also the historic battle between staffing ATS and ATS, which has now become a battle of auxiliary features. With more auxiliary technology, like posting and social media tools, cropping up everywhere, it’s becoming clear that these technologies don’t have core aspects of the trade like applicant or requisition management. The end result ATS will try to implement the auxiliary features and the auxiliary features will try to build a proper ATS. More mergers, more consolidations, more acquisitions, more startups are a guarantee as well, which, in Sean’s mind, will make for a much more competitive and interesting field.



Tags: Best HR Software, best software service, best software, Sean Pomeroy, #DTHR