This webinar is an opportunity to hear speakers from two organizations considered thought-leaders on social media in the workplace. Prescient's Julian Mills and Insidedge's Matt West build upon a presentation delivered during Social Media Week, a global event that united thousands of social media enthusiasts looking for the latest and greatest social media news and information. In true social media fashion, this webinar incorporates feedback received during and after the presentation: what excited you, what you enjoyed the most, and what you wanted to see more of. This webinar is a must for social media enthusiasts and professionals wanting to see how organizations are transforming their businesses and attracting the best talent using social media.

1. Social Media & Internal
Communications: Reap the
Rewards, Reduce the Risk
Watch the webinar video instead
March 29th, 2011
Julian Mills, Prescient Digital Media
Matt West, Insidedge
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2. Presenters
Julian Mills, Matt West,
Prescient Digital Media Insidedge
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3. Webinar participants
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4. Prescient Digital Media
 We build highly effective websites & intranets
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5. Insidedge
 We facilitate conversations and translate business strategies
into language employees can understand and act upon
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6. Tremendous opportunity
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7. Discussion topics
1. Competing for talent in a free agency market
2. Calibrating your communications to demographic
needs
3. Becoming a content curator, not a content creator
4. Ensuring high tech does not replace high touch
5. Delivering return on participation
6. Identifying a start point that provides traction
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8. Competing for talent
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9. Career Model: Free agency
 4.1 years: median years person stays with an
organization (U.S. Department of Labour)
 7 – 10 jobs over course of career
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10. Competing for talent
 Recruiting and retaining qualified staff
 Time to productivity
 Employee engagement
 Knowledge worker productivity
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11. Provide technology they already use
Consumers want to: Business users want to:
 Keep informed of what friends are doing  Keep informed of what colleagues are
and thinking doing and thinking
 Easily tap into their opinions and advice  Easily tap into their opinions and advice
 Mobilize them for events and causes  Mobilize them for events and projects
 Control what others can see and know  Control what others can see and know
about me about me
 Tailor the platform with extensions and  Tailor the platform with extensions and
applications applications
 Tag videos and postings that other people  Tag documents and postings that other
should see, filtering out the noise people should see, filtering out the noise
 Know which sources and Web sites friends  Know which sources and Web sites
use colleagues use
Source: Gartner
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12. Addressing demographic needs
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13. Insidedge Survey
RESPONDENTS
 Conducted January of 2011
 More than 1,000 working Americans
 Millennials: 21% of respondents
 Generation X: 29% if respondents
 Boomers: 37% of respondents
 Veterans: 13% of respondents
Source: Insidedge Generational Communications Survey, 2011
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14. Talkin’ With My Generation
"My employer does a GOOD JOB COMMUNICATING with me and other
employees of MY GENERATION."
Source: Insidedge Generational Communications Survey, 2011
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15. Getting Social
"Social media and networks, online communities and other Internet
communications tools are important to me in the workplace."
Source: Insidedge Generational Communications Survey, 2011
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16. Becoming a content curator
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17. Case Study: Kraft Foods
 The case for change:
 Increasing globality
 Mergers and acquisitions
 A changing employee demographic
 Employee demand + aggressive strategy
 Built use cases based on functional business drivers,
employee personas
 Developed the business “story”
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18. Case Study: Kraft Foods
Source: Kraft Foods/Newsgator
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19. Case Study: Kraft Foods
Source: Kraft Foods/Newsgator
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20. Case Study: Kraft Foods
Source: Kraft Foods/Newsgator
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21. Retaining high touch
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22. Face It
“Face to face communications is important to me in the workplace.”
Source: Insidedge Generational Communications Survey, 2011
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23. High tech shouldn’t replace
high touch
 New channels and technologies can allow for more
tailored, two-way discussions with employees
 Don’t just repurpose
offline materials
 Integration works: digital
channels are most
effective in concert with
offline media and in-
person interaction
 Don’t let automation replace interaction!
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24. Return on participation
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25. Social media
 Media for social interaction,
using highly accessible and
scalable publishing
techniques. A common
thread running through all
definitions of social media is
a blending of technology and
social interaction for the co-
creation of value.
Wikipedia
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26. Listen and respond
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27. Social engagement
 HRPA is the first
professional association
in Canada to adopt
social networking to
leverage their diverse
member networks
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28. Ongoing feedback
• 800 members joined within
first 30 days of launch; 60
active discussions created
across broad subject matter
groups
• Speechbobble’s Analytics
Panel - monitors trending
topics, informal leaders, and
member feedback to inform
strategic decision making
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29. Gaining traction
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30. Pick a street
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31. Prescient Methodology
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32. Growth of Knowledge Workers
 75% of workforce in healthcare and education are
knowledge workers
 Wages account for 18% of GDP in United States
 Premium of 55% to 75% versus those who perform
production or transactional tasks
 Measure by quality and quantity of interactions
 Source: McKinsey
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33. Employee networking
Intranet 2.0 Global Study 2010
Up 42%
27%
13%
enterprise
deployment
14% limited
deployment
19% have
no plans
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34. www.Prescie
ntDigital.com
www.PrescientDigital.com

35. Q&A
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36. Contacts
Julian Mills Matt West
jmills@prescientdigital.com mwest@insidedge.net
www.PrescientDigital.com www.insidedge.net
www. IntranetBlog.com
www.Twitter.com/millsj007
www.Twitter.com/Intranet2
www.Communexions.com
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