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10 Reasons Why Yammer is an Effective On-boarding Tool
The document outlines 10 reasons why Yammer is an effective onboarding tool, emphasizing its role in reducing turnover and increasing employee engagement. It discusses the importance of fostering a positive organizational culture to encourage collaboration and communication among new hires. Additionally, it provides practical steps for success in using Yammer, including completing profiles, joining groups, and actively participating in discussions.
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10 Reasons Why Yammer is an Effective On-boarding Tool
- 1. 10 Reasons WhyYammer is an Effective Onboarding Tool
- 4. 71% Employees are not fully engagedat work 50% Stay in a job less than 6 months 80% Turnover is a direct result of hiring mistakes
- 5. Every company feelsthe same?
- 6. As a result, companies arebeing disrupted.
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- 9. What are wecovering? • Driving Organizational Change • Yammer 101 • Onboarding Use Cases
- 10. About Me Some workrelated highlights • Founder & CEO of 2toLead • Focused on building innovative solutions for Office 365 and Azure • Global Yammer Partner • Microsoft Cloud Productivity Partner candidate • We have delivered over 12 projects within 6 months of launching • World’s 1st Accessible (AODA compliant) Media Player • Digital Asset Management solution on top of SharePoint 2013 • Intranet Portal(s) Kanwal Khipple
- 11. About Me Contributions tothe community • 5x SharePoint MVP / Office 365 MVP (2014) / Accessibility MVP • Co-Founder of Toronto SharePoint Business User Group • SharePoint Saturday Toronto (5 years) • Co-Author on Professional SharePoint 2013 Branding & Responsive Web Development • 2x Nielson Norman Award Recipient (2015 / 2014) • Mentoring those interested in learning • @kkhipple Kanwal Khipple 2015
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- 15. Confession “I have aconfession to make. I, Kanwal Khipple, have a fear of sharing.”
- 16. 4 Fears ofSocial
- 17. #4 People willpost confidential information • It’s important to realize, though, that any secure software is only as secure as the human factor.
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- 19. Confidential or CulturalImprovement? • You should take a look at any cultural shortcomings that may be ailing your organization (see below) and proactively eliminate any motives for disgruntled employees to go rogue
- 20. #3 Enterprise socialnetworks are timewasters • Socialize all day and not work • One key point that I think is relevant for all social media – internal or external – is that social is a manifestation of who you already are • If you are an unproductive member of your team, at some point people will realize it, with or without a social network. • If anything, social networks put you on your best behavior because… well… anything you say is preserved in writing.
- 21. If you areindeed a timewaster, everyone will know it including your boss
- 22. Timewaster or ExpertiseFinder?
- 23. #2 People willpost inappropriate content If you don’t know what's inappropriate content, you’re going to have a tough time • If you are a walking HR time bomb waiting to explode, this explosion can happen anywhere, whether or not you are on Yammer. •
- 24. Have a privateconversation with the “offender”
- 25. Inappropriate or Opportunity? •Consider these discussions as an opportunity • Reserve serious punishment for an appropriately sized crime
- 26. #1 It willbecome a negative environment • The mood in your network will reflect the mood in your organization, and if things get overly negative, you have problems that are far, far greater. • If your employees aren’t engaged, they will not see much value in contributing to a shared creation space. If they feel like their ideas get shot down and mocked, they will look for an organization that appreciates them.
- 27. Plan ahead You reallyshould
- 28. Negative or IdentifyGaps? • Take the opportunity to understand what could happen • Plan for the issues and have policies in place
- 29. Don’t over thinksocial
- 30. “Social Enterprise is implemented80% through organization culture and 20% through technology.” - Gartner, September 2012 Transforming Culture + Deploying Technology TechCulture
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- 32. Complete your profile •Fill in your basis information • Upload your profile picture • About Me and Job Title
- 33. Introduce Yourself • Makeyour introduction informal • Ask others to provide a tip • Provide value from your initial post
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- 35. Posting to AllNetworks?
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- 37. Customize email • Emailme when … • Send digest of message activity • Notify when new activity in Groups
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- 41. “When you answera coworker’s question or solve a problem, you feel good. Yammer is a great way to get employees more engaged.”
