How Social Tools Can Empower a Global Organization
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The document summarizes a presentation given by Trish McFarlane and Steve Boese at an HR conference in August 2012. They discussed how social tools can empower global organizations by enabling recruiting, collaboration, recognition, innovation, and hacking. They provided examples of using social media for recruiting, collaborative goal setting, social recognition programs, prediction markets to involve employees, and conducting hack days to drive innovation. Attendees were given suggestions for action plans including conducting a social media audit and running a hack day.
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How Social Tools Can Empower a Global Organization
- 1. How Social Tools Can Empower a Global Organization Illinois HR Conference & Exposition August 2012 Trish McFarlane – Perficient Steve Boese – Oracle Corporation
- 2. Presenter Info • Trish McFarlane • Director Human Resources at Perficient • Founder of HRevolution • Football Mom • Steve Boese • Director of Talent Management Strategy at Oracle • Host of HR Happy Hour • BBQ Aficionado
- 3. Agenda • Current State of Social • Social and the Workplace • Recruiting • Collaboration • Recognition • Innovation • Hacking • Action Plans
- 12. Beyond the Big Three…
- 13. So are you a true mobile warrior? Who has a smartphone? Who has a tablet? Who has texted in the last 10 minutes? Who has updated their Facebook status from their phone in the last 10 min? Who has Tweeted since we started talking?
- 14. For the number geeks
- 16. Evolution of Mobile usage
- 17. OMG!!!!
- 20. Social and the Workplace
- 21. Pure Social – using public networks for business purposes
- 25. The Participation Age “One of my goals upon becoming Secretary of State was to take diplomacy out of capitals, out of government officer, into the media, into the streets of countries. So from the very beginning, in February 2009, I have tried to combine the necessary diplomacy of government meetings, of creating structures in which we enhance our participation government to government, with people-to-people diplomacy. Because given social media, given the pervasion now of communications technologies everywhere, no leader is any longer able to ignore his people.” Time Magazine
- 27. (blank) for the enterprise
- 28. Intranets 2.0, (maybe 3.0 now)
- 29. Like we always did but better
- 30. Socially Augmented Talent Processes
- 31. Where can Social Tools improve talent processes? goals Collaborative Social recognition Video group interview Peer awards Social Recruiting Reputation and Influence Social Learning High Potential COPs Open content creation Crowdsourced recommendations Reviews and ratings
- 32. Why bother? The ability to tap productively into the full knowledge, talent, innovation, and energy of large groups of people – something never before possible – can make the social organization quicker, more innovative, more nimble, more responsive to the marketplace, and more focused. In short, it can lift the enterprise into a new level of capability. The Social Organization, Anthony J. Bradley and Mark P. McDonald
- 34. Group Video Chat
- 35. Video Interviewing Take the Interview HireVue
- 39. Collaborative goal setting and conversations around goals Project Team Other employees aligned with the same organization goals
- 41. Social Recognition and Rewards “TheCompany News is perfect for our many employees who don’t sit at mobile site Feed Employees can share activity Surfaces to external social graphs. desks and theAwards, and Recognition, social elements like Live Recognition help build personal relationships within our diverse workforce. These features socializes activity help us align all employees to our business goals.” -Josh Karam, Director of Human Resources, Starwood Hotels
- 42. Beyond HR…
- 43. Prediction Markets Prediction Markets let everyone share their opinion, and socialize these opinions across the organization Leaders and managers can see summarized distributions of predictions, and breakdowns by department and location Comparisons can be drawn between predictions and more traditional methods of forecasting and planning Prizes and leader boards drive interest, participation, and enthusiasm By leveraging the insights of its diverse and knowledgeable employee community, EA realized $15 - $20M in additional revenues as a result of optimizing marketing spend on top quality game.
- 44. A hack day is best described as an intense piece of research and development resulting in something being built over a predefined time period.
- 47. Ball don’t lie…* * or, you are what your record says you are
- 48. But fear not, you have tools
- 51. Social and the Workforce: Action Plans • Find the pain points • Start Thinking Social • Recruit advocates • Walk the Talk • Tie Actions to Goals • Three examples
- 52. Do a social media audit • Find existing company profiles • Blogs, Social Networks, Review Sites, Forums • Current employee profiles, (RECRUITERS) • What information is being shared on these profiles? • What are your competitors doing? • What platforms make sense for your organization? • Blog, Facebook, LinkedIn, Twitter, YouTube, Pinterest… • Share findings and discuss
- 53. Recruiting on Facebook for Newbies • Profile – public or private • Fan or Company page • Distinct from External Brand page or not • Content strategy • Company, Jobs, Resources, Advice, Access • Like Brushing your teeth • People search • Ads – Marketplace, PPC • Premium Services – BranchOut, Work4Labs
- 54. Run a Hack Day • Sell the concept • Set expectations • Lay out the goals • Encourage participation • Back off • Have fun • Report and present and vote • Implement what makes sense
- 55. Thank You!
