12. “Social networks will be be common in workplace,
like it or not.”
Economist Intelligence Unit: The digital company 2013: Freedom to collaborate
“Social networks will transform the nature
of work: social networks
provide context to to content.”
Forrester Research, November 2008
“From an enterprise perspecYve, it is becoming
increasingly important for companies to provide
internal social sooware tools.”
Motivations for Social Networking at Work, IBM Research, November 2008
13. Employee 2.0
PlaOorms of parQcipaQon
New culture of sharing, one in which content is
freely shared and where it is easy for people to
collaborate, solve problems, and connect with
people and social intelligence.
Common Employee 2.0 concepts include web‐based
wikis, communiYes, social‐networking sites, video
sharing sites, wikis, blogs, forums
14.
15. 75 percent of Fortune 1000 companies are
eager to get involved in social-networking
initiatives for marketing or customer
relations purposes, but 50 percent will fail.
Gartner Group
16. Business drivers
Faster response to customer facing issues
Improved ef;iciency Reduced training costs
And effectiveness Faster, less costly access to critical information, experts
Faster time to market
Problems surface faster
Faster problem Diverse perspectives = faster innovation
solving Flat vs.. hierarchal cuts time to solution
Collaboration speeds problem solving
Unexpected innovation
Stronger connection with others, organization
More engaged Able to campaign for projects
employees
Career boosting: expertise more visible
Ability to attract top talent
Greater ability to • Early warning: emerging issues
manage reputation • Faster response to potential issues, problems
• Reduced bias, costs via direct communications
• Greater trust through networked relationships
• Greater in;luence, trust via word‐of‐mouth
17. IBM social software benefits acknowledged by
% of survey respondents
Improved customer satisfaction 42%
Increased sales 60%
Increased sense of belonging 65%
Improved personal reputation 65%
Increased productivity 74%
Reused assets 77%
Shared know ledge w ith others 84%
Accessed experts quicker 84%
Increased skills 87%
0% 20% 40% 60% 80% 100%
*Source: IBM Global Technical Services Knowledge Community of Practice Business Impact Survey 2007
completed by approximately 2,300 respondents.
19. Framework for getting started: VOICE
V = vision, why business matters
O = openness of communications
I = insight from what’s being talked about
C = connecting,campaigning, career advancing
E = empowering ambassadors
20. Vision
81% of engaged employees strongly agreed
That they knew what their company stands for
And what makes them different.
Just 11% of actively disengaged
Employees felt the same way.
Source: Gallup
23. Openness of communications
• Feedback from the 160K employees
in the ;ield who are quot;breathing the
same air as the customers”
• Social culture of company: 25,000
employees in community
• 401k plan enrollment up 30%
• Micro‐lending: new business ideas
• Improved communication: stores =
HQ
Blue Shirt Nation: Business Innovation Factory
http://www.businessinnovationfactory.com/innovationstorystudio/bif4_koellingbendt.php
25. Insights: what’s being talked about
By bringing the social tool inside the enterprise, the
associated data relating to the connections, interests,
and activities are suddenly available and archivable by
the company, providing new information sources and
new possibilities for understanding the workforce.
“Motivations for Social Networking at Work,” IBM Research, November 2008
26. Deloitte Film Festival
Deloitte Film Festival
http://www.youtube.com/watch?v=Wfx6-5aDaUE
Deloitte Iron Man
http://www.youtube.com/watch?v=PId0rzQPvFQ
29. Connecting, Campaigning, Climbing
Caring Climbing Campaigning
Lists Hobbies, outside Skills, background Professional advice,
interests quesYons
Photos Personal Work related Related to project or
campaign
About Hobbies, outside ProjecYng experience, Project descripYon,
You’s interests resume goals, links
Status AcYviYes, state of Emphasis on current work Goals and opinion
mind oriented
33. CreaQng a highly effecQve culture:
1. Respect for individuals: whole person, parYcipate in decisions
2. Transparency: access to same info, exposure to execs
3. Empowerment: sense of purpose authority to please customers,
4. Teambuilding: sense of idenYty, culture and values, feeling of equality
Firms of Endearment
Wharton School Publishing
39. What’s the purpose?
Collaborating Connecting Training
Sharing knowledge
Solving a problem
Brainstorming
Supporting
Organizing an event
Keeping people informed
CEO connection
Providing ideas Complaining
Introducing a program Recruiting
40.
41.
42.
43. 2. What is the promise of the community:
What value will people experience?
“It must offer some value higher than something else
She already does, or she won’t free up the Yme…you need to
convince individuals not just that they will find the group saYsfying
and effecYve but hat others will find it so as well.”
Clay Shirky, NYU, Here Comes Everybody
57. What should guidelines cover?
• Spamming
• Styles of communicaYons
• Copyright
• Illegal acYviYes “Managing Online Forums
• Privacy & Communities”
• Name or anonymous By Patrick O’Keefe
• SensiYve issues
• Respect
• Signatures and email address
• Who has final say
• Consequences
• Help