Employees Love it . . . Business doesn’t . . . What’s the Roadmap for HR . . .

When it comes to the matters of Social Media (SM), employees and businesses share a love–hate relationship. There are a few companies which have realized how important SM is for employees. However, there are others who fail to acknowledge its significance in employees’ lives resulting in their disgruntlement.

25% of life spent on social media & how!

Believe it or not, but our employees are spending 25% of their waking life on social media. Companies would like to think that most of it is wasted on ‘unproductive’ applications such as Face book and photo-sharing but that is not the case. Our research reveals that Wikipedia is one of the most popular social media applications. Moreover, apart from using SM to ‘keep in touch’ they are using it to ‘find as well as to pass information’.

Human Resources (HR) surely has its job cut out. It has to help companies figure out if access to knowledge-based SM applications can be given at workplace. It also needs to crack the employee engagement code and identify which ones of their socialization needs can be met via company specific SM applications.

To join, or not to join, that is the question

SM’s power to attract potential employees cannot be underestimated. Not only do 41% of our respondents refer to SM sites before applying to a company, but their decision to join or not also gets influenced by these websites.
Potential employees go to SM looking for not just basic job description and useful tips to customize resume, but also regarding company’s reputation and work culture. If our HR does not manipulate the web, somebody else will, and that too at our cost!

I Love It!

Whether we love the fact or hate it, but surely cannot ignore that our employees are in love with social media. 61% respondents of our study favor it in the workplace and most of them believe it would be useful for ‘collective intelligence’ and ‘conversation’. They use SM not only as a ‘mode for relaxing’ but also for ‘internal networking’ and ‘sharing technical knowledge’. The question we need to ask ourselves is that whether SM in workplace really is a bad thing?

Scope for improvement

43% of our employees think that use of SM would be helpful in the on-boarding process. 49% have opined that SM is currently underutilized for communication. These are areas where SM can be used completely to the advantage of organizations.
How can HR contribute to making the employee communications more open and transparent? And how can it create SM internal applications for employee recognition in order to motivate employees?

I want to be famous!

Who does not like to be recognized publicly and our employees are no different, especially if they are high performers. 67% of employees believethat recognition of SM will help them perform better. HR needs to work out on creating platforms to recognize our employees publicly and in turn motivate them.

Never say goodbye

As Peter Pan said, “Never say goodbye, because saying goodbye means going away and going away means forgetting.” Well we certainly do not want to forget our ex-employees considering that 62% of them would love to stay connected with us even after exiting.

Creating goodwill through them, using them as our company’s brand ambassadors, is an opportunity for word-of-mouth advertising and even a chance to make them reconsider their decision to leave. What can be even better is that they can help us attract new employees as 55% influence the decision of their friends and family to join a company.

The truth of the matter is that if today an organization wants to live and thrive in an Internet culture, which is collaborative and open it must be ready to adapt itself and welcome new operational models that support openness.

After all, it is our company and more importantly these are our employees who make (or break!)it…to keep them happy and engaged is the success mantra…the best thing to do is to figure that out… how and now!

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