- 58. Contact us… • Trish McFarlane – o www.hrringleader.com o www.twitter.com/TrishMcFarlane o www.linkedin.com/in/trishamcfarlane • Steve Boese – o www.steveboese.squarespace.com o www.twitter.com/SteveBoese o www.linkedin.com/in/steveboese o Steven.Boese@oracle.com
Editor's Notes
- Facebook, Twitter, Google+ – for some organizations they might as well spell distraction, risk, liability, and loss of productivity. Increasingly as organizations strive to do more work, more efficiently, and with less resources, social networking is playing an important role for idea generation, information discovery, collaborating with the external and internal ecosystem of partners and suppliers, and more. But for many organizations, realizing that social media is a powerful and important tool and actually empowering employees in social media, and developing strategies and practices to leverage their front-line staff in these efforts are two vastly different matters. This session will describe some of the ways that organizations can move from understanding to action, and provide examples and suggestions to help you harness your internal evangelists, foster a deeper and more engaged environment through the use of social and technology strategies and highlight how to capture innovative ideas from your employees.ROIs:1) Attendees will gain a greater understanding of the importance social technologies play in the workforce today.2) Attendees will see examples of how social tools and technologies have been applied to help solve complex business problems.3) Attendees will see the important link between social tools, employee engagement, and superior business outcomes.
- Growth chart of Monthly users – FB – TW – LIhttp://pewinternet.tumblr.com/post/25597451358/chart-of-the-week-social-networking-site-use-by
- Instagram growth
- InstagramPinterestPathOthers?http://royal.pingdom.com/2012/06/28/pinterest-overtaken-tumblr-united-states/
- How mobile plays in to the future and growth of socialGive some kind of prize to winners
- Smartphone shipmentshttp://www.fonearena.com/blog/49418/idc-mobile-phone-market-q1-2012-samsung-nokia-and-apple-top-mobile-phone-vendors-by-shipments.html
- Tablet shipmentshttp://calvinayre.com/2012/05/08/lifestyle/smartphones-tablets-outgrowing-pcs/
- Consumption patterns on mobile devices – design considerationhttp://pewinternet.org/Reports/2012/Cell-Internet-Use-2012/Key-Findings.aspx
- The Death of the Phone CallSource – Opportunity Calling: The Future of Mobile Communications Take Two – Oracle Corporation 2011
- http://www.flickr.com/photos/arenamontanus/375127836/Source – Flickr - Arenamontanus
- Use of Social Media and Technology in the WorkplaceThree kinds of social technologies impacting the new workplacePure social (public platforms and networks) being used by and for workInternal and purpose built and deployed social tools that mostly mimic external networks and functionsSocially informed talent management tools that socialize typical HR processesMaybe add?Data on social network use by Fortune 500Chart showing how much access to social networks is valued
- Scenarion 1 – Use of Public Social Platforms by and for businessHR application 1 – the most common and easiest to understand – use of public social platforms for recruiting and employer brandingFB example – there are lots of these now, maybe you are doing this now yourself – either on FB, TW, or LinkedIn
- Example 2 – Use of Pinterest for marketing, product catalog, customer engagementRetail, design, fashion, demo playWhy wouldn’t Williams Sonoma want to include information about their careers, workplace, video links to employee stories, etc.
- Example 3 – Use of Google+ for deeper level of engagement with a smaller but likely more passionate group of fans, customers, candidatesGoogle+Tech, media, entertainment are all good candidates for Google+ presenceDeeper engagement
- Example 4 – FB use in the State DepartmentNote the tie-in to a concrete, important, and definable business or organizational objective
- Here we will talk about how this trend has been primarily about adopting similar social tools like we are used to (FB and Twitter mainly) inside organizations
- Why is it compelling to organizations to try and replicate FB or TW inside the company?People understand the comparison. When you say – ‘Its like FB or Twitter, everyone knows what you mean’Simpler to adopt – everyone knows how to use FB and TwGenerally faster to deploy and start seeing usage – don’t need a lot of ‘seed’ data or curating generally
- The idea of the intranet has been around almost as long as the internet.But while today’s internet does not resemble the internet of 10, 15 years ago , an emerging set of technologies with social components like groups, forums, wikis, tagging, rating, ranking, etc. re-imagine the traditional, stale, centrally controlled intranets of the past. This example is Jive Software.
- Re-imaging the simplest collaborative technology there is – many people that need access to a document, make changes, share, comment, include in other processes
- This would be things like Video Interviews with disparate groups, collaborative goal setting and updating, social rewards and recognition, social referral programs, hack daysDiscuss in general how social tech and more importantly, social and collaborative approaches can improve and enhance traditional HR/Talent processesImage:Langlands and Bell (Ben Langlands born 1955 and Nikki Bell born 1959)'Air Routes of the World (Night)'2001Screenprint on paper
- Blow out some examples from each slice of the ‘pie’ – these are just SOME examples, not exhaustiveVideo group interview – social recruitingCollaborative goal setting, social recognitionPeer awards and group bonus allocation schemesCommunities of practice to bring together talent and hi-pos from across the organizationSocial learing, ee created content, commenting and rating
- Why is this important?Talk about ownership as a function of participation and of feeling like your voice is being heard in the processTalk about how social tech presents incredible ability now to easily and cheaply reach everyone in the organization (maybe show a mobile play if we can find one)The Social OrganizationHow to Use Social Media to Tap the Collective Genius of Your Customers and EmployeesBy Anthony J. Bradley and Mark P. McDonaldHarvard Business Review PressPublication Date: October 2011
- Some Examples from Section 2Digging into some more details of how these social powered processes might lookSocially powered EE Referral ProgramsCollaborative Goal Setting and TrackingSocial rewards and recognitionCrowdsourcingInnovation or Hack Days, (social in the real world)
- Group video interviewingHireVueGreen Job InterviewTake the InterviewOrGoogle Hangout – illustrated above - example is CEO Michael Dell connecting with …. Could be anyone, team, customers, partners….. Etc.
