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  • Sara Jurado 9:00 am on October 22, 2012 Permalink | Reply
    Tags: , , , , , , involvement,   

    How to increase internal engagement in companies 

    Estimated reading time: 4 minutes

    Recently there’s a lot of talk about “engagement” in digital marketing, meaning trying to achieve user loyalty through the social networks, but I’d like to rehash the original meaning of this term, which has been used in HR for some time. Because in the same way we seek to build links with customers, it is important in moments of change, perhaps now more than ever, to encourage employee involvement and commitment. When it comes down to it, internal customers need to be looked after just as much as external ones… So when the socioenconomic environment is rather unfavorable, low-cost labor motivation strategies can have a positive effect not only on employee morale, but on productivity. In fact, according to data from Gallup, companies with a high level of employee involvement in the organization report 50% higher sales and 27% higher profits.

    But what should a company communicate to promote engagement among employees?

    The following infographic, created specially for this post, shows us some points to take into account in social media strategies to achieve this goal:

    • organizational vision and values
    • objectives and goals: the company’s, the employees’ in their job, for the team, department, etc.
    • financial situation and management of the company
    • products, services and processes being developed
    • status of the projects
    • what is happening inside (births, department restructuring, etc.) and outside (how the employment market and the competition is affecting it, etc.) the company
    • corporate social responsibility policies
    • occupational health information
    • internal communication channels (to ask questions, get feedback, announce incidents, etc.)
    • personnel contributions and recognitions
    • social benefits and retribution in kind
    • professional and training opportunities
    • as well as other contents that are not strictly to do with the labor side (atmosphere, social activities inside and outside the company, etc.)

    In the web 2.0 age, it is time to change the suggestion box and the “Employee of the Month” photo for new forms of communication with the workforce, which also act as a stimulus to retain and strengthen human capital. We need to follow Deloitte’s example, a company where more than 3,000 employees have blogs on their social network D Street. Or Evernote’s, where there isn’t a telephone for every desktop but there is a robot for communicating by video conferencing; in the same way, they have installed a giant screen that transmits what is happening in the headquarters so that the employees who don’t work there feel like they do. What 2.0 options would you implement in your company? If you need some ideas… ask on Zyncro! :)

    Sara Jurado is psychologist specialized in career counseling and social media for professional development, and currently works as Professional Counselor at Barcelona Activa.


  • Tatiana Nascimendo 10:30 am on January 4, 2012 Permalink | Reply
    Tags: , , involvement, , ,   

    Involving the team in Enterprise Social Networks 

    Estimated reading time: 3 minutes

    We’ve been talking a lot about strategies for engagement and participation in social networks recently: communicating transparently, involving the audience, encouraging the company’s customers to participate… It’s an extremely important marketing activity these days.

    In Enterprise Social Networks, it’s no different. Having a social tool in your company that can boost your collective intelligence results isn’t much use if there’s no involvement.

    Getting employees to participate requires good planning, which starts even before implementing and configuring the tool.

    Everyone must be open to change and to the introduction of the social network in the company. So that this happens, the whole company needs to be informed beforehand. Before activating your social network, it’s a good idea to hold a general presentation of the tool, explaining how it works and what the company hopes to achieve with it.

    Another delicate issue is many people are afraid to express their ideas in a corporate environment, as they feel insecure. For this reason, democratizing access to the tool is essential. A truly rich Intranet 2.0 is built from everyone’s participations. It’s the application manager’s job to make this clear and educate users on how to take best advantage of the tool.

    Encouraging involvement using rewards is a good start, but it’s not about seeing rewards as a prize, rather as a recognition. This type of information makes employees feel motivated about continuing to participate and encourages others to start. The key lies in focusing on the user.

    With proper planning and follow-up, an Enterprise Social Network, as well as saving time and money, can become a vital resource for solving problems and even a way for the company to discover potential experts among their employees.

    Zyncro is one of the many tools available on the market. Choose the one that suits your business most, get your team involved and prepare yourself for the excellent returns.

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