Social HR: Transform Your Employees, Transform Your Organization
Social Change:Transform your employees,Transform your organizationElizabeth LupferC.V. Harquail
Social HR is not…• Marketing translated into people• Only social recruiting• Not just about digitizing HR functions to make your work easier as HR individuals
Social HR is…• About improving employee experience and engagement• A new leadership philosophy on organization values and culture
Real Challenges• Ineffectual leadership – Leaders who disagree or misunderstand social are creating confusion and frustration through the business.• Lack of central strategy – Siloed social experiences are disappointing employees and suggesting a lack of business focus.• Poor timing – Too many “social” efforts unlinked to day-to-day work are wasting the engagement we have.• Behavior management – Disengaged groups and silent resistors are preventing employees from seeing the full value of social.
2008 was web 2.0 2009 was social media 2010 was social media in the workplace2011 was employees being social in the workplace2012 is about transforming into a social workplace
Social in the workplace… versus…• Deliver forward-thinking capabilities that help respond more swiftly to changes in the business environment• Exponentially increases employees’ connections so that it’s easy to share and receive the resources they need to get work done• Makes it easy to find, develop & use whatever expertise each employee needs
… being a social workplace• Changing the employee value proposition so that employees understand they aren’t just functional tools but whole people• Integrating social tools created for these lifecycle interactions to not only support the business strategy — but enable it• We’re enabling you to be more because we’re asking you to give more
A social workplace considers employee behavior in order to create a truly collaborative and integrated social experience
Create an integrated experienceThere are 7 things the organization does with theemployee, but to the employee it’s just ONErelationship with the organization.By taking a “lifecycle” approach to the employee’sexperience, HR can create an integrated, positive,productive relationship with the employee.
Moving from siloed transactions…That means, stop thinking in terms ofindividual employee transactions…
… to social interactions… and start thinking about in terms ofinteractions between the employee and theorganization that build a relationship overtime.
Infographic: Putting Social HR intothe Employee LifecycleCan be found online:- The Social Workplace http://socl.ly/GRXVv5- Pinterest http://socl.ly/JFtPiZ-Flickrhttp://socl.ly/JFtWeuInfographic created by Elizabeth Lupfer of The Social Workplace@socialworkplace
By socializing the employee lifecycle, you will…• Build relationships more thoroughly, make them more consistent, and focus them on (mutual) contributions.• It’s the series of interactions within the lifecycle that employees come to experience as the organization itself.
Attracting Talent Socially• Reputation and Brand - Managing and listening to conversation• Referral Schemes – Tapping into the digital social and professional graphs of employees and networks (Refer a colleague, refer a friend)• Talent Communities - Connecting job seekers to each other and to current employeesBrand management - Not necessarily a specificrecruitment tactic but nevertheless incrediblyimportant strategically.
Recruiting Talent Socially• Peer to Peer Recruitment – Using your own employees as brand advocates and• Branded Profiles – Proactively engaging and interacting with candidates on social media networks. LinkedIn overwhelmingly trumps Facebook and Twitter as the social network RECRUITERS use, but CANDIDATES flock to Twitter.
Onboarding Socially• Role Specific Wikis - Maintain knowledge about particular business functions as living, breathing documents and enable employees to provide feedback to enhance subsequent users experiences.• Discussions - New hires often have similar questions and concerns. Establish a forum where they can reply to a question from another new hire with a solution.• Tip / Tricks - Allow new hires and long time employees to contribute and share tacit knowledge around the ins and outs of being successful in a new role.• Track Search Terms and Refine – Save and analyze search terms. This will help to illustrate any large gaps in material that new hires are attempting to locate as they get started within the company. Get new hires up to speed to accelerate engagement, increase productivity, and lower costs.
Learning Socially• Promotes Relationships -- Extends virtual classrooms beyond the course time by allowing employees to connect before and after the course, creating a stronger social support system.• Motivation through autonomy -- Encourages autonomous, self-directed workers and learners by enabling just-in-time, fast, and targeted learning opportunities.Creates positive attitude toward learning, which leadsto learning more efficiently.
