social hr: transform your employees, transform your organization
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Social Change: Transform your employees, Transform your organization
Elizabeth Lupfer C.V. Harquail
Social HR is not…
• Marketing translated into people • Only social recruiting • Not just about digitizing HR functions to
make your work easier as HR individuals
Social HR is…
• About improving employee experience and engagement
• A new leadership philosophy on organization values and culture
Real Challenges
• Ineffectual leadership – Leaders who disagree or misunderstand social are creating confusion and frustration through the business.
• Lack of central strategy – Siloed social experiences are disappointing employees and suggesting a lack of business focus.
• Poor timing – Too many “social” efforts unlinked to day-to-day work are wasting the engagement we have.
• Behavior management – Disengaged groups and silent resistors are preventing employees from seeing the full value of social.
2008 was web 2.0
2009 was social media
2010 was social media
in the workplace
2011 was employees being social in the workplace
2012 is about transforming into a social workplace
Social in the workplace… versus…
• Deliver forward-thinking capabilities that help respond more swiftly to changes in the business environment
• Exponentially increases employees’ connections so that it’s easy to share and receive the resources they need to get work done
• Makes it easy to find, develop & use whatever expertise each employee needs
… being a social workplace
• Changing the employee value proposition so that employees understand they aren’t just functional tools but whole people
• Integrating social tools created for these lifecycle interactions to not only support the business strategy — but enable it
• We’re enabling you to be more because we’re asking you to give more
A social workplace considers employee behavior
in order to create a truly collaborative and
integrated social experience
Create an integrated experience
There are 7 things the organization does with the employee, but to the employee it’s just ONE relationship with the organization. By taking a “lifecycle” approach to the employee’s experience, HR can create an integrated, positive, productive relationship with the employee.
Moving from siloed transactions…
That means, stop thinking in terms of individual employee transactions…
… to social interactions
… and start thinking about in terms of interactions between the employee and the organization that build a relationship over time.
Infographic: Putting Social HR into the Employee Lifecycle Can be found online: - The Social Workplace http://socl.ly/GRXVv5
- Pinterest http://socl.ly/JFtPiZ
-Flickr http://socl.ly/JFtWeu
Infographic created by Elizabeth Lupfer of The Social Workplace @socialworkplace
By socializing the employee lifecycle, you will…
• Build relationships more thoroughly, make them more consistent, and focus them on (mutual) contributions.
• It’s the series of interactions within the lifecycle that employees come to experience as the organization itself.
Attracting Talent Socially
• Reputation and Brand - Managing and listening to conversation
• Referral Schemes – Tapping into the digital social and professional graphs of employees and networks (Refer a colleague, refer a friend)
• Talent Communities - Connecting job seekers to each other and to current employees
Brand management - Not necessarily a specific recruitment tactic but nevertheless incredibly important strategically.
Recruiting Talent Socially
• Peer to Peer Recruitment – Using your own employees as brand advocates and
• Branded Profiles – Proactively engaging and interacting with candidates on social media networks.
LinkedIn overwhelmingly trumps Facebook and Twitter as the social network RECRUITERS use, but CANDIDATES flock to Twitter.
Onboarding Socially • Role Specific Wikis - Maintain knowledge about particular business functions
as living, breathing documents and enable employees to provide feedback to enhance subsequent user's experiences.
• Discussions - New hires often have similar questions and concerns. Establish a forum where they can reply to a question from another new hire with a solution.
• Tip / Tricks - Allow new hires and long time employees to contribute and share tacit knowledge around the ins and outs of being successful in a new role.
• Track Search Terms and Refine – Save and analyze search terms. This will help to illustrate any large gaps in material that new hires are attempting to locate as they get started within the company.
Get new hires up to speed to accelerate engagement, increase productivity, and lower costs.
• Promotes Relationships -- Extends virtual classrooms beyond the course time by allowing employees to connect before and after the course, creating a stronger social support system.
• Motivation through autonomy -- Encourages autonomous, self-directed workers and learners by enabling just-in-time, fast, and targeted learning opportunities.
Learning Socially
Creates positive attitude toward learning, which leads to learning more efficiently.
