Tag Archives: social media

Launch of DigitalMode!

I am delighted to announce the launch of DigitalMode with my Co-founder, the one and only Julian Goode! DigitalMode will help you make that elusive digital breakthrough for your business by:

  • Engaging new customers using different ways to communicate
  • Managing digital channels to sustain the improvements
  • Showing the benefits you will gain with tangible examples
  • Improving satisfaction of your customers
  • Increasing the growth of your business

DigitalMode will help you to grow your business in a digital world using our unique innovative approach. DigitalMode can help you:

  • Increase your revenue
  • Market more effectively
  • Engage your audiences
  • Improve customer insight
  • Plan strategically
  • Manage your content

Find out now about DigitalMode!

Is your intranet a campaigning tool?

Have you been asked to support a campaign or issue that you feel strongly about?  I don’t mean someone asking you in the same room.  I am talking about finding out using social media like Facebook posts or tweets on Twitter.

Campaign groups like 38 Degrees and Sumofus are very successful in focusing people’s attention on an issue, engaging their support and transforming that into action that is effective in achieving its aim.

The speed with which support can be gained is very impressive.  The method of giving your support is very quick and simple.  The ripple effect from publicising progress gains a momentum of its own.

I am sure we can all think of recent successful campaigns.  Probably most of you have supported a campaign because the issue meant something to you…..

……which got me thinking (I know, that’s a dangerous thing for me to do! )

Would organisations have the courage to use their intranets as a business tool to identify barriers to employee satisfaction and productivity using a version of these tools?

Accepting that factors like communication channels, inclusive culture need to be working well, would tools like this help organisations avoid long-running disputes or make business decisions without being aware of the full picture?

In the UK (still part of the EU!) if an online petition reaches 100,000 signatures it has to be debated by MPs in Parliament and people who signed are updated on its progress and the outcome of the debate. (the latest was whether Trump should visit the UK or not).

So, with my governance hat on I believe this could benefit organisations and add to an intranet’s reputation as the nerve centre with a few simple rules.

  1. Avoid moderation.  Employees want to be trusted to have a free hand in the views they express and the range of support and how to gain it.  Most employees are able to see whether an issue is a genuine or just someone raising a personal gripe.
  2. Set a time limit for the length of the campaign.  You want to identify the burning issues that could quickly cause problems rather than those that will keep chuntering on for ever and are unrealistic.
  3. Set a sign-up threshold for issues to achieve before action is taken.  You could make that an absolute number e.g. 1,000 or a percentage of total employees.  An upper limit could mean that when the top-level of management next meet the issue is given a minimum of time to be raised and a decision to be made.
  4. Give this channel/tool the appropriate prominence and senior management support.  Employees need to realise it is not a gimmick but a serious approach to tap emerging thoughts and issues.

I am sure some of you will think this is unnecessary or even ridiculous and create nothing but problems.

Others may think ‘What is the downside?’ ‘What is there to lose by trialling it and seeing what happens?’.

You decide….!

I wrote a book about governance: ‘Digital success or digital disaster?’

Book cover - Digital success or digital disastersWhen an intranet loses its usefulness over time, and people become disengaged and end up working around it rather than through it, I often find that the strategy and governance have been neglected.

Even a strong and appropriate strategy will founder if the governance isn’t in place to execute it.

I see governance as the foundation of a great intranet, and by ‘great’ I mean an intranet that is useful, useable, and supports the organisation’s goals and people’s needs.

I often blog about intranet governance, but my brand new book offers a lot more than I could ever drip-feed via short posts.  Writing a book has helped crystallise my thinking around governance, and delve deep into my past experience as an intranet manager, and as a consultant.

Take a look at my book now – it’s called ‘Digital success or digital disaster?’ and I mean for it to be relevant to intranets, collaboration, digital workplace and mobile workspace governance, while focussing on intranets.

I’m so pleased to have it published through Intranätverk, it’s been great to work with Kristian Norling and his team.  Seeing the final book on my tablet has made the months of writing all worth the effort.  I’m thrilled to be able to offer you my experience, guidance, and tips and hope you’ll consider my book a toolkit to better governance and a better intranet.

Please take a look at what the book offers you and your organisation – this is a ‘business book’ that should help organisations of every size, but I also hope it’s of interest to individual practitioners and ‘lone intranet managers’. I think this book can support you.

* Digital success or digital disaster? – Book available now.

