HRINMOTION, LLC Q&A FEATURE: Gen Xer’s Have the Ability to Bridge Workplace Gaps – Meet Patricia Thompson
NAME: Patricia Thompson
JOB/ PROFESSION: Director, Human Resources
TELL THE WORLD ABOUT YOURSELF!
I've been in the HR field for over 15 years primarily working in the hospitality industry and for a short period of time in Operations. During my career I've had several roles ranging from HR Business Partner, Manager up to Director. My experience encompasses all aspects of HR to include traditional HR responsibilities such as handling FMLA and Workman's Compensation Claims, Performance Improvement/Management, Personal Development, Recruiting, Hiring and Retention, Employment Law, Conducting Investigations, Team Member Relations and Strategic Planning in support of long and short-term business needs. I hold a Master’s Degree in Christian Studies and a Bachelors in Business Administration with a concentration in Management.
YOUR GENERATION DEMOGRAPHIC:
I have the distinct pleasure of spearheading the “Gen X” generation demographic – at least according to most charts.
DESCRIBE YOUR EXPERIENCE IN THE WORKFORCE?
My experience has been overall very rewarding. The opportunity to impact the lives of others in an honest and professional way gives me great satisfaction. As an HR professional one of the most important qualities in my opinion is consistency, confidentiality and building trust with your clients and the people you support. This can be challenging at times when the "business needs" appear to disregard the "needs" of the employees. However, keeping a level head and balancing the people and business aspect is key during these times. Over the span of my career I've witnessed unfair treatment of employees in the workforce particularly for promotions and growth opportunities. Those are the moments when I rely on my faith and integrity to always do the 'right thing' whether my opinion and recommendations are accepted or not.
WHAT DO YOU LOVE MOST ABOUT YOUR POSITION?
Over the years I've found it very gratifying to be in a position to impact those employees who may be challenged in certain areas and after coaching and mentoring seeing them flourish and go forward successfully.
WHAT IS THE BIGGEST CHALLENGE IN BEING A “GEN XER”?
I actually believe that my generational demographic (Gen X) provides me with a unique opportunity to swing between the Boomers and the Gen Xer's. In addition, because my adult children are all millennials, I have a knack for appreciating the wit, quick-thinking and advanced technological abilities of this demographic which I actually view as an asset more than challenge. However, if I had to decide on a challenge, it would probably be more on the side of trying to better understand and then positively influence the younger millennial who may not always appreciate or respect the wisdom and experience that can be obtained from a Boomer or Gen Xer. On the same token I think the Boomers can use some assistance in bridging the gap between themselves and the millennial. At times being a Gen-Xer can feel like being trapped between the two sides.
WHAT ARE THE BEST WAYS MANAGERS AND CEO’S CAN ENERGIZE THEIR EMPLOYEES?
Hands down, I believe the best way to energize employees is through trust, recognition and respect.
HOW DO YOU SHOW UP FOR YOUR TEAM & ORGANIZATION?
I show up by being a team player operating in honesty and integrity everyday with the utmost respect and professionalism. Always being open to new ideas and opportunities.
WHAT ARE YOUR CAREER GOALS?
At this stage of my career I would welcome an opportunity to lead an HR team for a few years and then groom the next great leader.
WHAT DO YOU THINK IT MEANS TO BE A “LEGACY-LEADER”?
A legacy leader leads by example with confidence and tenacity. Always empowering, mentoring and keeping a keen eye on the next person to fill his or her shoes.
