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SMLF Opening Presentation London Dec 2014
The document emphasizes the importance of engagement in the workplace, highlighting statistics from Gallup about employee trust and job satisfaction. It advocates for a socially responsible business approach that prioritizes employee well-being and personal development. Key recommendations include fostering open communication, encouraging personal connections, and providing recognition to enhance workplace engagement.
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SMLF Opening Presentation London Dec 2014
- 1. @DanielKraft CEO NewsGator Social Businessfor a Better World
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- 4. Know what isexpected of me. Have the equipment to do my work right. Have the opportunity to do what I do best. Receive recognition for doing good work. Is it that hard to “get them” engaged? Supervisor cares about me as a person. Someone encourages my development. My opinions count. The mission makes me feel my job is important. Colleagues are committed to doing quality work. Someone talks to me about my progress. Have had opportunities to learn and grow.
- 5. We need a Social Workplace ! • • • • • Be Available Be Open Be Personal Be Direct Be an Example ! (follow your heart)
- 6. Social Business fora Better World ! • • • • • Human rights? Do we need to pay? Kids should not work? Work safety? Social security? ! Do we need Social?
- 7. @DanielKraft CEO NewsGator Social Businessfor a Better World
Editor's Notes
- #2 Social Business for a Better World, presented by Daniel Kraft, CEO of NewsGator at the Social Media Leadership Forum in London on Dec 10, 2013. Picture by Daniel Kraft
- #3 Source for data is Gallup and is based on research in Germany. Similar research has been conducted in other countries with similar results. Core finding is, that engagement with their work is not depending on how the job fits, how employees trust their employer or if they like their job. Engagement is in the 15% range for the last 10 years. Economical development seems to have no impact on the overall engagement across all analyzed companies.
- #4 Source for data is Gallup and is based on research in Germany. The research is from two different reports at different times, review of the research shows no signs that this is relevant to the conclusion. The conclusion is that companies with a higher ratio of engaged employees vs. not engaged employees show fundamental higher levels of innovation, lower number if sick days and fundamental higher EPS (earning per shares). The EPS difference between companies is higher in economical downturns than during economical growth periods.
- #5 The list is based on Gallup 12 principles of good management. The core message is, that employee engagement correlates with the management style. Good management leads to high employee engagement. The nasty truth is, only 15% of employees are engaged! what does that say about management?
- #6 The research shows that management is the key to success and yet, it is management who questions the need for social. This is based on the false perception of - social being not work - the lack of knowledge about social - the lack of measurable results 1:1 conversations with management also unveiled that this change in behavior is we'll accepted in theory but execution requires to take a strong and midterm position about corporate culture.
- #7 We need to look at Social from a bigger picture perspective. Many leaders believed they could resist fundamental changes in the way we work. But the evolution of work shows, that past success does not grant future success. Adopt or be replaced is a well accepted mechanism of evolution also in the workplace. The question is, do you think Social is such a milestone in the evolution of work? I do!