* Follow me on Twitter – let me know what you think!

Turn company jargon into a knowledge gold mine

I have worked with many clients to improve their intranets.  I find that each client has its own language and specific terms that are known by more general terms with intranet professionals.

This can be an abbreviation, acronym, or term used within parts or the whole organisation.  While it may help conversations online within an organisation it can often be a barrier to other people not familiar with these terms.

I call this jargon.  The risk is people don’t ask every time they hear company jargon and take an educated guess what it actually means.  Sometimes this is right and helps build up future understanding but many other times it will slow progress or even cause mistakes to happen.

The more jargon used, the harder it is to understand what is meant, and can lead to projects overrunning, costing more, or having a poorer outcome than expected.  Some of these costs will show through to the bottom line.

What I don’t understand is why more organisations don’t recognise this and do something about it.  Creating a corporate wiki that is open to every employee to create and edit is a quick, cheap and easy way to turn company jargon into a goldmine of knowledge.

Publishing all the jargon – acronyms, shortcuts, abbreviations – as items in a corporate wiki helps people to understand more easily and quickly what they are.  It also helps to prevent mistakes being made and time wasted through misunderstandings.

It will also be a wonderful tool for any newbies being inducted into the organisation’s approach, culture and ways or working.

Why not turn all that company jargon into a knowledge goldmine and create a wiki that can contain them for every employee to view, add or edit to?

 

Improve collaboration to increase employee engagement

This week I will be running a workshop on mobile collaboration at the World Class Mobile and Social-Enabled Enterprises event on 5 and 6 June in Frankfurt, Germany.  While I will be focusing on how to make it easier to collaborate while mobile, this post covers the wider area of collaborating online.  Most importantly how it can increase employee engagement and how that benefits an organisation.

Many people are now very savvy about how they use the internet to share knowledge, build up contacts, help solve a problem.  This especially can apply to new recruits who choose your organisation to work for.

There are four factors you need to consider when improving how people collaborate online that can increase employee engagement:

  • Easy to use tools: remove any barrier that may prevent people using these tools.  If there is one, people tend to use it as a reason not to use it!
  • Improve the culture: make it easy for people to share problems and want to share their knowledge and be recognised for doing this.
  • Change how people work: empower people and allow them to collaborate when they need to – this means considering mobile and remote working rather than always working at one place.
  • The bottom line: be able to measure the benefits to your organisation – increased sales, more productivity, higher customer service.

My first-hand experience at BT and from working with clients is you can increase employee engagement because people want to work for an organisation that values collaboration.  It is your approach which is critical!

You can out more information on how to improve collaboration to increase employee engagement to help you

Mobile collaborating: easier said than done!

In one week I will be participating at the World Class Mobile and Social-Enabled Enterprises event on 5 and 6 June in Frankfurt, Germany.

If you are thinking of coming to one of the best mobile events in 2014 please use this code WCMSSPEAKYOURLASTNAME in the special requirements section on the registration form.

I will be running a workshop on mobile collaboration.  I intend to cover the barriers you can face that can prevent people being able to easily collaborate whenever they need to.

I will also show how you can either prevent these barriers or take action to overcome them and still succeed with mobile collaboration.

I hope you will join me!

 

Strengthen employee engagement while working remotely

Happy New Year to you!  I hope you had a relaxing break and have recharged your batteries for 2014.

I was recently asked by Simply Communicate to follow up my 2014 predictions with one for internal communications.  Here it is:

Organisations increasingly face the challenge of how to strengthen employee engagement while their workforce increasingly work from remote locations or while mobile. There is a great opportunity for internal communications to take a leading role with developing a plan that addresses these challenges with greater use of communications channels.

What is different now from previous years is the range of tools and know-how which can be used to successfully have engaged and mobile employees. The key to this will be the rich experience employees will have online as they are able to read communications when they need to, where they need to, and be able to share, feedback, rate the value of the messages with other people who share a similar interest.

An example of this could be combining collaboration tools with traditional online communication channels will help provide that rich experience so a key company announcement video, CEO blog post and detailed background information available is strengthened by a discussion forum managed by internal comms to continue the conversation with quick polls on the awareness and understanding of key messages.

It is how it is implemented and how it is managed within a wider governance framework will help decide how successful it will be. Good luck with whatever you do in 2014!

Read about more 2014 internal communication predictions from simple communicate.