Category Archives: SocialHR

Exclusive discount of 10% for #TechHR16

My dear readers, here is an exclusive discount only for you for all the love you have for #SocialGlamor blog.

As you know, People Matters is organizing TechHR ’16. This is Asia’s largest conference where thought leaders will explore the various opportunities emerging for organizations to reinvent the talent practices by leveraging the power of technology. Given below are quick details of the conference

TechHR Conference & Exhibition
A People Matters Initiative
4th & 5th of August 2016
The Leela Ambience, Gurgaon

It is my privilege to offer you an exclusive discount code to the conference. Just use “khalidraza9”as the discount code at the registration page to avail 10% discount on the delegate. Given below are a few links for your quick reference

·  Access all information about the conference by visiting website
·  Download the conference agenda by clicking here
·  Register online by clicking here and use the discount code “khalidraza9” to get 10% discount on the registration fee.

You can reach out to the People Matters team if you need help, but remember to use my discount code!  Here are the details of the contact person from People Matters: Parul Shukla | | 8750096719.

I will miss the conference as I am out of India, but will chime in using #TechHR16


Driving talent engagement through social

Talent is the biggest challenge organizations are facing in today’s environment where the millennials are taking charge. Employers all over the world are looking to find ways to keep employees engaged. Gallup research shows that only 13% of employees around the world are actively engaged at work, and more than twice that number are so disengaged, that they are likely to spread negativity to others.

If people are not engaged, how can leaders attain those business objectives that are critical to improving organizational performance? And, at the same, we need our leaders to engage employees.


An engaged employee becomes an asset to the team, department, business unit and organization by continuously thinking about the bigger picture. In his book, Getting Engaged: The New Workplace Loyalty, author Tim Rutledge explains that the truly engaged employees are attracted to, and inspired by, their work (“I want to do this”), committed (“I am dedicated to the success of what I am doing”), and fascinated (“I love what I am doing”). Engaged employees care about the future of the company and are willing to invest the discretionary effort – exceeding duty’s call – to ensure that the organization succeeds.

Talent engagement is not a goal, it is a state of being; focus should stay on sustaining it.

Most organizations have an annual employee engagement survey which helps leaders assess the engagement levels but it’s…

Read the complete article on People Matters or on LinkedIn.

If it Clicks, it’s Social!

Our super charged, hyper-connected workforce needs active, social and open leaders. Cherish or perish! – Khalid Raza [Tweet this]

BRANDfog’s 2014: The Global, Social CEO survey results are out. It provides the crucial reality check which some of our leaders may not wish to see. The survey primarily focuses on the C-suite’s social media engagement and business leader involvement.

Here are the three results from this year’s 15-question survey:

  1. Social CEOs make better leaders: Between 2012 and 2013, the perception that C-Suite and executive participation in social media leads to better leadership, increased from 45% to 75%.
  2. Social CEO engagement leads to brand trust: A company whose C-Suite executives and leadership teams use social to communicate on core mission, brand values and purpose is more trustworthy.
  3. Social media is modern PR: One of the most insightful survey results is that social media has become the new age PR for executives, especially for brands in crisis.

None of this should be a surprise. We believe that being social and open helps us become more human, real and effective. Being social is not an event or a box to tick, it is who we are as people, it is a state of being! It is about transformation and reinvention. (Tweet this)

Social Leaders #SocialGlamor Khalid Raza

Legacy solutions and systems (like email and team rooms), still garner a lot of support from the leaders when it comes to implementation and usage. Social is too often the second choice solution for leaders and their management teams. If that continues as the modus operandi, Gartner research estimates that 80% of social business initiatives would deliver disappointing results over the next three years. Not surprising again!

This article from Gerald C (Jerry) Kane, an associate professor of information systems at the Carroll School of Management at Boston College, highlights three reasons why social business initiatives fail:

1. Managers go into social business with unclear goals.
2. Initiatives start as pilots, and then fizzle out due to modest participation.
3. Companies expect social initiatives, even pilots, to deliver a financial return on investment.

The problem lies at a very deeper and basic level – right in the minds of our leaders. The ‘change’ has been painful and agonizing.. Here’s one example:  continuing to rely on email is the ‘only’ or preferred way to work. Email, corporate intranets and knowledge management solutions are clearly not ‘old’ technologies, but in the context of true collaboration they are outdated, old school, and rely on  rigid methodologies, hierarchy and structures that don’t take full advantage of the free-form approach of enterprise social collaboration.

In IBM, we understand this challenge. Interestingly, the power and potential of social is also its biggest roadblock! Supporting efforts and enablement programs can only do so much. The journey of a leader to become social and open has to be undertaken by the leader himself or herself.

Here are a few steps every leader can do take to make social click for them:

  1. Identify your calling: Social won’t happen for you because it is happening for others! Find your own reason how social can make you a better leader, a better colleague, and find your own unique voice. Once you are cognizant of the reason, the rest of the journey will be easy. If social does not click for you, then you are in the wrong place. Many leaders skip this step.
  2. Focus on solving the problem: This means becoming more effective and productive. It can be knowledge-sharing, digital eminence, collaboration, sales, and knowledge-management. Don’t do it for a scorecard, do it for yourself. Or else you will fail.
  3. Social is all about authenticity and being real, aka organic: Unless you are a celebrity doing social to “be” what other people want you to be, inorganic social activity is a waste. It may gratify you for a bit, but it will do harm. Build your #socialglamor each day, with honest, sincere and vulnerable social participation.
  4. Define the end result you want and not the ROI: Emails do not have any ROI and we never ask for it. For social, return on investment comes up often.  Spend the time to visualize the success you want to achieve with social and that will put you on the right path.
  5. Walk the talk: Let go of control, be self-aware and vulnerable. Social is all about being out there, with everyone else on a level playing field.

