What if we asked employers to “rethink” the concept of employee engagement?
What if instead of asking them to think top down or bottom up, we asked them to
look left and right?
Social Communications: Delivering Winning Internal Communications Programs Wi...Prescient Digital Media
The document discusses best practices for implementing successful internal communications programs using intranet 2.0 technologies. It notes that while new technologies allow for more two-way communication, companies should have a plan and not just adopt tools for their own sake. Key recommendations include setting ground rules, listening to employees, partnering with IT, retaining some traditional methods, and getting executive support. Metrics, personas, use cases, and focusing on employee engagement, not just technology, are presented as important to planning a successful intranet 2.0 strategy.
Social Communications: Delivering winning internal communications programs wi...Prescient Digital Media
n this co-presented webinar, David Duschene of Insidedge provides insight on how the right mix of social media tools can improve employee engagement when they\'re used strategically. Julian Mills of Prescient Digital Media then shares real world case studies of organizations who have delivered these strategies using Intranet 2.0 technology, and presents a methodology for planning and measuring for social communication success.
This document provides an overview of the Intra.NET Reloaded 2012 conference that was held from April 17-18, 2012 at the nhow Berlin hotel. The conference included over 20 case studies, 4 world cafes, and morning and icebreaker sessions. It featured speakers from various global companies discussing topics related to developing effective intranets and digital workplaces, including search and find, strategy, team collaboration, social media, knowledge management, compliance, privacy, and measurement.
The document analyzes how HR professionals are using social networking and finds that while conversations are positive and information sharing, few major employers and consultancies have fully embraced the opportunities of social media. It provides tips for developing a strategic social media approach and highlights that the HR field remains open for new players to get involved in conversations to build their brands and attract clients.
Leading Virtual Effectiveness: Four Strategies for Effective CommunicationCitrix Online
This new eBook by Camille Preston of AIM
Leadership reveals 4 steps to mastering effective virtual leadership and communication and provides the tools for managing the shift to the virtual workplace.
Instantly Connecting Developers Across The MilesCitrix Online
This new white paper examines the key challenges remote developers and teams face while exploring the advantages of leveraging an online collaboration solution to instantly connect, eliminate travel and expedite projects.
The Power of Virtual Collaboration in Project ManagementCitrix Online
This new eBook explores how companies can implement virtual collaboration tools throughout the project lifecycle to effectively manage projects from start to finish.
The document discusses Atos' initiative to become a zero email company within 3 years. It provides background on high email volumes negatively impacting productivity. Existing solutions like expanding mailboxes or improving search were deemed insufficient. Atos analyzed email uses and internal tools to develop an integrated enterprise social network approach. A crowdsourced process identified requirements. Pilots launched in 2011 with the goal of reducing internal emails to zero by 2013 through cultural change, training, rationalizing processes and adopting social tools. Expected benefits included increased productivity, satisfaction and meetings reduction while decreasing search time.
Social Communications: Delivering Winning Internal Communications Programs Wi...Prescient Digital Media
The document discusses best practices for implementing successful internal communications programs using intranet 2.0 technologies. It notes that while new technologies allow for more two-way communication, companies should have a plan and not just adopt tools for their own sake. Key recommendations include setting ground rules, listening to employees, partnering with IT, retaining some traditional methods, and getting executive support. Metrics, personas, use cases, and focusing on employee engagement, not just technology, are presented as important to planning a successful intranet 2.0 strategy.
Social Communications: Delivering winning internal communications programs wi...Prescient Digital Media
n this co-presented webinar, David Duschene of Insidedge provides insight on how the right mix of social media tools can improve employee engagement when they\'re used strategically. Julian Mills of Prescient Digital Media then shares real world case studies of organizations who have delivered these strategies using Intranet 2.0 technology, and presents a methodology for planning and measuring for social communication success.
This document provides an overview of the Intra.NET Reloaded 2012 conference that was held from April 17-18, 2012 at the nhow Berlin hotel. The conference included over 20 case studies, 4 world cafes, and morning and icebreaker sessions. It featured speakers from various global companies discussing topics related to developing effective intranets and digital workplaces, including search and find, strategy, team collaboration, social media, knowledge management, compliance, privacy, and measurement.
The document analyzes how HR professionals are using social networking and finds that while conversations are positive and information sharing, few major employers and consultancies have fully embraced the opportunities of social media. It provides tips for developing a strategic social media approach and highlights that the HR field remains open for new players to get involved in conversations to build their brands and attract clients.