- More formal video interviewing platform
- Need a good and current ‘source of hire’ chartSource – Jobvite Social Recruiting Survey 2012
- Maybe an ‘I hate the performance review’ slide and talk about how social can improve the traditional performance/goals/getting stuff done process
- Top downCascadedIndivdualHow about collaborative goal setting, with flexibility to add or include additional people, to keep a record of activities, work products, discussions, kudos, around the accomplishment of the goal, and then finally link all that, (or at least consider it, in the traditional performance review process)
- Collaborative Goal Setting and TrackingExample – Work SimpleSimilar example – this one illustrates more of a bottom-up approach to goal settingGoogle example – you need to rally support around your idea to get people interested in working with you on it
- Hold spot for Achievers
- Other areas perhaps a little outside the traditional talent management process, but where social tools are having an impact and can lead to better business results.http://ryannaprojects.com/index.php?/projects/100-posterworks/
- How do we know if we are heading in the right direction?If the latest new product of new service will be successful?Or even if the big project will complete on time? Should we staff up? Should we get external help? Not always easy to know.By leveraging the insights of its diverse and knowledgeableemployee community via the Crowdcast Team IntelligencePlatform™, EA realized $15- 20Min additional revenues as aresult of optimizing marketing spend around top quality games.
- Hackdays – what are they?Who does them? – typically a software, or tech projects, but does not have to be, can be any idea, in any area that makes senseHow do they fit?A brilliant way to discover new ideas: employees are always coming up with ideas on how to improve the platform, or to streamline the development process, or to reuse data we’re already collecting; most of the time we don’t have the time to explore all of these ideas, so a hack day is a great way to give people the freedom to come up with the next profit- increasing project.A great morale booster for the participants: they get to work on something new and novel, doing something that’s outside their normal work; they also get to work with people they may not normally work with, increasing paths of communications throughout the team; participants can also be inspired by the hacks that other people come up with.A wonderful way to learn: by working on something outside the realm of regular platform work participants get to broaden their knowledge of new technologies, other programming languages, different paradigms. What’s learned can be channelled back into their regular work in terms of a better understanding of what they’re doing, or new insight on why things need to be done in a particular way.
- Hackdayshttp://hackday2011.linkedin.com/LI is famous for its ‘theme’ hack days, - women engineers, interns, new hires, etc.Public hackdays can be a great way to recruit new talent as well
- Link between Social tools -> EE Engagement -> Business Results
- Chart -http://www.towerswatson.com/research/7177/#2012gwsTowers Watson Global Workforce Study 2012 – Pre-releaseContent Area 4 - Link between Social tools -> EE Engagement -> Business ResultsSurvey data - Bersin, Achievers, Globoforce maybeConnect the dots – what happens when social tools are effectively utilized? - people feel more empowered - people begin to share more openly - find hidden talent and expertise - get things done faster - maybe come up with the next great idea - get recognized/rewardedThat leads to better levels of engagement – I can get my stuff done, I can contribute to others, I can see how my efforts matter, I can add more value – need a cycle or wheel diagram hereThen simply reiterate the linkages between increased ee engagement and positive resultsCompetition for talent, effort, attentionExpectations of the GEN Y and Millennials
- Achievers StudySource – Bersin study – The State of Employee Recognition
- AON "Pass It On" is a multi-faceted, global program that combines elements of employee engagement, community service and client partnerships to demonstrate to the world how Aon's 60,000 colleagues in over 120 countries focus every day on empowering results for their clients and communities.http://www.aonpassiton.com/
- Think in context of a problem you want to solve, important if you think you have to rally support for socialThink about how social can be a part of the solutionFind allies – internal, external, leadersYou have to be seen as someone who has credibility. You can’t credibly pitch on how great Twitter is for recruiting if you don’t have an account yourselfMake sure you have an idea about how to measure the results/impact of social Here are some really simple things you can start with right away, not an exhaustive list, but just some basic and common things you can think about and try
- Takeaway or Steal this idea 1Audit idea – survey of what you have now – checklist of how to do a current state auditCould be about leveraging Social for something simple, like getting employees involved in social recruiting and referral efforts
- Takeaway or Steal this idea 2http://www.scribd.com/doc/81219622/Fistful-of-Talent-Toolkit-How-to-Recruit-via-FacebookFOT Whitepaper on Recruiting on Facebook MacGyver style
- Takeaway or Steal this idea 3Maybe how to set up a hackday or ‘open source’ some of the work that you are doing.