Greetings fellow SPC14 participants!
This page is for notes and links from my talk Driving enterprise social from the bottom up (#SPC266) at the Microsoft SharePoint conference 2014 in Las Vegas.
Information flood and famine
According to a report by McKinsey & Co the average knowledge worker spends an estimated 28 percent of the workweek managing e-mail and nearly 20 percent looking for internal information or tracking down colleagues who can help with specific tasks.
Good video: Adam Pisoni’s keynote at Disrupt Sydney: fastest way to learn is to empower staff to give feedback
Melanie Hohertz quote is from this interview: Multinational corporation goes social – interview with Melanie Hohertz of Cargill (Follow Melanie on Twitter: @hohertz3)
If your Yammer network is up and running you might have already tried the “provide and pray” approach (term coined by Anthony J. Bradley and Mark P. McDonald), where you set up the network but don’t actively steer adoption and usage.
Anthony J. Bradley and Mark P. McDonald point out in their book Social Organization that “all managers will need to reconcile the tension between their continuing responsibility for outcomes with their inability to mandate or control what a collaborative community will produce.” Otherwise an enterprise social network will never truly become part of an organisation’s process.
The book is useful for understanding the management perspective on enterprise social networks.
Why managers are important – blog post by Bertrand Duperrin
Why champions matter: the dancing guy video (which is actually part of a slightly longer Ted talk on the topic of leadership)
- Blog post: Community management is crucial for success and adoption of enterprise social
- The Fever bee blog (everything you wanted to know about online community management)
- Buzzing communities: How to Build Bigger, Better and More Active Online Communities
The power of a single like
The story about the Chairman of the board at a North American brewing company came from Miguel Zlot
“If you want to enable those new hires to make a difference as soon as possible and fit into the culture of the company, go social: give them the kinds of communication tools they are already using outside work.” Karie Willyerd, co-author of The 2020 Workplace
If you work for a larger organisation employee onboarding is probably the easiest way to quickly demonstrate the value of Yammer to your senior executives. Yammer competitor Tibbr estimates on its website that new employees experience 77% faster access to knowledge when they have access to an enterprise social network.
Lots of research: engaged employees are good for business.
UK government report: Engage for success
Disengaged staff are a costly problem to most organisations. The Bureau of National Affairs in the US estimates U.S. businesses lose $11 billion annually due to employee turnover.
The quote: “Big problems are rarely solved with big solutions. Instead, they are most often solved by a sequence of small solutions, sometimes over weeks, sometimes over decades.” is from a book called Switch: How to change things when change is hard
by Dan and Chip Heath. The book offers practical tips on how to manage a change process when you don’t have much authority or resources at your disposal.
Another good book is The Power of habit. Organisations are collections of habits (some of which make sense, some of which don’t). This book gives you an idea where to start when trying to change these habits.