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ACE 2011 - Social HR
- 1. Frank Caron Business Analyst, Product @frankycaron Kristian Gaetano Client Success Manager @gaet5150
- 2. Hi, my name is…
- 3. Kristian Gaetano Client Success Manager Frank Caron Business Analyst, Product
- 4. A little chit-chat, then?
- 5. So tell us… What are some of the recruiting challenges that your company faces?
- 6. So tell us… What are your employees talking about around the water cooler in your office?
- 7. We hear the following a lot… • How do you target passive candidates and the passive job market? • How do we spread positive stories to boost morale and retention? • How do we make transparent and highlight the business’ desired behaviors?
- 8. Tough, eh? We hear ya.
- 9. So, what are the solutions?
- 10. What if we told you… Of innovative employers are using LinkedIn to build employer brand? 86.6%
- 12. Social = Scary
- 14. Making Social Work For The Workplace
- 16. Newsfeed 2.0 • Build a repository of positive stories • Enable focused conversation around recognized wins • Empower employees to reaffirm deserved praise with one click
- 17. The newsfeed has fundamentally changed the way that we do business. Lesley Malcolm-Goertzen HR Executive, WSCU
- 19. Social Recognition • Amplify the power of recognition by enabling employees to share recognition with friends and family • Build your employer brand within the passive job market • Track utilization and better understand your employees’ reach
- 20. Social Returns 0 1000 2000 3000 4000 5000 6000 7000 Recognitions Shared Inbound Page Views Since June 2011
- 21. We are especially excited about the social recognition feature, as it helps to turn every employee into a recruiter. When employees share their recognition with friends and family, they spread the word about what a great place MMI is to work.Deborah Siday Director, Human Resources Eastern Region
- 23. Achievers Profile • Build a repository of positive stories • Enable focused conversation around recognized wins • Empower employees to reaffirm deserved praise with one click
- 25. Shall we wrap? • Suggest to innovations • This is fun stuff. Check it out! Talk to your CS to… • Plug the social recruiting session • Q & A
Editor's Notes
- Leverage Social HR Tools To Recruit, Retain and Inspire Your Team The world of social networking and social media can be a scary place for the enterprise, but we’ve found the perfect blend of Social HR features that creates powerful recognition and drives productivity without distracting your employees. Learn more about how we’re making social work for the workplace—and developing your company’s brand while we’re at it. Highlights: Learn how social recognition can exponentially multiply the power of recognition and develop your company brandFind out how to embed videos from your CEO right into the platformGet a glimpse into the future as we show off our new features that pull the outside world in, like the enhanced newsfeed and its ability to share video and links Speakers: Frank Caron, Business AnalystKristian Gaetano, Client Success Manager
- What are some of the recruiting challenges that your company faces?How do you get to those passive candidates / passive job market?A players know other A players
- What kind of things are people talking about at the watercooler?Morale drops at the watercooler, where gossip spreads like wildfire
- How do we develop an employer value proposition?How do we differentiate ourselves from our competition (regarding recruiting in the same space)?Bridging The GapBridge between Gen X and Gen Y BoomersClass of 2011
- Jobvite Survey as part of our recent Social HR webcast
- SegueAs Kristian has discussed, there is a lot of power in social and the trends of the social web, and we’ve looked to the giants in the space to learn from their success and failures in pursuit of the appropriate and effective solution for the workplace.But there are many other tools at play that make our recognition platform work, and none is chief among them more than the newsfeedIn our quest to make recognition social and to leverage the innovation of social networks and the social web, we’ve started at the root of our platform’s social strategy: the newsfeed.
- The Vision – NewsfeedAs I’m sure you’ve heard us say before, the newsfeed is paramount to the success of a program. It is through the newsfeed that recognitions are made public. The strength of recognition is multiplied when it is public, and our newsfeed enables that powerful publicity.But our old newsfeed was quite, for lack of a better word, boring.Talk to the newsfeed’s deficiencies: crammed together, hard to read, no real personality or identity to the people’s names, no interactivity. It was like a newspaper.But we’re not in a newspaper era anymore. So why should our newsfeed be stuck in the past?
