A Socially Networked Company Makes for a More Human Workforce (Revisited)

I could be rehashing a topic that has been addressed many times before, but recent conversations within my own organization have resurfaced this for me and I know it is something that other peers are still sorting out as well. Companies are very much implementing social technologies to engage audiences externally, but still struggle with the advantages of implementing it internally. And this is something that I, in particular, am very passionate about. So, I’ve updated a blog post that I had written late last year focusing on this topic and have included what I hope is some fresh, relevant information and resources. Enjoy!

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Extensive List of over 30 Enterprise 2.0 Case Studies and Resources

It’s only natural that everyone wants to know what everyone else is doing. Building an effective enterprise social technology strategy means looking into what other companies have deployed and whether or not they have seen positive results from their efforts. However, I’ve come to the realization that it is actually somewhat difficult to find a really good collection of case studies for enterprise 2.0 or information on what other companies have done to integrate social technologies within internal communications. With that in mind, I decided to put together some of the case studies and research I have found in my own search. The credit for many of the items on this list really goes to Jacob Morgan, who performed or found some of the case studies for his own blog, Jacob Morgan: Social Media Globetrotter. Please feel free to submit additional resources and I will gladly add them to this list.

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Social Media for Internal Communications Case study: Vets Now

Original Post: Using social media to improve internal communications, simply-communicate.com

As a social media agency, FreshNetworks is often asked to help clients develop and implement a social media strategy.

This was the case with Vets Now – a provider of out-of-hours veterinary care for veterinary practices across the UK. The goal was to engage internal stakeholders through social media.

Vets Now is the type of business where employees work not only alone, but also unsociable hours. By using social media, Vets Now hoped to increase communication and engagement amongst employees who don’t get the opportunity to interact with each other in person, let alone with anyone else.

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Six Terrific Examples of Social Media Policies for Employees

Original Post: 6 terrific examples of social media policies for employees, By Dallas Lawrence

Smart companies stress education, transparency, legal liability, and company goals and values

In 2009, 8 percent of American companies reported that their online reputation had been damaged by employees’ social media activity. Needless to say, employers are quickly realizing the importance of harnessing their employees’ social media use. In response, 29 percent of American companies have developed formal social media policies for their employees.

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Listen Up, Location-based Services… Chicks are Influencers Too!

If you haven’t seen the flurry of conversations the past two days, let me be the one to tell you that Forrester has  just released a very insightful report on the use of Location-based Services (LBS). Specifically, the use of applications such as Foursquare, Gowalla and Loopt as a means for companies to engage and interact with consumers. LBS applications, as an emerging technology, has a lot of consumers (of the people surveyed 84% had never even heard of Foursquare, Gowalla, or Loopt) and brands wondering if it is technology that is all hype — not surprising since any new technology has a period of adoption while users determine it’s stickiness.

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Transitional Economy Shifts Generational / Workforce Attitudes

Robert Half, the world’s first and largest specialized staffing firm, conducted a study (http://www.roberthalf.us/workplaceredefined) recently to examine the shifting workplace, general attitudes in a transitioning economy. The study confirms that the more the economy becomes unstable, the more the workforce seeks stability within a company — but how that stability is found differs from generation. It is also brings to light the need for companies to take a look at areas of dissatisfaction (compensation versus increased workloads) to ensure that employee retention is not impacted by the economy.

Original Post: Workplace Redefined, Robert Half

Other key findings:

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