Putting Social HR in Its Place: The Employee Lifecycle

Social HR and the Employee LifecycleWhen I present social business as my passion, the typical listener assumes I’m talking about Yammer, Facebook or Sharepoint. It’s interesting to see how they can easily confuse social platforms as the same as being a social business. But it’s not.

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Work is Murder. Nasty, Nasty Murder.

Source: Is Your Job Killing You, OnlineUniversity.net

The productivity of the average worker has skyrocketed thanks to technology, but it comes at the price of a sedentary lifestyle. And mounting research suggests that sitting at your desk for eight hours a day can have a dramatic impact on your health.

The past 40 years have seen a lot of changes to the American lifestyle, including the way we work. People are sitting more, getting less exercise, engaging with computers on a daily basis, and finding new ways to get stressed out. So how has this shift in the way we work affected Americans?

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The Measurable Value of Human Resources

Measure HR SpeedOrganizations today are moving faster than ever and too many HR leaders are assuming that what they are doing is working.  A recent study revealed that 64% of HR practitioners thought their practices were actively contributing to the organization, yet only 23% of line managers agreed.  Like it or not a global economy is emerging and with it comes an entirely new suite of competitive pressures.  It is not OK for HR leaders to think they know what is working, they must know what works, how to measure the efficiency and effectiveness of various programs, and be able to prove it to line managers and corporate leadership.

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Is Email Overload Killing Your Productivity?

Email OverloadAt the tail end of last year, I spoke at the Internal Social Media Forum in Madrid, Spain, where I met Luis Saurez, Knowledge Manager, Community Builder & Social Computing Evangelist in the IBM Software Group division. Two and a half years ago, he developed plan to show his coworkers just how dependent they really were on e-mail, emphasizing how many times a day they were compelled to check it, and proving that it was no longer a productivity tool, but a procrastinator’s best friend. He’s advocated for social software to replace e-mail as the go-to communication method. And in fact, in less than three years, he’s been able to reduce 90% of his incoming e-mail by communicating through social software.

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When Employees aren’t Happy, then the Company Isn’t Happy

Happy Employee, Happy CompanyRemember that saying: “When Mom isn’t happy, then no one is happy.”

It’s true. I’m a mom. So I would know.

I also know the same can be said for employee engagement. When your employees aren’t happy, guess what… your company isn’t happy either.

What are the differences between a happy employee and a disengaged one? Many. Not only are there differences in attitude and performance, but there are definite differences in their value to your company. Many HR professionals struggle to quantify the business impact of a disengaged workforce, and to justify the expense of programs or initiatives aimed at improving employee engagement. But all is not lost. When companies make the engagement of their employees a core initiative, there is not only bottom line return, but when an employee is happy, the company is happy too.

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