Monday, December 28, 2015

Too Much Diversity?

Is there such a thing as too much diversity? What does it mean to be non-diverse anyway? I don't think it means falling into a certain stereotype . . . like a white, Christian, heterosexual, married man with children (and that would be me). However, as a society, we've tried to conform so much to an ideal or a set of socially acceptable stereotypes that many attempts to embrace or show respect to others outside of those ideals is viewed as liberal and exclusive. Diversity in my opinion is simply allowing and accepting what is different, even if you don't agree with it. It doesn't mean you have to condone it or change your own benevolent behaviors. So I embrace diversity and non-diversity alike (whatever the latter means). And please don't call me milquetoast. I have a set of personal beliefs and standards that I follow thoughtfully . . . and respectfully.

While I'm on this topic, I'd also like to make a small attempt at addressing the topic of the majority vs. the minority. I was recently with my wife (a white, Christian, heterosexual woman) in a place surrounded by people who were visibly different than me. I made the innocent, but ignorant comment, "Now I know what it feels like to be a minority." She stopped in her tracks and replied firmly, "You will NEVER know what it feels like to be a minority." I stopped too and pondered what she said. As respectful and diverse as I might be in my words and actions, it is true that I fall into a stereotypical category that is privileged and high on the pecking order of society. All the more reason for me to be humble, respectful of diversity and inclusive. Please join me, regardless of your sexual preference, religion, marital status, age, gender, race or favorite sports team. 

Monday, December 21, 2015

Gender Diversity & Inclusion

I appreciate working in a diverse workplace, but I appreciate it even more when it is inclusive at the same time. We're all like snowflakes . . . uniquely individual. And it is nice to watch the snow falling, especially when it is soft and fluffy Utah snow. The real power is when the snowflakes get together and move in the same general direction. Consider the power of an avalanche! Okay, maybe that's too scary for what I want to be a constructive analogy, but you get the picture. Diversity is great, but Diversity AND Inclusion together are powerful.

One of the ways in which we're diverse is the way we express who we are both physically and emotionally. Typical gender stereotypes would say those expressions look one way for men and another way for women. Like a snowflake, there are many ways in which I express myself as a man . . . and some of those might be considered to look more like the female stereotype. I'm fine with that since I'm simply trying to be the most authentic version of myself possible.

For some people their expressions cross the boundaries of our social traditions even more. Gender Transition is something I've been aware of for a long time, but only recently have I had more personal experience with it. I appreciate those who have taken the time to share their stories with me, most notably Grace Stevens. I also appreciate the LGBT employees at EMC who have been open and patient with me. It is fulfilling to work at a place like EMC where there is respect and support for people of every gender.

Monday, December 14, 2015

eNPS: Employee Satisfaction, Engagement & Retention

Are you familiar with NPS (Net Promoter Score)? It is a great overall customer satisfaction and loyalty metric increasingly used by companies around the globe. The fundamental principle is that there is a single "magic question" that provides fast and accurate insight into satisfaction and loyalty. Rather than asking someone a bunch of questions about their experience with your company, you simply ask them to answer based on a scale of 1-10:

"How likely are you to refer our product/service to your colleagues or friends?"

The calculation for your score is simple. You ignore the "passive" responders and then subtract the "detractors" from the "promoters," as follows:

EMC has been using NPS for a while now, but I want to encourage a new metric for us to consider. It is eNPS (employee NPS). The premise is that employee satisfaction and loyalty have a direct and massive impact on customer satisfaction and loyalty. Of course, cNPS (customer NPS) is influenced by other things like product/service quality, pricing, etc. But those "other" things are relatively easy to impact when compared to eNPS. If you can maintain a high eNPS score, your chances of achieving high cNPS scores are significantly improved.

Other good eNPS indicators include the "Three R's" . . .
  • Referrals - % of employees referring someone for a job (Note: This is a great proxy that can give you an eNPS score even without sending a survey!)
  • Retention - % of employees retained (Note: Don't count internal movement as attrition!)
  • Retooling - % of employees participating in formal, structured training on a regular basis (I suggest quarterly at a minimum)
I applaud EMC and others for participating in annual Great Place to Work surveys. Just as important, if not more so, are more frequent and simple "Pulse" surveys. We've got one about current events coming up this week!

Monday, December 7, 2015

EMC: Best Company to Work For!

This week EMC is being recognized by Utah Business Magazine as one of the Best Companies to Work For in the entire state! We're the only large technology company in the state to achieve this multiple years in a row. This honor comes on the heels of being recognized globally as a Top 25 Great Place To Work. We are a great place to work because we have great products, great services, great customers, great partners, great leadership, great benefits, but mostly importantly . . . great teams full of great employees!

One of our Employee Circles for Diversity & Inclusion
Our 1st Annual Car Show
Office tailgate
One of our employee "My Voice Meet Ups" 
Party time
Office golf tournament benefitting the Utah Food Bank