Leading Virtual Effectiveness: Four Strategies for Effective CommunicationCitrix Online
This new eBook by Camille Preston of AIM
Leadership reveals 4 steps to mastering effective virtual leadership and communication and provides the tools for managing the shift to the virtual workplace.
Instantly Connecting Developers Across The MilesCitrix Online
This new white paper examines the key challenges remote developers and teams face while exploring the advantages of leveraging an online collaboration solution to instantly connect, eliminate travel and expedite projects.
The Power of Virtual Collaboration in Project ManagementCitrix Online
This new eBook explores how companies can implement virtual collaboration tools throughout the project lifecycle to effectively manage projects from start to finish.
The document discusses Atos' initiative to become a zero email company within 3 years. It provides background on high email volumes negatively impacting productivity. Existing solutions like expanding mailboxes or improving search were deemed insufficient. Atos analyzed email uses and internal tools to develop an integrated enterprise social network approach. A crowdsourced process identified requirements. Pilots launched in 2011 with the goal of reducing internal emails to zero by 2013 through cultural change, training, rationalizing processes and adopting social tools. Expected benefits included increased productivity, satisfaction and meetings reduction while decreasing search time.
In the “office-optional” business model, all work takes place at home, the neighborhood espresso shop, or anyplace that saves commute time, gas, and office space. Regardless of business model, top organizations know it's critical to achieve meaningful communication, a feeling of camaraderie, and company cohesiveness. This article will explore the unique communication characteristics and needs of the “office-optional” trend as well as review several high-tech and low-tech ways to stay in touch.
The document discusses the benefits of social collaboration technologies in the workplace. It summarizes views from several industry analysts that predict increased adoption of social tools for business communication and collaboration. The document then outlines Atos' approach to social collaboration, called "Zero email", which aims to reduce workplace email use. Atos provides examples of deploying social collaboration solutions for various clients and shares the benefits experienced, such as increased productivity, employee engagement, and speed of communication.
Originally presented at the Boston KM Forum meeting at Bentley, Wednesday, April 9, 2008.
At the time, our first-quarter 2008 “Market IQ” on Enterprise 2.0 had just been completed, and a survey of 441 people revealed a subset who are having more success with Enterprise 2.0 than the general survey population. Does Enterprise 2.0 signify the birth of KM 2.0? We’ll examine some of the findings, and discuss the implications for new and old KM implementations.
Connecting And Engaging Teams In A Distributed WorkforceCitrix Online
This new Future of Work white paper explores the growth of today's distributed workforce and how to effectively manage distributed teams and workers to achieve optimum productivity, engagement and performance.
MangoSpring\'s latest and greatest is called Engage. Engage is Twitter + Facebook + Exchange all available on a cloud or behind your firewall. Signup for a free account today at http://engagesmart.com/signup
DNUG keynote - Social business with IBM ConnectionsChristian Holsing
The document discusses social business and IBM Connections. It provides an overview of IBM Connections, describing it as social software designed for business use. It allows users to connect and collaborate with colleagues, partners and customers. The key capabilities of IBM Connections discussed are profiles, microblogging, communities, activities, files, social analytics and integration with other IBM products.
Enterprise Microblogging - The revolution of business communication (engl.)Communote GmbH
The document discusses enterprise microblogging and how it can revolutionize business communication. Microblogging allows for quick, informal exchanges of short messages through mobile devices. While tools like Twitter don't meet enterprise needs, Communote provides a microblogging platform that allows for structured, traceable communication within teams and projects. Microblogging can improve areas like project management, sales, leadership, innovation, and knowledge sharing by facilitating a faster, more transparent flow of information.
Workshop by Victor van Tol on Reputation Management, Social media monitoring tools which are essential for online reputation management, webcare, social media and reputation 2.0.
Why is Social Media a necessity for the new workplace? How can knowledge be captured, preserved , shared and built upon with the help of social media in the new workplace?
Rebecca Folb - Raising the bar in Recruitment through Social RecruitingViadeo
"Social Recruiting Seminar & Networking Evening" hosted by Viadeo & BraveNewTalent during Social Media Week 2011.
Rebecca Folb, Nokia's Global Talent Acquisition Manager, spoke about Nokia’s transition from Recruitment 1.0 to Recruitment 3.0, which they have undergone in order to maximize their global recruitment efforts.