- The Real – NewsfeedWith the new Newsfeed, we’ve addressed all of these issues, borrowing where appropriate from the social webWe started by simply making the newsfeed itself easier to read: we gave events room to breath, enhancing the design with careful use of white space and stylingWe then focused on infusing the newsfeed with personality. With our new Achievers Profile, which you can hear more about in the RecogNation session, we’ve added profile pictures. This helps you process who is being recognized quickly while scanning through events. We then looked at the ways that people use the newsfeed, and we made some interface adjustments: We’ve consolidated multiple newsfeeds with a handy drop-down menu. We’ve added filtering tools to let members find relevant events quicklyWe overhauled the implementation of the newsfeeds to make it easier for us to accommodate multiple newsfeeds and filter events relative to the member on the flyBut those are all minor enhancements. The real dramatic change to our newsfeed comes with our additions of commenting on and loving events.Over the years, we’ve learned some interesting things about the way people use our product. Typically, when people receive a recognition, they’ll end up emailing the person who recognized them directly to say thank you and generally reciprocate the kindness.Why should that be private? Why not encourage that kind of commentary in a public forum?That’s why we’ve decided to develop out the newsfeed to encourage positive conversation around company wins.More than just a passive log of system activity, the newsfeed has been transformed into an active opportunity for meaningful peer-to-peer interaction through the addition of commenting and L.O.V.E.. These features give employees the ability to contribute to a positive and encouraging public conversation focused recognized wins, further reinforcing positive behaviors amongst employees.Commenting is as simple as hitting the “comment” button and typing in some encouraging words.Likewise, “liking” is just a one click affair, giving even the busiest employees a way to quickly say “I think so too” without distracting from the work day.Of course, administrators will have the ability to delete and edit comments – and newsfeed events altogether. But what we’ve found through focus testing is that, due to the public nature of comments within an organization and the focused nature of the content on the newsfeed, comments stay productive and positive. We’ve found the addition of these two seemingly-simple features is dramatically enhancing the gravitas of each recognition and further supporting our goal and your goal of building a culture of recognition and subsequently driving behavior in your workplace.And that’s what we see when we analyze the usage data of our clients who are already using the new features…
- The Actual – NewsfeedWestminster Savings is among the clients now enjoying the revitalized newsfeed, and they’re loving it.Since turning the feature on just a few short weeks ago, there have already been just shy of 300 comments. Here’s a great example of the kind of conversation that comments are enabling:“This is absolutely amazing! I love the fact that both of you, used your collective experience to help the member. Kudos for allowing our team member to "sit in" on the appointment. I know this is not the most comfortable scenario but I think your example shows that it can be very beneficial and at the end of the day, I am positively sure your members felt very well taken care of! Awesome job ladies! Success for everyone involved!”
- Social Recognition 2.0SegueWith the enhancements we’ve made to the newsfeed, we’re enabled positive conversation to happen in a contained environment. We understand the pitfalls that social networking sites can have on the workplace, and we’ve carefully conceived solutions that avoid these pitfalls.But as scary as social networking can be, we know that there’s a lot of power in the social web. There is a ton for the HR community to gain.That’s why we’ve been testing the waters. The VisionWhen we first launched “Social Recognition” last year, we sought to multiple the power of recognition. If recognition is more powerful when shared within a company instead of simply from person to person, then it follows that extending the reach of recognition from inside the company to outside of it makes the recognition even more powerful. In its first iteration, social recognition allowed employees to share recognitions with their social networks. We posted links to the recognitions on the employees’ social networking pages, and those links bring in on-lookers to view the great deed the employees performed.But that’s not all we could offer. With those external eye-balls getting a positive image of our client’s companies, we found a perfect opportunity to target the passive job market implicit in every employee’s social networks. We added the ability to customize the social recognition landing page, which allowed us to help build an employer brand. We include a “sales pitch” for your company, which doubles as a link back to your career page.It’s a great feature, and we’ve made it even better over the last year in our quest to tightly integrate the social web with our product.
- The RealWith Social Recognition 2.0, we’ve improved in a number of areas.Sharing is easier than ever. We’ve added these “Share” buttons all over the product: anything that can be shared will have one of these buttons, and you can share with just two clicks. You can also customize the shared item as you like.Clicking through the shared item, you’ll get a neat landing page that features a customizable area where your company can promote itselfIt’s a really great feature from both a member perspective and a business/recruiting perspective.The big enhancements here are on the Admin side, so let’s flip over to that.Through the Client Admin Panel, you can easily configure which events can be shared – all by yourself, whenever you want, without having to go through us.Changing which events can be shared or which networks are supported is as easy as checking off the desired options and hitting “Save”. I want to spend a minute to talk about these four options, as we’ve had a lot of feedback with regard to our choices:We’re always looking for new social networks to included in these options, but I want to stress the importance of this fourth option: emailEmail is very much the underdog of this collection: it’s oft-neglected.However, enabling email social recognition sharing should be something you seriously consider.Even if you’re office doesn’t allow Facebook or Twitter browsing, allowing people to send recognitions to loved ones with email is very, very important. You can also modify the contents of the landing page and customize the information that external visitors will see. This is your playpen for building and leveraging your employer brand. We use ours to link to our career center, but you can do that and more with the simple tools.You can even create unique landing pages depending on the event shared.Best of all? You can now enable the feature yourself: simply turn it on, and you’ve taken the next step towards enhancing your recognition program.In addition to these new controls, we’ve overhauled the way we stored data about social recognition. We now track how many people share items to all of the networks and how many click-throughs those shares get. This is the way we’ve begun to build out the ROI for the feature. We’re working on integrating this new information into our Reports.Looking at our own program’s utilization, we see something pretty amazing. Since we enabled the new data model internally…FLIP SLIDE
- The ActualWe’ve found that for the ~500 events shared through our program, we’ve seen just shy of 7,000 hits back to our site. Social recognition has been incredibly successful internally for us. With 500 shared events within our company, we’ve seen a return of nearly 7,000 hits on the landing pages, which push our careers website. That’s a big deal to us: we’re capturing a significant portion of the passive job market by allowing our employees to share recognition with their social networks.For every one recognition shares, you get more than ten times that in eyeballs potentially heading to your career page.We’re a small company. Imagine the returns for a company with 1000 employees? 1000 employees. There’s a ton of traffic to gain by using this feature. That’s why companies like Money Management International are chomping at the bit to get this new feature running.