- 42. Yammer Champions Do’s &Don’ts
- 43. HR Challenges • Employeesdo not know their coworkers or what they do – many are new or work in far away locations • Many smart employees but knowledge is not easily shared • Some staff spend work hours on social networking sites to communicate with coworkers; they also download unapproved tools • A consistent mechanism for managing projects and performance is not available; quieter star performers are overlooked • Susie is not very technical and the IT department is overloaded trying to set up new employee workstations
- 44. HR Do’s • Beforeasking a question, search the Questions app and explore the Topics feed to explore existing content. This will help limit repetitive messages. • Browse the Group directory and join Groups that you find important. • If a specific Group does not exist, start a new one and invite members of your team to contribute messages. • For best results, use Groups as a replacement for existing email distribution lists/listserv. • Add Topics, Links, pictures, and Events to posts when applicable. • Take time to explore Yammer- you'll get the hang of it!
- 45. Engage and interact •When you come across something noteworthy, point to it and discuss why you think it’s important. • Include a link to the original source; people love links. • Comment and discuss – keep the discussions lively • Ask and answer questions • Vote, like, give kudos • Talk about social stuff going on at the company – give a recap of the Leafs latest victory ;), share a Fundraising goal, plans about the holiday party?
- 46.
- 47. HR Don’ts • Everythingin Yammer stays in Yammer! (No public posts or Tweets, etc). • Please do not post confidential information into the main feed. • Be respectful to other members. • It is acceptable to disagree, but please do so in a respectful manner. • Add value with each post. You are responsible for the material you post to Yammer. • It is important to substantiate ideas, but please keep messages brief and to the point.
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- 49. Work Out Loud •Work in progress • What you are learning • Finished a project, report, presentation
- 50. 10 Reasons Yammeris an Effective Onboarding Tool 10. Decrease employer turnover 9. Increase employee engagement 8. Reduce training costs 7. Educate employees 6. Create a community of champions 5. Learn about your new hires within 90 days 4. Nurture employees 3. Crowd source ideas 2. Improve internal communications 1. Improve employee happiness
- 51. Steps to success •Accountability • Culture • You have a goal • Create policy and educate • Activate the community to take action • You have a response plan
- 52. Checklist • Complete yourprofile • Upload a picture • Join 3 groups • Like a message that appeals to you • Reply to an employee’s message • Say hello and introduce yourself • Configure email notifications
- 54. Thank You We’d loveto hear from you: Kanwal Khipple kanwal@2toLead.com 416-888-7777
Editor's Notes
- #2 Organizations are investing in enterprise social networks at an alarming rate. To gain the benefits of improving employee engagement, collaboration, and knowledge sharing requires you to look beyond technology deployment. Attend this session to learn how social tools can play a critical role, what strategies that can help drive organizational change. This session will help provide key examples how integrate ESN into your HR onboarding process is an effective tool to increase employee happiness. We’ll focus on examples how organizations are facing adoption issues, the role of change management, and how to effectively align ESN to your strategic HR initiatives. Whether its measuring employee effectiveness, training or leadership development, this session will be focused on bringing solutions to these HR challenges. You’ll also get the opportunity to attend and share your organization’s story on how ESN is bringing value and where you think you are failing. Before we finish the session, we’ll share a case study and a 30 day plan that we created bringing success to the department and the company.
- #5 In 2010, the number of resignations beat the number of layoffs (2 million vs. 1.7 million) 83 percent of companies point to a shortage of talent as their number one hiring concern. Leadership is the top reason employees leave their company. Regulatory agencies enact more than 3,500 new rules each year, and the cost of federal regulations can be as much as $1.75 trillion annually.
- #6 Yet, the apps and services available in our personal lives – the ones that help us make new connections, engage in open discussions, and discover new information – look nothing like the tools we use at work. [click] Most companies still rely on rigid hierarchies and legacy tools that leave people and information trapped in silos. [click] As a result, companies that are not built to respond effectively to a networked world are finding it difficult to keep up with changing customer needs and market landscapes.
- #7 When a business moves slowly, your customers’ needs outpace your ability to deliver, opening the door to competitive disruption. Take, for example, the bankruptcy of Blockbuster due to the ease of on-demand content from Netflix, or the closing of brick and mortar Border’s stores because of Amazon’s online marketplace and Kindle. In order to avoid disruption, companies need to be responsive, working faster and smarter together.
