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Employee Engagement

Social Knows: Employee Engagement Statistics

March 29, 2011

In a new post series called “Social Knows,” we will be sniffing out and compiling statistics and research regarding workplace / workforce management, human resources and employee engagement. The goal is to provide you with additional knowledge necessary to support your own research and strategies. Submissions always accepted as well.

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Employee Engagement and Intranet 2.0

  • 52% of organizations using Web 2.0 achieved Best-in-Class performance compared to only 5% that didn’t (Aberdeen Group)
  • Companies using Web 2.0 tools achieved 18% increase in engagement versus 1% among those that didn’t
  • 27% of organizations have social networking on their corporate intranets
  • 75% of workforce in healthcare and education are knowledge workers
  • 41% of millenials say social media is important to them in the workplace
  • 94% of executives are using Web 2.0 to boost internal communications
  • Sabre has already attributed $500k in savings to their employee social networking tool (Sabre)
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List of Social Intranet, Enterprise 2.0, Collaboration, Engagement, and HR Technology Experts

March 21, 2011

Below is what’s intended to be a growing resource list of professionals, bloggers, enthusiasts and experts who focus on creating a social workplace through — but not necessarily limited to — collaborative technologies, corporate social media, intranets, employee engagement or HR technology. If you or your community (more than one contributing author) would like to be included, please submit your information via the contact form or by commenting below and we will be sure to include you.

Individuals

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Communities / Companies

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Employee Engagement Starts with Building Employee Confidence

August 12, 2010

In the most recent addition of Heyman Associates newsletter “Positioning,” several senior leader communicators discuss how a full economic recovery is not only dependent on  restoring consumer confidence, but on rebuilding employee confidence as well.  Below are their insightful assessments on why employees are critical to the success of an organization and what organizations need to address in order to “re-engage” them through three key areas: achieving the highest level of engagement, creating employee ambassadors, and leveraging the right communication tools.

(1) Level of Engagement

Tim Fitzpatrick, Vice President, Marketing & Communication at NextEra Energy, Inc. /Florida Power & Light Company, said that in order to achieve the highest level of employee engagement, employees need to identify with the mission of their company, see a clear line of sight from their work to the achievement of the company’s mission and feel that their individual contribution is important and valued.

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

July 31, 2010

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

July 31, 2010

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

July 31, 2010

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.

Vets Now also hoped that increasing interaction among internal staff and stakeholders would help with knowledge sharing that would, in turn, help regulate and improve clinical standards and best practice across the industry. By doing this the aim was to position themselves as global experts in veterinary Emergency & Critical Care (ECC).

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Six Terrific Examples of Social Media Policies for Employees

July 31, 2010

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.

Policies vary in length and specifics, but the most important result is that your employees understand the power and consequences of social media participation. When employees are properly trained and provided with engagement guidelines, companies avoid online controversy and leverage employees as genuine brand ambassadors in the online space.

To help your business establish a policy of its own, we’ve outlines six great examples of employee social media policies.

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Transitional Economy Shifts Generational / Workforce Attitudes

July 14, 2010

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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  • Pay is not keeping up with performance. More than one-third (37 percent) of employees felt they are not being fairly compensated for assuming a greater workload during the recession.
  • Work is more engaging. About one in four (28 percent) said they are more engaged in their work as a result of the recession.
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The New Normal: Put Employees at the Top of the Value Pyramid

April 19, 2010

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At Unstructure.org’s 5th Annual Global Meet in Orlando last week, Vineet Nayar, CEO of HCL Technologies, delivered an extremely compelling message in his Opening Address. He described how, in the new reality for any organization to successfully attain business goals in a post-recession world (“The New Normal”), it must first invert its value pyramid and place employees at the top, creating an environment where the employees are the initiators of transformation and the managers are the supporters who make that transformation reality.

Although, you might think this is not a novel business approach, within the context of Unstructure.org’s MENSA-type thought leadership discussions and within the context of the “The New Normal,” this message really resonated into four main points at a much deeper, more personal level.

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Toolkit for Launching a Social Media Ambassador Program

April 2, 2010

I recently discussed the value of creating a social media program to a group of individuals looking to create an ambassador program for their company. The discussion focused on how to build enthusiasm as well as recommendations on how to implement. Below is what we discussed. Enjoy!

From a corporate perspective, launching a social media ambassador program means you are recognizing that not only your consumers, but also your employees drive and influence conversations – or stories — and are wanting to tap into those conversations. The beauty of social media is that it’s an ongoing dialogue not necessarily between you and one other person, but between any and all of your social network connections. And that’s just it… recognizing that if you are already someone who has a social network profile, then you are someone that can easily be an extension of the corporate brand… a social media enthusiast or ambassador, if you will.

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