Developing a Cutting Edge Social Enterprise Software Strategy that Leverages ...Enterprise 2.0 Conference
This document provides an overview of developing a social enterprise software strategy that leverages an existing SharePoint investment. It discusses sources of lessons learned from over 200 large firms practicing social business and enterprise 2.0. Key drivers for next-generation business include global connectivity, new interaction platforms, and information abundance. The elements of a social business are outlined, and examples of significant social software are provided. Strategies are presented for driving business value with social software, including defining problems first, understanding what makes social software work best, investing in community management, and treating social intranets as a platform rather than just an app.
Business networking training can transform your organization. This presentation shows how some of our clients have used their improved business networking skills to better meet their business goals.
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
Presentation held at KOMMIT in Odense, October 13th 2010.
Outlines some of our Social Media Strategies and Tactics, both from a local (Danish) and global perspective.
Successfully adopting social media into your business for digital leaders mas...Digital Leaders
This document discusses successfully adopting social media into businesses. It notes that the internet has evolved from publishing to transactions to conversations, transforming how business is done. It also notes that employees, customers, and partners are increasingly using social tools. The document provides an overview of key areas for social transformation, both externally with customers and markets, and internally with employees. It stresses that adoption is driven by users changing behaviors due to compelling use cases. The document outlines five steps to successful adoption: 1) Users must trust the solution, 2) Understand initial use cases, 3) Provide leadership, 4) Recruit champions, and 5) Analyze and take action. It emphasizes that social collaboration must become the way users work, not something extra
This is the keynote presentation that was given at the danish PeopleXS user conference. Excerpts from other presentations were used. Special thanks to Matthijs Roumen from Tribewise.
This document discusses social recruitment on LinkedIn and strategies for using LinkedIn effectively. It notes that social recruitment requires developing deeper employee relationships online and offline. LinkedIn membership is dominated by technology and certain industries and demographics vary by region. Successful companies use LinkedIn to showcase their employee brand and talent to clients. Developing a LinkedIn strategy requires understanding trends, competitor practices, and customizing content, jobs, and company pages for local audiences while highlighting company culture and people.
Silicon Valley ARMA Spring Seminar 2010 -- Faceoff Between the Enterprise and...weisinger
Summary of the explosive growth of social media over the last 3 years. Social Media components are now finding their way in the Enterprise. Enterprise Social Media has Internal-Facing and External-Facing components.
The Rayn Makers Linked In Presentation Uof Miami 32411 Surprise2raynmakers
A custom developed presentation assembled over a 6-month period with the University of Miami Graduate School and Executive MBA Courses Leaders obtained as an opportunity from one of South Florida\'s leading Retained Recruiters- a RAVING FAN of The RaynMakers. Testimonials available. DVD available. Ray is available for custom presentations and for BEGINNER, INTERMEDIATE and ADVANCED/EXPERT Sessions for a fee.
The document discusses how social networking can be used internally within organizations to help employees collaborate, share knowledge, and engage with each other more effectively. Some key points:
- Social networking tools allow employees to interact with each other in similar ways as they do outside of work on social media platforms. This can foster more communication and knowledge sharing.
- Recognition for participation is an important driver of sharing on internal social networks. Employees must feel their contributions are valued.
- Internal social networks can serve as knowledge repositories for solving problems, reducing duplication of work, and helping employees channel their energy into productive tasks.
- When implemented properly, social networking enables faster and easier access to information, better collaboration across departments, and
In the “office-optional” business model, all work takes place at home, the neighborhood espresso shop, or anyplace that saves commute time, gas, and office space. Regardless of business model, top organizations know it's critical to achieve meaningful communication, a feeling of camaraderie, and company cohesiveness. This article will explore the unique communication characteristics and needs of the “office-optional” trend as well as review several high-tech and low-tech ways to stay in touch.
The document discusses the benefits of social collaboration technologies in the workplace. It summarizes views from several industry analysts that predict increased adoption of social tools for business communication and collaboration. The document then outlines Atos' approach to social collaboration, called "Zero email", which aims to reduce workplace email use. Atos provides examples of deploying social collaboration solutions for various clients and shares the benefits experienced, such as increased productivity, employee engagement, and speed of communication.
Originally presented at the Boston KM Forum meeting at Bentley, Wednesday, April 9, 2008.
At the time, our first-quarter 2008 “Market IQ” on Enterprise 2.0 had just been completed, and a survey of 441 people revealed a subset who are having more success with Enterprise 2.0 than the general survey population. Does Enterprise 2.0 signify the birth of KM 2.0? We’ll examine some of the findings, and discuss the implications for new and old KM implementations.