- #8 Fostering a culture of trust and inclusion that seeks to break down silos enables a less inhibited environment. What results is the development of a collaborative culture that allows information to come from everywhere in the organization and embraces solutions from anyone.
- #9 Social has also changed your customers’ expectations and behavior. Your customers leverage the speed and flexibility of their networks to make decisions on the go. In fact, half of all consumers use a mobile device to research products and reviews (ATG Web Commerce, 2011), and 91% of mobile users go online just to socialize (Ruder Finn, 2011). Because customers are more plugged in and informed than ever before, they expect more from you as a business. They want faster response times, personalized service, and better experiences.
- #10 Attend this session to learn how social tools can play a critical role, what strategies that can help drive organizational change. This session will help provide key examples how integrate ESN into your HR onboarding process is an effective tool to increase employee happiness. We’ll focus on examples how organizations are facing adoption issues, the role of change management, and how to effectively align ESN to your strategic HR initiatives. Whether its measuring employee effectiveness, training or leadership development, this session will be focused on bringing solutions to these HR challenges. You’ll also get the opportunity to attend and share your organization’s story on how ESN is bringing value and where you think you are failing. Before we finish the session, we’ll share a case study and a 30 day plan that we created bringing success to the department and the company.
- #15 facing adoption issues, the role of change management, and how to effectively align ESN to your strategic HR initiatives. Whether its measuring employee effectiveness, training or leadership development, this session will be focused on bringing solutions to these HR challenges.
- #16 Fear of social
- #18 Is it important A disgruntled or uneducated user can potentially grab a screenshot of your internal communication – whether it’s cloud, on-premise or even an e-mail.
- #19 The company in question decided to cut its subsidized gym memberships, saving an amount which in dollar terms was significant, although in percentage terms it was a drop in the ocean. That’s really what riled the staff, so they took to the newly installed enterprise social network, worked out which was the most active group to post on, and then started airing their complaint. Soon people were asking how to login to the social space, just to rail against the cutback of this perk! Initially, management were horrified and asked if they could delete the conversation. They could have, but the person they asked said it wasn’t possible, as she too was against the cuts! But there were a couple of nice surprises to this story. One of the biggest challenges of enterprise social is getting everyone to use it; adoption is always an issue, with one of the most common complaints being “not another tool!”. In this case all it took was a big issue that people really cared about to get them to try it out and once they did, they saw the benefit of using it for normal business reasons. So usage of the network increased significantly and stayed higher even after this issue got resolved. Even better, the employees used the discussion to group together and with their collective buying power organized an even lower rate for a nationwide gym membership, without any subsidy from the company!
- #20 One bad apple can ruin it for others
- #22 Posting pictures of kittens, or pictures of what you’ve eaten that day. ESNs allow people to present their true self. It only takes a dozen posts or so to start understanding what its important to an employee. Small IT consultancy had 20 employees. They leveraged yammer. When I say “leveraged” I mean activated. A single employee was posting the latest news on the all company feed. Posts were frequent. I mean every 30-60 minutes. This is great right? You want ppl to use the network and feel comfortable. People were unhappy because the employee was also being negative when others posted asking for an opinion. Two things that happened. 1 – employees started using the praise feature to nominate other employees that provided value on projects or personal things. 2 – HR / Finance staff spoke to the employee on how much everyone valued their opinion. They asked him to create a special group on yammer and that HR would request others to join for those that were interstd.
- #23 This is an interesting implication for employees as well as managers; employees can use this as an opportunity to showcase their expertise, while managers can find expertise
- #24 If you don’t know whats inappropriate content, you’re going to have a tough time If you are a walking HR time bomb waiting to explode, this explosion can happen anywhere, whether or not you are on Yammer.
- #25 As the network community manager, make sure you know the difference between slightly cringe-worthy and wildly inappropriate.
- #26 Provide client example
- #27 Negativity will happen; humans never feel happy 100% of the time. unpleasant characteristics. - debilitating deficit of trust, - employee buy-in, - passion, “brain drain,” innovation stagnation, among other
- #29 What would happen if someone posted a negative comment.
