From Good to Great: Rethinking Skanska's global intranet
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Presented by Hanna Karppi from Skanska at Intranätverk 2016: Malmö, 29 september. - Focusing on usability: User’s needs as source of inspiration and development - Leveraging on being a global company: Encouraging knowledge sharing and collaboration - Leading business critical change process involving multiple countries and units Key take-aways: - How to lead a successful implementation project - How to focus on the user and organizational needs - Implementing digital workplace step by step
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From Good to Great: Rethinking Skanska's global intranet
- 1. 1 From Good to Great: Rethinking Skanska’s global intranet
- 2. 2 Hanna Karppi Head of Digital Workplace Skanska Group LinkedIn: hannakarppi Twitter: @hannakarppi hanna.karppi@skanska.se
- 3. United States Sweden Finland Norway DenmarkUnited Kingdom Poland Slovakia Hungary Czech Republic Romania - 43,000 employees - Construction and Project Development - 2015 revenues: 155 billion Skanska worldwide
- 4. 4 OneSkanska intranet journey Local information and tools Skanska intranets 2008 OneSkanska intranet 2010 Restructured OneSkanska intranet 2015 OneSkanska Social intranet 2016 Global and local information and tools Improved findability and usability Encouraging knowledge sharing and collaboration Integrated local and global tools with mobile access OneSkanska Digital workplace 2017
- 5. 5 Quite good
- 6. 6 OneSkanska intranet journey Local information and tools Skanska intranets 2008 OneSkanska intranet 2010 Restructured OneSkanska intranet 2015 OneSkanska Social intranet 2016 Global and local information and tools Improved findability and usability Encouraging knowledge sharing and collaboration Integrated local and global tools with mobile access OneSkanska Digital workplace 2017
- 7. 7 Working together cross borders Steering Group Project Team One- Skanska users Advisory Group Reference Group Local Work Groups IT developers • Continuous dialogue • Clear roles and responsibilities • Understanding of organization & technical knowledge • Change was welcomed and teams were motivated
- 8. About 100 user interviews around the world Survey for 2,200 users (over 1,700 responses) 8 User perspective Workshops with communications, HR & IT
- 9. − Global intranet is valued − Content and stories from around the Skanska world create commitment and employee pride − Content is good but it is difficult to find − Intranet is used for benchmarking other units − People want to share their own knowledge and experiences and learn from others – intranet didn’t enable this well enough 9 Findings (2014)
- 10. 10 Then it was time for hard work
- 12. 12 OneSkanska intranet − New improved structure, navigation, functionality & design − Launched in April 2015
- 13. 13 New Structure and Navigation
- 14. 14 Some of the New Functionality
- 15. 15 How did it go? What was wrong with the old one? This is even worse.
- 16. − Low resistance thanks to well-run project − More intuitive and user friendly solution − More freedom to the local units without compromising the global scope − High adaptation thanks to good manuals and video tutorials − Little feedback but mostly positive − All feedback was answered personally 16 Actually it went really well…
- 18. 18 OneSkanska Play − Global video platform launched in September 2015 − First for internal and soon also for external use
- 20. 20 OneSkanska Groups − Upgraded global collaboration tool launched in November 2015 − File sharing, blogs, wikis, conversations, discussion boards, project planning, co- editing etc. − Mobile solution & external access in 2016
- 21. 21 OneSkanska intranet journey Local information and tools Skanska intranets 2008 OneSkanska intranet 2010 Restructured OneSkanska intranet 2015 OneSkanska Social intranet 2016 Global and local information and tools Improved findability and usability Encouraging knowledge sharing and collaboration Integrated local and global tools with mobile access OneSkanska Digital workplace 2017
- 22. 22 Success factors − Devoting resources for extensive user study − Prioritizing user and organizational needs instead of technical solutions − Securing involvement of, and open dialogue with, different stakeholders − Implementing new tools in many separate phases gives flexibility in the big organization − Being open to revise what you have done before and change “good” solutions − Being brave and having fun!