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What is it? Why does it matter? How do you change it? (11:33)

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About V. Michael Ferdinandi

Michael’s business career spans 30 years with three leading Fortune 100 companies, including CVS Caremark, PepsiCo and Ford Motor Company.

In his most recent role, Michael was the Senior Vice President and Chief Human Resources Officer for CVS Caremark, a 215,000 employee retail pharmacy and clinical healthcare provider.

Michael has a long career of managing organizational behavior and workforce development initiatives. Under his leadership, the Department of Labor, the National Council on Aging, and several other notable organizations have recognized CVS Caremark for its commitment to outstanding workforce development.

In 2009, HR Executive magazine named Michael to the “Human Resources Honor Roll.”

Michael earned both a BS and an MS degree in Industrial Education from Rhode Island College. He received a Doctoral Degree in 1995 from Boston University where his major research focused on business process re-engineering.

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Links from this Podcast

• Motivation and the Theory of Everything
• Incentive Programs and Building an Amateur Airplane
• The Difference Between Incentives and Motivation

Podcast Highlights

Many people think, “I know what motivates me, therefore I’ll just package that up and offer it to people. Unfortunately, motivation isn’t that simple.

A lot of times money is nothing more than a yardstick. That’s their yardstick for success – how they prove to other people that they’re valuable.

If HR could train people better on how to do recognition, how to align company goals with what individuals need to get done, that’s the training that’s missing.

About Paul

Paul Hebert is a leading expert on incentives and motivation. He’s the Managing Director and lead consultant for I2I, and author of the incentive and motivation blog Incentive Intelligence.

Paul has been interviewed by the BBC on executive compensation, quoted in USATODAY, has published whitepapers and articles for HRM Magazine, is a contributing author on one of my favorite blogs, Fistful of Talent, and has been featured in several other leading publications as well.

You can follow him on Twitter at @IncentIntel.

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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.

About Lance

Lance is vice president of outreach at MeritBuilder, a tech startup that specializes in culture and employee engagement software.

He has been in the human resources industry for six years in both strategic and tactical roles, giving him a solid understanding of the field in a relatively short period of time. He is a proud product of the Washington State University School of Business and enjoys recreating in the great Northwest U.S. in his spare time.

He blogs at Rehaul.com and tweets at @thelance.

Image by Claudio Pérez Vidal

It’s been a while since I’ve done a podcast here at Renegade HR (four months, to be specific). Today, I wanted to let you know that they’re coming back.

Renegade HR Podcasts are a series of interviews and how-tos about recruiting great people and helping them do amazing things.

I have short conversations with some really smart people, with a focus on what you as an HR pro can do to become more of a rockstar than you already are. I already have three recorded, edited and ready to go live:

• Lance Haun from Rehaul and I discuss the multigenerational workforce.
• Paul Hebert from Incentive Intelligence shares his insights on developing incentive programs and motivating employees.
• Mike Ferdinandi, former SVP of HR for CVS Caremark (full disclosure: he’s also my dad), has a conversation with me about organizational culture.

The first podcast with Lance kicks off next Wednesday. I’m hoping to publish one or two a month.

These take a bit more time to create than blog posts do, though, so if things get too crazy, you may see a bit of a gap between podcasts. Sorry!

If you subscribe to Renegade HR, you’ll already receive updates when they come out. If you have an iPod, though, and want them to automatically download, you can subscribe via iTunes as well.

CLICK HERE TO SUBSCRIBE VIA ITUNES

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Podcast Highlights

I think a lot of HR pros tend to measure without knowing the bottom-line impact to the business.

What does that mean? And what does it mean to the business. And if it doesn’t mean anything to the business, why are you measuring it?

About Tim

Tim is an Executive Vice President at HRU Technical Resources in Lansing, MI – a technical contingency staffing firm. Prior to his current gig, Tim spent 15 years on the corporate side of HR with fortune 500 companies in Retail, Casual Dining and Healthcare.

Tim has in Master’s in HR from Central Michigan University, SPHR through SHRM and is a primary contributor to the popular HR Blog Fistful of Talent.

You can follow Tim on Twitter at @TimSackett.

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Links from the podcast

• SHRM, Kennedy, & Blowing Up Human Resources
• The Zappos Culture Book
• Monday is Pitch-a-Policy Day
• The case for the HR generalist

Podcast Highlights

This old encompassing infrastructure of everything that touches every employee has to be called HR… it’s not working.

HR tends to take on this idea that we have to deliver a great employee experience. It’s not up to HR to deliver a great employee experience. It’s up to the management team.

I think one way [to recruit] that has been proven to fail is behavior-based interviewing.

About Laurie

Laurie Ruettimann is a seasoned and cynical HR professional with over a decade of experience in Fortune 500 organizations. A cutting edge, social media maven and newly minted entrepreneur, Ruettimann is a sought after speaker, writer and thought leader. She holds a BA in English & Literature from Webster University and Regent’s College UK. She currently resides in Raleigh, NC.

You can find Laurie on Twitter or on her blog, Punk Rock HR.

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Podcast Highlights

Ideas really happen any time and any place. They don’t just happen in a cubicle.

When we talk about culture, we’re really talking about building common ground so that people can identify with the company on a shared level. What does it mean to work here? What does it mean to be on this team and do this job?

I like to think of it in terms of a college environment. In college, you’re free to do virtually whatever you want. Your professor trusts that you’re going to act ethically. And if you do happen to act unethically there are consequences.

About Ashley

Ashley Acker, Ph.D. is an entrepreneur, business coach and consultant, and owner of WorkStyle Design, where she helps people think bigger about what’s possible for work by pushing the boundaries of how, when, and where work gets done. As her clients embrace workplace flexibility as their core business strategy, they become more productive, profitable, and passionate about the work they do.

Ashley earned her B.S. in Psychology from Texas Christian University in Ft. Worth, TX, her M.S. in Industrial Organizational Psychology and her Ph.D. in Experimental Psychology from The University of Texas at Arlington. She is also a graduate of Coach U, the leading global provider of coach training.

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Links from the Podcast

• Back-to-Basics in HR
• HR Bobbleheads
• Pitch-a-Policy Day
• The Daily Performance Review

Podcast Highlights

I have a sense there’s a couple of different types of people that get into HR. One group tends to really like people, tends to really know about human motivation, and really wants to do things to help people. I do think there is a certain cadre of people in HR that are really just grown-up hall monitors.

We don’t tend to spend a lot of time training new managers. We in fact teach them to be avoiders.

I don’t object to the idea that we have to help people’s performance. What I object to is that we treat them like children, we only remember the exceptions.

About Frank

Frank is the managing partner at iFractal, a Philadelphia-based HR communication consultancy. With over 20 years of organizational communication experience, he consults on communication strategies related to executive compensation, corporate performance, and changing employee behavior. He has won numerous awards for his communication work with clients.

Frank has both an M.A. and B.A. in journalism and mass communications from the University of South Carolina in addition to a degree in chemistry. He’s been a professional dog handler, a polymer physicist, and a poet. Along with several colleagues at iFractal, he is the author of the blog KnowHR.

They don’t when or how you do your work. They care about your outcomes. It’s actually a lot like being in college.

To learn more, check out this presentation that I put together for one of my grad school classes (click play to hear the audio – you can also download the mp3).

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Download the slides to this presentation (and more) at the Renegade Resource Center.