- #31 To Work like a Network is not about simply deploying a technology. Technology is in fact only part of the equation. To get the benefits of open collaboration and transparent communication, it is necessary to align the company culture as well. As Gartner has stated, Enterprise Social is implemented 80% through organization culture and only 20% through technology. This means there is a big component of change management involved to engage everyone in the organization, embrace a culture of collaboration and work openly. [NOTE: Open up for discussion with customer if appropriate.]
- #32 Attend this session to learn how social tools can play a critical role, what strategies that can help drive organizational change. This session will help provide key examples how integrate ESN into your HR onboarding process is an effective tool to increase employee happiness.
- #39 http://www.slideshare.net/BraodVision/enterprise-social-network-human-resources-use-case http://blog.socialcast.com/socialcast-workday-hrs-dream-come-true/ http://searchfinancialapplications.techtarget.com/answer/How-should-HR-govern-an-enterprise-social-network http://articles.economictimes.indiatimes.com/2014-09-08/news/53691483_1_hr-heads-employee-engagement-esn http://www.vault.com/blog/consult-this-consulting-careers-news-and-views/two-threats-facing-the-consulting-industry http://www.slideshare.net/vlerickschool/04-leading-edge-future-of-work http://expressprosmanchester.com/how-hr-can-handle-the-five-biggest-threats-facing-business-2/ http://millennialceo.com/leadership/futureofbusiness-employees-rule/
- #41 “We needed to update employees on everything from restructuring to branding and we wanted employees involved. So instead of using our traditional intranet and email, we told our people to go to Yammer to find out everything they need to know about the new.”
- #43 HR plays such a critical role. If you are not the yammer champions then you are solely responsible to work with yammer champions
- #48 Address privacy
- #51 Average turnover is 12% across Canada Preventable turnover is 75% Essentially 8% of your employees If your payroll is $1 million, you are losing $80, 000 a year Look at what this can cost your business. Nationally, turnover averages about 12 percent for all companies, and the typical “preventable” turnover is 75 percent of your total, or 8 percent in this case. So if you have even a relatively small payroll of $1 million, you could be losing $80,000 a year through preventable turnover. Take your fully burdened payroll expense and apply your preventable turnover ratio to this number. Leadership and management can use Yammer to recognize employee efforts, stay up to date on activities in the organization, and broadcast timely info to staff. Taking care of people and increasing employee engagement is paramount to being a great place to work. Yammer enables remote working to keep a pulse on happenings within the company. Yammer accelerated the feedback loop for both clients as well as team members.
- #52 Accountability – A network like Yammer is open, transparent, and links to employees’ real profiles. Transparency increases accountability. People want to do their best because everyone is watching, including the CEO, their boss, their teammates and direct reports. The physical equivalent of digital embarrassment is being “that guy” at the holiday party; however, while the egg-nog induced haze fades, your digital identity is forever (or until your company keeps it). Your culture: Your internal community simply reflects your culture, while also helps build it. If you have a high-producing, highly curious culture, which inspires constructive dissent, discussion and creation, you will get the most out of a platform like Yammer. If you have a customer-centric culture, your employees won’t put customer and partner relationships on the line by disclosing private information for personal gain. You have a goal: If you are clear about your goals, the vast majority of your employees is going to support the objectives you outlined. It pays to have a solid vision for your network and education that helps people understand their roles and direct benefit to them. Create policy and educate: When you create your policy, give HR, IT and legal a seat at the table, but avoid “voting by committee”. A good social media policy is going to extend your existing electronic policy that already covers email, while taking into consideration intricacies of human networks and how content spreads. Educate your users on how-to’s, best practices of engagement, as well as do’s and don’ts of your policy. Make sure to differentiate between major and minor infractions. Activate the community to take action: Properly educating employees not only ensures that individual contributors have a chance to shine, but also allows the entire community to regulate itself. your early members can serve as models for the rest of the users. Make sure you have share the same vision and give them the tools to be successful. You have a response plan: In the unlikely event that your worst fears are realized, do not panic! Your ability to handle any crisis situation is going to hinge on the work you already did. Have an escalation process in place and define roles and workflows.