Connecting And Engaging Teams In A Distributed WorkforceCitrix Online
This new Future of Work white paper explores the growth of today's distributed workforce and how to effectively manage distributed teams and workers to achieve optimum productivity, engagement and performance.
MangoSpring\'s latest and greatest is called Engage. Engage is Twitter + Facebook + Exchange all available on a cloud or behind your firewall. Signup for a free account today at http://engagesmart.com/signup
DNUG keynote - Social business with IBM ConnectionsChristian Holsing
The document discusses social business and IBM Connections. It provides an overview of IBM Connections, describing it as social software designed for business use. It allows users to connect and collaborate with colleagues, partners and customers. The key capabilities of IBM Connections discussed are profiles, microblogging, communities, activities, files, social analytics and integration with other IBM products.
Enterprise Microblogging - The revolution of business communication (engl.)Communote GmbH
The document discusses enterprise microblogging and how it can revolutionize business communication. Microblogging allows for quick, informal exchanges of short messages through mobile devices. While tools like Twitter don't meet enterprise needs, Communote provides a microblogging platform that allows for structured, traceable communication within teams and projects. Microblogging can improve areas like project management, sales, leadership, innovation, and knowledge sharing by facilitating a faster, more transparent flow of information.
Workshop by Victor van Tol on Reputation Management, Social media monitoring tools which are essential for online reputation management, webcare, social media and reputation 2.0.
Why is Social Media a necessity for the new workplace? How can knowledge be captured, preserved , shared and built upon with the help of social media in the new workplace?
Rebecca Folb - Raising the bar in Recruitment through Social RecruitingViadeo
"Social Recruiting Seminar & Networking Evening" hosted by Viadeo & BraveNewTalent during Social Media Week 2011.
Rebecca Folb, Nokia's Global Talent Acquisition Manager, spoke about Nokia’s transition from Recruitment 1.0 to Recruitment 3.0, which they have undergone in order to maximize their global recruitment efforts.
Developing a Cutting Edge Social Enterprise Software Strategy that Leverages ...Enterprise 2.0 Conference
This document provides an overview of developing a social enterprise software strategy that leverages an existing SharePoint investment. It discusses sources of lessons learned from over 200 large firms practicing social business and enterprise 2.0. Key drivers for next-generation business include global connectivity, new interaction platforms, and information abundance. The elements of a social business are outlined, and examples of significant social software are provided. Strategies are presented for driving business value with social software, including defining problems first, understanding what makes social software work best, investing in community management, and treating social intranets as a platform rather than just an app.
Business networking training can transform your organization. This presentation shows how some of our clients have used their improved business networking skills to better meet their business goals.
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
Presentation held at KOMMIT in Odense, October 13th 2010.
Outlines some of our Social Media Strategies and Tactics, both from a local (Danish) and global perspective.
Successfully adopting social media into your business for digital leaders mas...Digital Leaders
This document discusses successfully adopting social media into businesses. It notes that the internet has evolved from publishing to transactions to conversations, transforming how business is done. It also notes that employees, customers, and partners are increasingly using social tools. The document provides an overview of key areas for social transformation, both externally with customers and markets, and internally with employees. It stresses that adoption is driven by users changing behaviors due to compelling use cases. The document outlines five steps to successful adoption: 1) Users must trust the solution, 2) Understand initial use cases, 3) Provide leadership, 4) Recruit champions, and 5) Analyze and take action. It emphasizes that social collaboration must become the way users work, not something extra
This is the keynote presentation that was given at the danish PeopleXS user conference. Excerpts from other presentations were used. Special thanks to Matthijs Roumen from Tribewise.
This document discusses social recruitment on LinkedIn and strategies for using LinkedIn effectively. It notes that social recruitment requires developing deeper employee relationships online and offline. LinkedIn membership is dominated by technology and certain industries and demographics vary by region. Successful companies use LinkedIn to showcase their employee brand and talent to clients. Developing a LinkedIn strategy requires understanding trends, competitor practices, and customizing content, jobs, and company pages for local audiences while highlighting company culture and people.
Silicon Valley ARMA Spring Seminar 2010 -- Faceoff Between the Enterprise and...weisinger
Summary of the explosive growth of social media over the last 3 years. Social Media components are now finding their way in the Enterprise. Enterprise Social Media has Internal-Facing and External-Facing components.
