Disqus - Latest Comments for mvndrvrt

Re: How WorkXO Began

Michael VanDervort — Fri, 23 Dec 2016 09:02:36 -0000

Awesome stuff

Re: What The Microsoft Acquisition of LinkedIn Means for Recruiting.

Michael VanDervort — Tue, 14 Jun 2016 13:34:32 -0000

Lets just hope that the Minecraft movie is better than Warcraft. Hell; let's hope the movie about the founders of LinkedIn is better the one on Zuckerberg. Wait...maybe we should hope there are no movies

Re: Which Cover Do You Like Best?

Michael VanDervort — Wed, 13 Apr 2016 13:13:29 -0000

Yellow

Re: My support of same-sex marriage

Michael VanDervort — Thu, 10 Apr 2014 09:28:12 -0000

Thanks for taking a moral stand, Vicky.

Re: Is there such a think as online picket lines? Not according to the NLRB

Michael VanDervort — Wed, 19 Feb 2014 13:50:18 -0000

Think or thing, Jon?

Re: Awesome Perks, Telecommuting, and Why You May Want to Think Twice before Rewarding Employees With Free Beer

Michael VanDervort — Mon, 16 Dec 2013 15:08:27 -0000

Thanks for including the link to my beer post from a few weeks ago :)

Re: SXSW PanelPicker

Michael VanDervort — Mon, 19 Aug 2013 17:28:53 -0000

I'd pay money to see this panel!

Re: Is This The World’s Worst List of the Top Human Resources Blogs?

Michael VanDervort — Thu, 05 Jul 2012 20:27:13 -0000

Thanks for mentioning my blog John

Re: Vendors and Bloggers Locked in Love and Hate

Michael VanDervort — Sat, 16 Jun 2012 08:43:45 -0000

People fish for work and leads all the time, Paul. Like that is something you don't know...duh. As the social media lead at Publix, I probably received five calls a week and twice that many inquiries via email asking me to take a demo on this or that service. I even had call from a Dude at Salesforce trying to sell me a product we already used. It's a part of he game. Doesn't mean that dialogue like this is forced. There is at least one PR side person willing to look at some new ideas. Maybe a few more. How's that a bd thing? Plus HR peeps might learn something too
Sent from my iPad

Re: Vendors and Bloggers Locked in Love and Hate

Michael VanDervort — Fri, 15 Jun 2012 18:40:05 -0000

I've shared some of this with Jackie privately via email but here are some general suggestions and observations:

Agencies would be better served by HR bloggers by working to develop on-going relationships, rather than random once a year blasts through SHRM. Do stuff like working with us to involve us on an on-going basis with your clients and their products throughout the year via facilitated chats on Twitter, Google Hangouts, and other forms of new media. Many do that now, but there is more market.

Support our blogs. Comment there. Join our dialogues, and have your client/partners do the same. We're a community of professionals, not a marketing channel. Approach us from that viewpoint.

In the HR blogosphere, many of us are practitioners and we do this for love and to help advance the profession. I rarely get paid directly. for anything I do on the blog. SHRM is comping me a press pass to the conference, and I am paying my own travel expenses which will be well over $1000. Just my POV as a practitioner with a day job and a lot of passion for my profession.

I echo Charlie's viewpoint to a certain extent. We are there to share the SHRM conference with our readers, and while the vendors are important, the products they sell and the briefings are really that interesting to readers on my blog anyway.

The other part of it is, as bloggers we get asked to give a lot of free promo, and don't get much back in return for our time. You and your agency get paid for the time you spend, but we don't.. Not suggesting you should pay us, but somehow the quid pro quo of the investment needs to be a more even deal. Possibly working with a group of bloggers in your customer product "whelelhouse" and treating them as insiders would be a better idea.

I've never seen anyone have a blogger inside the booth in that specific role. Might be interesting to spend a few hours doing that sometime, and be able to share the customer perspective, in addition to the vendor perspective.. Creative stuff like that would attract some folks.

One blogger from the UK suggested speed briefings today (15 minutes for a group during a certain set period) - that;s not a bad idea either.

That's my two cents. I'm going to cross-post it on http://thehumanracehorses.com

Re: Top 25 Online Influencers: The Pulse of HR

Michael VanDervort — Thu, 22 Mar 2012 18:32:35 -0000

I didn't realize I cam in 26th on your top 25 list until just a couple of day ago, John. Thinking of adding that to my bio...."ranked 26th on the HR Examiner Top 25 on-line influencer list"...

Re: Top 25 Online Influencers: The Pulse of HR

Michael VanDervort — Thu, 15 Mar 2012 18:25:13 -0000

I don't use auto-posting personally. I tried it a couple of years ago and wasn't crazy about it. I have been considering trying it again in this era of Klout, Kred, and PeerIndex as an experiment to see what if any impact it has on the scores I currently get from those tools. So far though, it's been too much trouble to get the stuff set up and scheduled.

