Uploaded byMila Araujo
Social media in the workplace case study in implementation
This document provides an overview of Mila Araujo and how she uses social tools to engage employees and improve processes at Ogilvy & Ogilvy Inc. It discusses: - Mila Araujo's background and role at Ogilvy & Ogilvy Inc. - Challenges in maintaining employee engagement and retention in the workplace. - How the company uses tools like Rypple, Yammer, and TribeHR to anonymously collect feedback, identify issues, share information, and recognize employee contributions to improve processes. - The benefits these tools provide for both employees and management in connecting people, increasing efficiency, and evolving together.
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Social media in the workplace case study in implementation
- 1. * Presented by Mila Araujo Director of Personal Insurance, Ogilvy & Ogilvy Inc. for #Impact99 October 24, 2012 Milaspage.com @Milaspage
- 2. * Blog: Milaspage.com Bio: Milaaraujo.com • Mila Araujo is the Director of Personal Insurance for Ogilvy & Ogilvy Inc. in Montreal, Quebec — a third generation, family-owned financial services firm with offices in Toronto and Montreal. • Producer of 140 Conference Montreal, 2012 • Writer on Social Business & Strategy on various blogs, including Social Media Today, 12 Most, Business 2 Community and her own blog: Perspectives. • Social Media Advocate & Speaker • Talent Culture #Tchat Ambassador
- 3. In order to serveour customers and keep them happy, we have to serve our employees and maintain the family feel the company was built on, so they can be happy at work.
- 4. General Challenges in theWorkplace: • Lack of Engagement • Shortage in qualified workers • Multi Generational Workforce • Retention Issues • Management finding the ―time‖ to be connected. How do we turn this around, and bring people together in Rewarding and stimulating work environments?
- 5. Click to readmy 12 Most article here.
- 7. Using Social Toolsin the Workplace since 2009 Rypple, Yammer, TribeHR, Youtube, Pinterest
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- 10. * Asking foranonymous feedback from employees on various trainings they had * Asking for their thoughts on various processes * Provided a forum to bring up issues anonymously * Encouraged employees to give unsolicited feedback any time on any issue, to each other, or to management. *
- 11. Collecting Information toImprove Processes Internal & External
- 13. * Identify whatis working and what is not * When feedback is attained, use it! * Revise processes * Recognize people for their contributions * Change what needs to be changed * Show why things are the way they are, if needed * Evolve together * Make everyone part of the process. *
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- 18. Tool How We Use It Employee Management “Fave” Feature “Fave” Feature TribeHR Keep track of Knowing what Major time saver employee everyone is up attendance to Rypple Collect Feedback Badges/Praise Confidential feedback to improve processes, seeing employees recognize each other Yammer Communication, Feeling Identifying issues, Praise, connected, ability to be Watch the Information supported, present at all Video sharing, access to times, keeping Brainstorming, information connected to the Monitoring quickly ―pulse‖ of the team. Efficiency. *
- 19. * If the Videodoes not Display on the next slide– please watch on Youtube here
- 20. • Collaborate on projects • Bring understanding of branding and vision at every level of the company • Harness the strength of ―Team thinking‖
Editor's Notes
- #9 Creating a culture of gratitude was the first step. We communicated gratitude via Rypple, and also printed the “Kudos” and posted it on bulletin boards for everyone to see. Connecting the social activity with the real life activity. Employees felt pride in their accomplishments and could see results from using the tools.Once people started understanding and using Rypple to thank each other and recognize each other in the department, and we could see the comfort level increase, we integrated other forms of feedback.
- #11 What was really interesting is that much of the feedback we received included comments about what a good job we did about communicating our culture.
- #12 Talent AcquisitionAsking for feedback from candidates we would interview for positions in the team, about the interview process. Asked employees for feedback about new employees as part of the probationary review process.