The Rayn Makers Linked In Presentation Uof Miami 32411 Surprise2raynmakers
A custom developed presentation assembled over a 6-month period with the University of Miami Graduate School and Executive MBA Courses Leaders obtained as an opportunity from one of South Florida\'s leading Retained Recruiters- a RAVING FAN of The RaynMakers. Testimonials available. DVD available. Ray is available for custom presentations and for BEGINNER, INTERMEDIATE and ADVANCED/EXPERT Sessions for a fee.
The document discusses how social networking can be used internally within organizations to help employees collaborate, share knowledge, and engage with each other more effectively. Some key points:
- Social networking tools allow employees to interact with each other in similar ways as they do outside of work on social media platforms. This can foster more communication and knowledge sharing.
- Recognition for participation is an important driver of sharing on internal social networks. Employees must feel their contributions are valued.
- Internal social networks can serve as knowledge repositories for solving problems, reducing duplication of work, and helping employees channel their energy into productive tasks.
- When implemented properly, social networking enables faster and easier access to information, better collaboration across departments, and
Modern HR, Communication, & Leadership Best Practices With Microsoft 365Richard Harbridge
Today Intranets are about more than just getting key corporate messaging out. Communications have changed just as IT and HR have changed. Communications leaders have shifted from editors to enablers. Communication leaders are moving from enforcing messaging to empowering and amplifying excellent communications and great ideas throughout the business. Human Resources leaders are shifting from hiring/firing and policy enforcement to performance and engagement. From preboarding to offboarding, HR's challenges are harder today than they have ever been before. Naturally, how these leaders leverage the digital workplace has changed, especially in how they leverage technology to achieve more with less. Join Richard Harbridge, a Microsoft MVP and internationally recognized expert on Microsoft 365 and the Digital Workplace, as he explores ideas and solutions that HR and Corporate Communications have embraced to improve how, where, and when they engage with employees. We will discuss how to best leverage SharePoint, Microsoft Teams, and Yammer for modern communications and take advantage of AI and Microsoft technology to accelerate and improve key communication and content. The technology, best practices, and approach can make all the difference, and it has, for some organizations, led to more significant HR, Intranet, and communications success.
This document provides an overview of social media and considerations for using it effectively. It defines social media as engaging with customers through online platforms like Twitter and Facebook. The benefits are finding and interacting with prospects and customers in open conversations. Key social media tools are described, like blogs for sharing information and microblogs for announcements. The document advises establishing goals, identifying audiences, defining roles and content, engaging audiences, and measuring success over time to fine tune social media strategies.
This document discusses the use of various social media platforms in human resource management. It provides details on WhatsApp, Skype, LinkedIn, Twitter, Facebook, YouTube, and Xing. It outlines how companies use these platforms for recruitment, internal communication, and staying connected with employees. Both advantages and risks of using social media in HRM are presented. The conclusion emphasizes the need for organizations to develop comprehensive social media governance strategies to manage risks and fully leverage opportunities for improved employee engagement and recruiting.
Working Social Becoming A Collaborative Firm ALPMA WebinarDavid Blumentals
Today, every law firm increasingly relies upon being able to prosper online to succeed – or even to survive – competitively.
What this means is that every law firm needs to invest at least some resources into a specific goal: becoming a more “social” firm.
Jive summit presentation 100512 final (1)David Trimble
The document outlines a 7-step process for using social media to engage fans and drive software trials. The steps are: 1) Define goals and audience; 2) Integrate social strategies with business units; 3) Listen to social conversations; 4) Engage audiences with valuable content; 5) Build successful social channels; 6) Activate evangelists to spread messages; 7) Analyze impact across key metrics. Following this process led to increased social reach, engagement, and software trial registrations for Jive Software.
What you need to know about Enterprise 2.0 before implementing social featuresOliver Wirkus
This document discusses the implementation of social media and Enterprise 2.0 features within organizations. It provides an overview of how social media evolved from Web 1.0 to Enterprise 1.0. Common approaches to implementing Enterprise 2.0 are described, including user-centric, team-centric, and enterprise-centric approaches. The benefits and potential challenges of implementing Enterprise 2.0 are also outlined. Key stakeholders to involve in the rollout, such as management, teams and users, IT departments, and work councils are discussed. The summary concludes that rolling out these features requires clear vision, planning, and involvement of important stakeholders, and that it will change collaboration and communication within the organization, but can provide benefits if implemented wisely.
This document summarizes a presentation about influencing brand buzz through social media. It discusses separating hype from reality with social media, defines social media, and outlines the benefits. It also covers setting expectations, budgeting, tools and techniques, and getting started with social media. Examples are provided of how different social media platforms like Twitter, podcasts, widgets and mobile advertising can be used. The presentation emphasizes listening to customers, engaging authentically, and measuring results both tangibly and intangibly. It provides contact information for follow up.
