Océ social media for internal communications intranet 2010 congres
Social Media for Internal Communications
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Social Media for Internal Communications Lauren Baer, Katelyn Cozzi, Sara Goldfarb, Danielle Shaffer
description
Social Media for Internal Communications. Lauren Baer, Katelyn Cozzi, Sara Goldfarb, Danielle Shaffer. Overview. Project Management Information Sharing Relationship Building Employee Networking Policy/Technical Feedback Case Studies: Avenue A/Razorfish Bell Canada Best Buy. - PowerPoint PPT Presentation
Transcript of Social Media for Internal Communications
Social Media for Internal
CommunicationsLauren Baer, Katelyn Cozzi, Sara Goldfarb, Danielle Shaffer
Project Management Information Sharing Relationship Building Employee Networking Policy/Technical Feedback
Case Studies:Avenue A/RazorfishBell CanadaBest Buy
Overview
“ [ A colleague] just sent me an email asking me to post my favorite guitar solo of all time … The quick and easy answer: I still get chills when I hear Cream play Crossroads live. But after thinking about it for a few minutes, I’d have to say that the ONE guitar solo that still surprises and amazes me every time I hear it is Main in The Box by Alice In Chains.”
– Clark Kokich
Collaborating on a Wiki
Connects over 1,900 staff in 19 offices Project pages Reference point for future work Promote collaboration Allow for more efficient job training Ease a crisis avenue a/razorfish wiki
Benefits of a WikiCase Study: avenue a/razorfish
Employee profiles similar to social networking sites
Information and prior work lead to new opportunities
References from other Organism “friends”
Getting employee's on the wikiCase Study: Organism
Rex Lee, director of collaboration services at Bell Canada, had been receiving many complaints and criticisms from employees.
Needed a better way to corral the problems/solutions and put them where appropriate managers could see them
“ID-ah!”: allows anyone in the company to submit an idea and then have the employees vote on it◦ Inspired by “American Idol”
The Groundswell Inside your Company:Bell Canada: Driving cultural change from the ground up
Goal was to generate ideas, as well as change employee attitudes.◦ “We wanted each person to be personally invested in Bell,
to feel a sense of accountability.” – Rex Lee◦ Employees felt empowered by the internal groundswell.◦ Sense of company ownership and responsibility permeated
throughout organization. After only 1 ½ years, employees submitted more
than 1000 ideas, and shared more than 3000 comments.◦ 15,000 employees (out of 40,000) have visited the site,
and 6000 have voted.◦ Over a 6 month period in 2007, 27 of the top ideas had
been harvested for review, 12 have been successfully implemented.
Results of “ID-ah!”
Companies should deploy social technologies internally only when organizational change is both desirable and possible.
To nurture groundswell power of employees:◦ Promote listening culture from top down.◦ Ease and encourage participation with incentives.◦ Find and empower the rebels in your organization.
Internal groundswell is about creating new ways for people to connect and work together.◦ About relationships, not technology
Takeaways from Bell Canada’s “ID-ah!”
Gary Koelling and Steve Bendt
Realized the company could to better with employee feedback
Created a social network for all employees
Blue Shirt Nation
Started the site on Drupal- later moved to MIX
BSN no longer existhttps://mix.blueshirtnation.com/
New platform in the future?
Blue Shirt Nation
Employee morale Idea sharing Problem Solving Eliminating Bureaucracy Creating Community Multidimensional relationships: listening, talking,
energizing, supporting, embracing Time Management (project collaboration) Participation
Importance
Standardization of internal transparency Down-up communication becoming equal to top-
down communication More cross-functional communication More employee input into company matters Faster elimination of problems, bottlenecks, or
imperfections in company operations
Future Trends
Questions?