Growing and Developing Socially• Goal Development – Permit employees to solicit development goals from each other.• Idea Generation – Foster innovation that have acknowledged results. Peer voting on idea submissions that are reviewed and implemented by senior leadership.• Development Groups - Connect employees on similar development plans so they can encourage and support one another.Foster innovation that have acknowledged results.
Retaining Employees Socially• Social Recognition – Remove isolated recognition experiences by allowing employees to be recognized by their managers and peers on platforms where such recognition can be shared among other portals and social collaboration platforms.• Social Performance -- Give employees a way to track how their actions impact overall company performance and helps them meet their (and their team’s) shared objectives.Companies who strive to create a culture of innovationmust reward and recognize employees in innovativeways.
Separating Socially• Exit Interviews and Feedback - Establish a dignified exit process by soliciting genuine feedback.• Known Talent Pool - Today’s business is often project-based: retired employees are a flexible source of experience.• Employee Referrals - Candidates referred by former employees are pre-screened candidates and tend to fit the companies needs.• Alumni Community – Keeping in touch with employees who already know your business, and as they increase their skill sets, it’s a talent pool worth tracking.Today’s business is often project-based: retiredemployees are a flexible source of experience.
Social transforms your employees…• So that they no longer operate in siloed experiences by providing the resources and support necessary to be a collaborative and networked global workforce.• Transform traditional employee transactions to: – Anticipate and respond to change – Expand the business’s influence – Increase revenue and margins But to transform your organization, there is more to do….
… and your organizationEstablish a trustworthy and distinctiveorganization so that employees andthe organization can build a bond witheach other
Create a Trustworthy Experience Build a foundation of behavioral evidenceConsistent Predictable TRUST
Create a Distinctive ExperienceDistinctive interaction with the organization’s brandcreates an organization specific bond – a bond thatemployees with the organization only. Key brand / Day to Day cultural DISTINCTIVE Experience characteristics
Transform organizational character through “social” technology• Technology designs in behaviors & qualities of an interaction• Technology means focus & experience remain consistent• Builds change into everyday routines & habits• Permeates every interaction, every employee, across the business• Changes are specific, easy to adopt• Behavior defaults to the new expectations
Social technology shapes identity and emotion• Social tools based on the employee lifecycle brings the full range of an employee’s identity, puts it into action.• Whole person interaction creates a more richer, more emotional experience.• Emotion creates engagement.
Emotion throughout the LifecycleLifecycle Base Organization EmployeeAttraction We are a great company! What a great company!Recruiting We like you – especially They like me. I’m special! youOnboarding Welcome. Here’s how to They are happy to have fit in meLearning You’re good at your job I can do this and more! and you’re getting betterGrowth / Development We all win when we’re I’m learning, growing, doing what’s right for you being successful and and for us making a differenceRetention We support you I matterSeparation Thank you, we appreciate I made a difference you
Checklist for Success• Assess the current temperature of your employees and organization -- measure employee happiness• Look at the big-picture business problems, not just HR bustle.• Be platform neutral. Assess the need, create the solution and then determine the appropriate tool or system.• Put engagement on your executive dashboard• Build alliances and executive support.• Measure engagement in terms of employee ACTIVITY, not just sentiment (employee opinion surveys don’t pain the full picture).• Engage all stakeholders and implement as an enterprise or whole business. Don’t operate on your own.• Direct vendors to customize tools to fit your culture and vision
Can HR really lead Social?• HR controls the employees’ central experience of social interaction – Across the individual’s Life Cycle – Across all employees – Across all departments & locations• HR controls key experiences of a social organization• But, HR has to be willing to step up to lead social – Have vision for employee- organization relationship – Take direct ownership of that relationship
OWN ITSocial change is about transforming theemployee and transforming the organization.But the only way to achieve thistransformation is by first transformingyourself into a Social HR leader!
Thank you!• Elizabeth Lupfer, The Social Workplace – http://www.thesocialworkplace.com @socialworkplace• C. V. Harquail, Authentic Organizations – http://AuthenticOrganizations.com – @cvharquail