- The document discusses how organizations can assess their level of socialness through examining leadership actions, management practices, communications protocols, and how well they listen to employees and customers.
- It also addresses how the modern workforce values social skills, collaboration, and technological competence, requiring companies to constantly evolve and innovate to engage this new workforce.
- The key is for organizations to listen more closely to internal and external conversations to better inform decision-making and bring new perspectives into the process.
This document discusses how HR functions can adapt to embrace Web 2.0 technologies and practices. It notes that the new generation of internet users expect to be able to collaborate and share information easily. HR processes like recruitment, training, and communication can be improved through the use of tools like social networks, blogs, wikis and more. The HR department has an important role to play in guiding the company's adoption of Web 2.0 and helping the organization transform its culture to be more open, collaborative and transparent.
The document discusses social media governance in enterprises. It describes how social media can add value across the customer experience from product development to fulfillment. However, organizations need governance structures to coordinate cross-functional efforts and maximize business value from social media. The key components of social media governance include principles, processes, governance structures, responsibility matrices, and metrics. These help answer questions from different departments and support internal champions of social media initiatives.
Presented by Mitch Germann, Vice President, Edelman Digital, Seattle, and Dennis O'Malley, VP, Global Services, Moxie Software. Moderated by Bill Boyd, Founder of IABC's Morning Manager Series.
The document summarizes Katy Keim's presentation on building brand nations at the Lithium Likes to Loves Tour on September 21, 2011 in New York City. Some of the key points discussed include how engaging customers through online communities can transform them from passive "likes" to active "loves" of the brand, the must-haves of successful brand nations like engagement, scalability, reach, and measurability, and examples from companies like Sephora and Verizon that have built brand loyalty through online customer communities.
Similar to Engagement 2.0: Beyond the Firewall (20)
Integrating Social into the Distributed Salesforce Staffing EnterpriseQUEsocial
This is a presentation I did recently at LinkedIn\'s HQ in Mountain View CA to their staffing industry clients. It\'s focused on how to empower the individual salespeople within the org to integrate social into their day to day activity. The goal here is to grow the salespersons business by turning social activity into measurable business outcomes. I look forward to your feedback!
La aplicación QEsocial Demo permite a los usuarios crear y compartir publicaciones breves con texto, imágenes y videos. Los usuarios pueden seguir a otros usuarios y ver las actualizaciones en su feed de noticias. La aplicación también incluye funciones de mensajería privada entre usuarios.
3D Job Descriptions: Using video to recruitQUEsocial
3D Job Descriptions: How to Recruit Effectively Using Video by Communicating with Your Candidates like Consumers. This presentation walks you through effective tactics and strategy implementation for using video effectively for your recruiting goals. Learn how to have a conversation with your consumers – your candidates. Mike will discuss ways in which you can differentiate your business through the use of video and employ effective messaging through LinkedIn and other platforms. During this session you will identify how to:
Use videos effectively using different platforms – from YouTube to LinkedIn
Develop your strategy for video job descriptions
Successfully differentiate yourself and your brand in the market
Align your personality with your corporate goals
Efficiently execute the video process (i.e. write a script and be prepared on camera!)
Personal Brand Executive Roundtable Updated 3-20QUEsocial
This document discusses how to build a personal brand using social media. It covers why social media is important for professional networking and job searching. Specifically, it recommends using LinkedIn to develop connections and showcase expertise. The document provides tips on completing profiles, engaging connections, and participating in answers and groups on LinkedIn. It also assigns homework to further participants' LinkedIn personal branding.
Building and Growing your personal Brand Series 1: Are you LinkedIn?QUEsocial
Social Media is creating the opportunity to amplify your personal brand in more ways than ever. The Marketplace is flooded with strong candidates all of which are applying to jobs via online.
Utilizing LinkedIn as a business development tool for your job search much like a B2B organization can separate you from the majority of job seekers. Hopefully this presentation can help you to amplify your personal brand.
Building and Growing your personal Brand Series 1: Are you LinkedIn?
Engagement 2.0: Beyond the Firewall
1. EngagEmEnt 2.0:
Beyond the
Firewall
Contributor:
Brian Baker, Vice President, New Media and Creative
Services Group, Aon Consulting
2. Engagement 2.0: Beyond the Firewall
What if we asked employers to “rethink” the concept of employee engagement?
What if instead of asking them to think top down or bottom up, we asked them to
look left and right?
