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This article is only for the true fans – the people who believe that human resources is about hiring great people helping them do amazing things. The HR renegades.

If you’re just a casual reader of this site, this article isn’t for you. You can keep reading if you want, but I won’t feel bad if you leave now.

Keep reading…

A few months ago on Google Wave, Victorio Milian asked: What does HR need to get better?

Since Google Wave is still closed to the public and in beta testing mode, I thought I’d share my answer to Victorio’s question with you here.

BTW, I have a few Google Wave invites left. If you want one, let me know if the comments section.

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Lance Haun and I discuss the multigenerational workforce. What’s fact? What’s myth? And what’s actually important for HR pros to focus on? (19:40)

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Links from this Podcast

• Jason Seiden on Career Phase

Podcast Highlights

Is Generation Y different than other generations in the workplace? Sure. Are they that they different? No, I don’t think so.

There’s no money in exploring what’s similar and common among generations. To me, that’s why a lot of focus has gone in that direction. Instead of focusing on similarities, focusing on differences.

It’s not a generations thing. It’s about setting expectations, communicating clearly, and then holding people accountable.

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Last weekend, Seth Godin posted a list of random rules for ideas worth spreading.

Since Renegade HR is all about putting ideas into action, I thought I’d share the list with you. Here are my favorites. Head over to Seth’s blog to read the full list.

• Waiting for inspiration is another way of saying that you’re stalling. You don’t wait for inspiration, you command it to appear.
• Avoid powerful people. Great ideas aren’t anointed, they spread through a groundswell of support.
• Seek out apostles, not partners. People who benefit from spreading your idea, not people who need to own it.
• Surround yourself with encouraging voices and incisive critics. It’s okay if they’re not the same people. Ignore both camps on occasion.

Click Here to Read the Full List

Image by Stephen Poff

Frank Roche over at Know HR wrote a thought provoking post on how to release the energy of high-potential HR employees.

His post got me thinking about the way we treat (and reward) HiPo’s in general.

I often wonder how many would-be HiPo’s come across as average to subpar performers because they’re either:

1. In the wrong position that isn’t well aligned with their passions and strengths, or…
2. Poorly managed, and thus demotivated.

I know there’s a lot of HR pros who would say you need to show you’re a HiPo before you get the rewards HiPo’s get. The whole chicken and the egg thing.

But a big part of me believes that if you treat all of your employees like they’re rockstars until they prove that they’re not (instead of the other way around), you’d start seeing a lot more rockstars in your organization.

I posted this on Twitter the other day, and Fran Melmed pointed me to this interesting NY Times article about random promotions.

So… what are your thoughts?