Re: Thinking About Influence (or Why isn’t Laurie Ruettimann on the top of every influencer list?)

Michael VanDervort — Tue, 13 Dec 2011 17:11:33 -0000

Hey John, when are you going to design an influence measuring tool? I'd buy it.

Re: Booze, Sex and HR: maintain perspective; accept corporate responsibility

Michael VanDervort — Thu, 08 Dec 2011 19:25:51 -0000

I got sd busy, I didn't do the post on my own blog, which sucks....This was excellent. Sorry I am just getting around to reading it. You also win a bottle of premium Florida made orange vodka. Let me know where to sent it!

Re: Thank You, Yo.

Michael VanDervort — Wed, 23 Nov 2011 16:33:08 -0000

Holy crap Charlie...where does this dark tunnel lead anyway? Happy Thanksgiving and rockin 2012 my friend!

Re: Here’s How More HR Pros Can Get Involved In Industry Speaking

Michael VanDervort — Wed, 23 Nov 2011 11:54:57 -0000

Anybody speaking about labor relations and Transform?

Re: Grocery Chain Publix Gets Their Facebook Strategy Right

Michael VanDervort — Fri, 22 Jul 2011 13:24:12 -0000

Thanks for the nice write up, Julie. I am the social media community manager at Publix. We are thrilled with the response we have received so far!

Re: Happy First Birthday, TLNT!!

Michael VanDervort — Wed, 22 Jun 2011 18:23:54 -0000

well done on 1 year of success, John! looking forward to the Feb Ausitn event!

Re: http://thought-hoarder.tumblr.com/post/5189680639

Michael VanDervort — Wed, 04 May 2011 13:06:54 -0000

I didn't attend,but Iheard you did great...a good crowd is always the key anyway. If they do all lifting, you just have to look fabulous, which I know you did!

Re: http://thought-hoarder.tumblr.com/post/5189680639

Michael VanDervort — Wed, 04 May 2011 13:05:27 -0000

@Paul

Awesome :)

Re: NLRB says it's A-ok to badmouth your boss on Facebook

Michael VanDervort — Wed, 09 Feb 2011 12:16:46 -0000

The statements about free speech in this article are not correct. People can still be fired for making improper comments on Facebook. This case deals with a narrow legal concept, and plain old smart ass and vulgar comments can still get you fired!

This NLRB decision actually had very little to do with the concept of free speech. It dealt with a somewhat esoteric legal standard called protected concerted activity, which is governed under the National Labor Relations Act and applies to all employees, unionized or not that are prottected by the NLRA.

PCA is when a group of employees is discussing terms and conditions of employment with the intention of trying to improve or protect them. The NLRB press release references this specifically when they say:

“The company agreed to revise its overly-broad rules to ensure that they do not improperly restrict employees from discussing their wages, hours and working conditions with co-workers and others while not at work, and that they would not discipline or discharge employees for engaging in such discussions,”

Here is the definition of PCA from the NLRB website:

The National Labor Relations Act (NLRA) protects employees’ rights to engage in protected concerted activities with or without a union, which are usually group activities (2 or more employees acting together) attempting to improve working conditions, such as wages and benefits. Some examples of such activities include:

a) 2 or more employees addressing their employer about improving their working conditions and pay;

b) 1 employee speaking to his/her employer on behalf of him/herself and one or more co-workers about improving workplace conditions;

c) 2 or more employees discussing pay or other work-related issues with each other.

The NLRA also protects any individual employee’s right to engage in union support, membership, and activities.

The NLRA protects an individual employee’s right not to engage in union activities or in other protected, concerted activities

Re: How to put the 100 Best Companies List to work for your company

Michael VanDervort — Wed, 26 Jan 2011 17:36:27 -0000

@Lisa thanks for the comment. did you have a favorite company on the 2011 list?

Re: The mythology of your brand

Michael VanDervort — Fri, 21 Jan 2011 06:14:18 -0000

Patrick, thanks for the comment. Campbell fits a lot of places, but he is tough to include sometimes, you know? I like your point on the idea of contrived mythology. Clearly, that is what marketing is...

Re: What protected concerted activity looks like

Michael VanDervort — Thu, 20 Jan 2011 19:37:15 -0000

rogerram hopefully not

Re: 10 Ways HR Special Agents Use QR Codes

Michael VanDervort — Sun, 16 Jan 2011 20:16:02 -0000

@Karla - I'm kind of dismayed about the lack of interest. Clearly, your suggestion only skim the surface of the potential for this simple tech...but it is perceived as inconvenient and a fad. I guess we will have to see if it keeps going mainstream in retail and other commercial areas before it is viewed seriously by HR pros.