In today’s latticed (not laddered) organization, what they would see is a need to
employ new modes of communication to increase engagement. We’re calling these
new rules and modes of communication “Engagement 2.0.”
The new rules of Engagement 2.0 are: 1) Help managers engage employees in
meaningful dialogue that leads to increased collaboration and top performance and
2) Bolster the reputation of the firm and its leaders.
The rules of employee engagement have changed, partly because of the economy and partly because
employees just feel disenfranchised. A 2009 Gallup poll found that 56% of employees were not
engaged, while 18% were actively disengaged.
Employers are feeling it too. In Aon Consulting’s 2009 Benefits and Talent Survey, 75% of
respondents ranked employee engagement as “very important” or “extremely important,” while only
37% said they were “very effective” or “extremely effective” at employee engagement.
One of the biggest reasons for employee dissatisfaction is that employers have not kept pace with how
employees communicate—the ways in which they interact, share information, and influence others.
After all, employees live outside the firewalls and the brick and mortar spaces we create for them. They
interact with their families and talk about work with their friends. They are increasingly less defined
by their workplace.
For leadership, this means we have to embrace how employees want to work and communicate how
they communicate. We have to reach beyond the firewall and find new ways to engage employees and
build their trust.
It’s not just younger workers, either. Four generations of employees now comprise the workforce,
each with different needs and preferences. We need to look beyond traditional, “catch all” forms of
communication to more innovative and personalized forms, to reach everyone from the most tech-
savvy Internet user to the reader who prefers a hard copy of the newsletter.
Enter Social Media
To embrace social media in helping us achieve our business goals, we must understand who and what
we are enabling, then relinquish control.
Think back to when the “World Wide Web” first came to the workplace. Employers responded by
quickly issuing workplace policies on using the Internet for personal business. We feared the Internet
would detract from productivity. Next, we moved to block popular websites and build firewalls. We
soon learned that employees were using their iPhones and BlackBerries throughout the workday—not
just to stay connected, but to do their jobs.
3. In today’s 24/7 culture, there’s no longer a clear line between using the web for work and non-work.
People are working—whether it looks like it or not—24/7. If we let them work how they want, and if
we value their work based on results, we are more likely to engage them. In other words, if employees
are using social media at work and for business purposes anyway, we should capitalize on that to
expand their network, build and improve our firm’s reputation, and enhance our business.
Social media in the workplace
Use or Purpose Web 2.0 Media Comments
• eer-to-peer and
P • Instant messaging • et up instant messaging chat rooms for discussion
S
team member • Text messaging groups
communications • roup text messaging also possible
G
• emote employee
R • nstant messaging
I • ith more employees expected to work remotely,
W
communications • et meetings
N Web 2.0 media provides tools to help keep them
engaged.
• odcasts
P
• irtual training
V
• eadership-
L • logs
B • uccessful blogs are built on a foundation of
S
to-employee • icro-blogs (i.e.,
M trust and credibility and can be used to feed the
communication Twitter) grapevine and monitor the results. When effective,
they function as a two-way communication avenue.
• he optimal blog becomes a forum for leadership
T
perceptions and decisions, enabling discussion and
feedback from employees at all levels.
• mployees can feel included in decision making and
E
business strategy implementation, a key element to
successful engagement.
• mployee
E • vatars: Websites with
A • he investment in gaming technology for employee
T
recruitment avatars provide recruits recruitment and orientation has a significant return
• mployee
E with a virtual experience depending on your costs to replace an employee.
onboarding of the workplace For example, some have estimated the cost to
• aming technology and
G replace registered nurses to be $65,000 and the
• mployee
E cost to replace hourly hotel workers to range from
orientation podcasts for employee
orientation, education $2,500 to $14,100 per employee.
• raining
T and training
• mployee bonding
E • nternal social networks
I • n estimated 85% of employees work on projects
A
(sharing the for employees — similar with colleagues from other offices, making social
employment to Facebook networks a source for staffing and engagement.
experience)
• taffing global
S
projects
• nowledge
K
exchange
• roject
P • ikis
W • ikis help work teams manage projects, solve
W
management problems, and answer questions in a group setting.