- SegueAnother key aspect of the social web that we’re adopting is the holistic member identity. One of the reasons that Facebook and LinkedIn are so compelling is because they allow us to brand ourselves and to formulate our identity.We’re trying to do the same thing with our product now. When I perform an action on the platform, it is “me” performing it: I am a person, not a data point.The VisionI am a unique snowflake, and I want to express myself any way that I can.We urge you to recognize in a specific, meaningful, and timely way because we know that instant feedback is the key behavior driver for millennials (and others too, of course).Unfortunately, our product lacked in one key area: we didn’t capture the long-form recognition story of a member. Your employee identity and your track record for excellence, your ability to “progress” and to gain status in an organization and a role, was not starkly communicated through our product.Status is critical. It’s a critical component to how our product can function and, as we move towards implementing new behavioral tools like gamification, it is critical that we develop this recognition identity. This employee identity. As a millennial, I am a unique snowflake. As a worker, I am a trailblazer and superstar. I need to know how I’m doing constantly. I need reaffirmation of my identity and feedback on my work.Our solution? The Achievers Profile
- The RealIn our first iteration of the Achievers Profile, we’ve focused on the basics. Indeed, much of this data was already in our product: we just needed to display it correctly.We start with the classic “profile” information: the key details you need to know. With a profile picture and key details like your managers, preferred name, department, and so forth, we get some basic internal company networking tools for free. Of course, this information can be easily configured with some simple tools: you don’t have to show any information you don’t want to show. We have some cases where only HR employees can view the details, and others where the information is made open to all employees in an effort to let the profile acts as a company directory of sorts. The real meat and potatoes of the profile in this early iteration, though, is the Score Card and Personalized Newsfeed.These two elements combine to create a sort of “engagement identity” for the employee.Personalized NewsfeedThe newsfeed is pivotal to the success of our product. It is the publicity that makes recognition effective. But there’s a lot that goes on in the newsfeed, and we previously lacked a central place to see all of the events involving a single person. That’s what the personal newsfeed provides.It details the events around a singlee member, highlighting wins and the performance of desired behavior that the employee has done. This forms a sort of story that chronicles the employee’s journey with the company, as big projects come and go, and successes pass.The “Score Card” The Score Card concisely sums up that story into clear metrics We have a ton of great data in our product. We know how often you’ve been recognized and for which values. We know how many submissions you’ve made and your success rate therein. We know where you’ve placed on the Leaderboard.Most importantly, we know how to create a tapestry of success from these statsWhen you combine this personal newsfeed with the score card’s detailed statistics, you begin to great a great sense of an employee’s identity in an organization. This identity can be easily taken into consideration during performance reviews or less formal 1:1s, let alone the fact that it helps an employee better understand where they stand in your organization in real-time.I look to my Achievers Profile as the validation I, as a millennial, need. I see the recognitions roll in and my submissions approved, and that gives me comfort and confidence that I’m doing a good job.And you know what the thing about millenials is? When I feel like I’m doing a good job, my confidence grows, and I do an even better one.The FutureGet more insight into where we want to take this feature in the “Recognation” session.
- With the enhancements to the newsfeed, social recognition, and our new live recognition system, we’re beginning to expand the presence of the social web in our product. At the core of this initiative is our belief that the more public a recognition is, the more likely the behavior that led to the recognition is to be repeated. Along the way, we’ve found some neat ways to leverage this social power not just to better drive behavior and further engage your employees but also to build your employer brand and directly benefit your ability to reach new hires.With more work being done around social recruiting in general and our continued research and development on integrated the social web in our product, we’re positive that social can not only be made to work for the workplace but can be an unrivaled way to engage your employees—and hire new ones while you’re at it.