Growing and Developing Socially
• Goal Development – Permit employees to solicit development goals from each other.
• Idea Generation – Foster innovation that have acknowledged results. Peer voting on idea submissions that are reviewed and implemented by senior leadership.
• Development Groups - Connect employees on similar development plans so they can encourage and support one another.
Foster innovation that have acknowledged results.
Retaining Employees Socially
• Social Recognition – Remove isolated recognition experiences by allowing employees to be recognized by their managers and peers on platforms where such recognition can be shared among other portals and social collaboration platforms.
• Social Performance -- Give employees a way to track how their actions impact overall company performance and helps them meet their (and their team’s) shared objectives.
Companies who strive to create a culture of innovation must reward and recognize employees in innovative ways.
Separating Socially
• Exit Interviews and Feedback - Establish a dignified exit process by soliciting genuine feedback.
• Known Talent Pool - Today’s business is often project-based: retired employees are a flexible source of experience.
• Employee Referrals - Candidates referred by former employees are pre-screened candidates and tend to fit the companies needs.
• Alumni Community – Keeping in touch with employees who already know your business, and as they increase their skill sets, it’s a talent pool worth tracking.
Today’s business is often project-based: retired employees are a flexible source of experience.
Social transforms your employees…
• So that they no longer operate in siloed experiences by providing the resources and support necessary to be a collaborative and networked global workforce.
• Transform traditional employee transactions to: – Anticipate and respond to change – Expand the business’s influence – Increase revenue and margins
But to transform your organization,
there is more to do….
… and your organization
Establish a trustworthy and distinctive organization so that employees and the organization can build a bond with each other
Consistent Predictable TRUST
Create a Trustworthy Experience
Build a foundation of behavioral evidence
Key brand / cultural
characteristics
Day to Day Experience DISTINCTIVE
Create a Distinctive Experience Distinctive interaction with the organization’s brand creates an organization specific bond – a bond that employees with the organization only.
Transform organizational character through “social” technology
• Technology designs in behaviors & qualities of an interaction
• Technology means focus & experience remain consistent
• Builds change into everyday routines & habits • Permeates every interaction, every employee,
across the business • Changes are specific, easy to adopt • Behavior defaults to the new expectations
Social technology shapes identity and emotion
• Social tools based on the employee lifecycle brings the full range of an employee’s identity, puts it into action.
• Whole person interaction creates a more richer, more emotional experience.
• Emotion creates engagement.
Emotion throughout the Lifecycle Lifecycle Base Organization Employee
Attraction We are a great company! What a great company!
Recruiting We like you – especially you
They like me. I’m special!
Onboarding Welcome. Here’s how to fit in
They are happy to have me
Learning You’re good at your job and you’re getting better
I can do this and more!
Growth / Development We all win when we’re doing what’s right for you and for us
I’m learning, growing, being successful and making a difference
Retention We support you I matter Separation Thank you, we appreciate
you I made a difference
Checklist for Success • Assess the current temperature of your employees and
organization -- measure employee happiness • Look at the big-picture business problems, not just HR bustle. • Be platform neutral. Assess the need, create the solution and
then determine the appropriate tool or system. • Put engagement on your executive dashboard • Build alliances and executive support. • Measure engagement in terms of employee ACTIVITY, not
just sentiment (employee opinion surveys don’t pain the full picture).
• Engage all stakeholders and implement as an enterprise or whole business. Don’t operate on your own.
• Direct vendors to customize tools to fit your culture and vision
Can HR really lead Social? • HR controls the employees’ central experience
of social interaction – Across the individual’s Life Cycle – Across all employees – Across all departments & locations
• HR controls key experiences of a social organization
• But, HR has to be willing to step up to lead social – Have vision for employee- organization relationship – Take direct ownership of that relationship
OWN IT
Social change is about transforming the employee and transforming the organization. But the only way to achieve this transformation is by first transforming yourself into a Social HR leader!
Thank you!
• Elizabeth Lupfer, The Social Workplace – http://www.thesocialworkplace.com
@socialworkplace
• C. V. Harquail, Authentic Organizations – http://AuthenticOrganizations.com – @cvharquail