• orporate HR
C
interaction with
field HR
Source: Aon Consulting’s Web 2.0 and Employee Communications Survey, March 2009
aon consulting 2009 1
4. Engagement 2.0: Beyond the Firewall
Social media and the bY the nUmberS
millennialS
Facebook:
The millennial generation, born
between 1980 and 2000, helped • More than 300 million active users
introduce the use of Web 2.0 media • 0% of active users log on to
5
in the workplace. In less than 10 Facebook on any given day
years, this generation of 92 million
people will comprise the largest • he fastest growing demographic
T
generation in the U.S. workforce. is users ages 35 years and older
The millennials view themselves
Twitter:
as entrepreneurs who think for
themselves and rely on their trusted • witter’s year-over-year growth
T
friends. They trust blogs more than was 1,448%, growing from 1.2
newspapers, and they want their million unique users in May 2008
friends’ reviews of products versus to 18.2 million unique users in May
the “experts.” They use social 2009
networks to cope and make sense
of the world. LinkedIn:
• inkedIn has more than 50 million
L
users worldwide; approximately
half are in the United States, with
another 11 million users in Europe
and 3 million users in India
moSt USed web 2.0 media at home
Web 2.0 Media Non-Millennials Millennials
Internet 77% 87%
Text messaging 21% 49%*
Instant messaging 14% 72%
Social networks 14% 49%
Blogs 11% 20%
*Respondents were asked for use of text messaging when looking for information, not for communicating with friends and families.
moSt USed web 2.0 media at work for work
Web 2.0 Media Non-Millennials Millennials
Internet 65% 72%
Text messaging 25% 38%
Instant messaging 46% 48%
Social networks 13% 20%
Blogs 8% 13%
Source: Aon Consulting’s Web 2.0 and Employee Communications Survey, March 2009
2 aon consulting 2009
5. Social Media and Wellness, Then vs. Now
In the past, to demonstrate their commitment to wellness, employers published an employee health
newsletter, put it in everyone’s mail slot or inbox, and hoped they read it. Social media has created a whole
new conversation on wellness that is based on two-way dialogue. Among the strategies we use today:
• Upload and share podcasts on healthy living, common risks and conditions, and general
wellness advice
• Start a YouTube channel for company events to convey employee and manager messages on
putting wellness into action
• Survey LinkedIn users to compare wellness program ideas, create cross-company teams, or
involve other professional groups or consortiums
• Get daily health tips by email or text message (SMS)
• Track daily, personal progress on an iPhone or BlackBerry
• Blog about typical health and wellness challenges or post questions on the company’s
wellness board
• Check the company’s website for who is teaching today’s yoga class and connect with other
colleagues who are participating
• Allow spouses/partners and dependents to receive and send communications, take part in
contests, or contribute to other dialogues traditionally only available to internal employees
• Collaborate with coworkers on Facebook to unite the team and walk for cancer research.
Upload video or multi-media of the team’s involvement, achievements, or other personal
stories or testimonials
Getting Started: Key Questions
Embracing social media in your communications strategy requires some finessing. You need to start
with some key questions, choose your social media channels, then look at both pre- and post-message
management, how you will get instant feedback, monitor reactions, respond to questions and
concerns, and reinforce your objectives.
Social media can maximize the conversation, but recognize that employees also share in its power. It
is a two-way dialogue. Their ability to alter the message is as fundamental as the firm’s ability to shape
the message.
Objectives + Interests + Touch Points = Strategy
Save costs + Critics + LinkedIn = Interactive
Drive behavior Joiners iPhone engagement
Engage employees Spectators Twitter beyond traditional
Business objectives Curators Facebook approaches and
boundaries
aon consulting 2009 3
6. Engagement 2.0: Beyond the Firewall
Some key questions to get you started:
• Are your business objectives at the forefront of your communications strategy?
• Do you know your employees’ communications and engagement preferences? If so, have you
broken those preferences down by generation?
• How is your organization embracing social media and Web 2.0 strategies for HR,
communications and engagement?
• Are you engaging your entire ecosystem (employees, spouses/partners, dependents, buyers,
clients, and suppliers)?
• Is your organization adapting well to change?
• What about social media can help your firm rethink HR? Who is responsible for making it
happen?
The possibilities are virtually endless.
Brian Baker is Vice President of Aon Consulting’s New Media and Creative Services Group. He can be
reached at 212.441.2006 or brian_baker@aon.com.
4 aon consulting 2009
7. A
on Consulting is among the top global human capital consulting firms,
with 2008 revenues of $1.358 billion and 6,300 professionals in 229 offices
and 90 countries worldwide. Aon Consulting is shaping the workplace
of the future through benefits, talent management and rewards strategies and
solutions. Aon Consulting was named the best employee benefits consulting
firm by the readers of Business Insurance magazine in 2006, 2007, 2008 and 2009.