Great leaders have always been about equality and inspiration. They knew that real value comes from merit and teamwork. The corporate creations of corner offices, private suites, concierge service and round tables made this less possible.

First few lines of this amazing video seal it for me.

“There are a lot of people, who say: ‘But I tried once or twice… and it didn’t work out’. And so they use that as an excuse not to ever come out again.”

I leave you with this.  How do you want to be remembered? As a person who clicks in the true spirit of social or someone for whom social needs to be clicked, a box to be ticked? Share your thoughts.

Are you a Walter Mitty?

Find that what makes you happy; work should always be a labor of love! – Khalid Raza

Think about this…80 percent of the 18-44-year-olds check their smartphones as soon as they wake up. It’s highly likely that your networks are reaching for their phones and scanning their newsfeed as they start their day. No wonder every Monday morning, the social networks are mostly buzzing with ‘I hate Monday’ posts. Today, of course was no different.

monday-bluesI, for one get seriously excited about Mondays. Productivity gives me a buzz and therefore the start of the week finds me bright eyed, raring to go.

And that makes me wonder, why is today’s workforce so disengaged? What is missing? It isn’t that the organizations do not have those fancy activities and programs to ‘try’ to make them happy. Organizations are trying to do everything under the sun to keep employees engaged and excited about work. For example: Quiz contests, team outings (the worst of all), cricket tournaments, some flash mobs (I seriously do not get it), potlucks, dance, fashion fests, so on and so forth. Do they work, maybe yes, maybe not! I am not suggesting all this is a waste of time, but what about before and after these activities? How would you sustain the buzz and the engagement?

I was talking to a few young millennials (Yes, I am a millennial too) and for us the ‘experience’ is more important than anything else. I asked this guy, “The org is doing so many events, why do you still want to leave your job?”, and he looked at me, wondering if I am from Mars and quipped, “Dude, my job sucks! And these events won’t take that away!” He was right. These wonderfully orchestrated colorful events are worth zilch when it comes to ‘real’ employee engagement. Employee engagement is not an event, it is a state of being, and you won’t get there with events! (Tweet this)

The Secret Life Of Walter Mitty SocialGlamorLast night, I was watching, The Secret Life of Walter Mitty, a light but enjoyable film by Ben Stiller where the protagonist (Ben), a day-dreamer escapes his anonymous life by disappearing into a world of fantasies filled with heroism, romance and action. When his job along with that of his co-worker are threatened, he takes action in the real world embarking on a global journey that turns into an adventure more extraordinary than anything he could have ever imagined.

I am not saying we all should become Walter Mitty (why not though) but why are we stuck in jobs which do not inspire us, but may have promised us fatter packages? Why is it that only compensation inspires us while we know that money would never be enough? Why do we want organizations to keep us engaged? Why can’t we be engaged at work?

I am interested to know your thoughts – Do Mondays make you happy or sad? There is a discussion happening on Facebook, feel free to add your bit.

Read this blog on LinkedIn

You know the moves, but can you swim?

Performance evaluation without the culture of feedback is like learning to swim on your bed. You may master the moves but it won’t help you swim. – Khalid Raza

Nobody is perfect, you, your manager, your employees, your spouse, kids, or your organization. Being able to receive and utilize feedback can be the difference between greater level of success and deeper personal satisfaction and/or mediocre performance and unhappy personal state.

Annual performance management is a key component of employee development. An employee evaluation is the assessment and review of a worker’s job performance. Most companies have performance evaluation system wherein employees are evaluated on a regular basis (mostly once a year). Organizations have detailed policies and guidelines to ensure performance review is a fair and balanced assessment of an employee’s performance. And, most of them succeed in doing so.

However, a critical and integral piece is always left to the heavens, by leaders and organizations – and that is, ‘fostering a culture of feedback.’ Continuous, timely and relevant feedback is not something that happens in December (Annual performance evaluations cycle closure) but is a part of daily performance development. Do we wait to tell our kids not to play with anything that can hurt them or could be detrimental to their health? Then, why do we wait till the end of the performance evaluation cycle, to share feedback?

Wind Surfboard 2014 Khalid Raza SocialGlamor

Maureen Monte, my friend and mentor, highlights this in her lovely blog, how others’ perspective on our behavior can help us see what we don’t know about ourselves. Others’ perspective on our behavior is the benchmark one should follow to see if we are effective. We may do a world of amazing things but if that is not effective, we are missing the bus and people around us, can provide the best account of it, and help us become better. Sometimes, all you just need is encouragement and a nudge to get up and get going.

Recommended: Why do we fall (video)?

In their book, ‘Thanks for the Feedback’ – Douglas Stone and Sheila Heen share three kinds of feedback – Appreciation, Coaching, and Evaluation.

  • Appreciation motivates us – it puts the spring in our step and gives us the energy to amplify our efforts. When people complain that they don’t get enough feedback at work, they often mean that they wonder whether anyone notices or cares how hard they’re working. They don’t want advice. They want appreciation.
  • Coaching is aimed at helping us learn, grow, or change. The focus is on helping the person improve, whether it involves a skill, an idea, knowledge, a particular practice, or that person’s appearance or personality.
  • Evaluation tells us where we stand. It’s an assessment, ranking, or rating. The one we do all the time at work and have become so successful at.

Each form of feedback – appreciation, coaching, and evaluation – satisfies a different set of human needs.

We need evaluation to know where we stand, to set expectations, to feel reassured or secure. We need coaching to accelerate learning, to focus our time and energy where it really matters, and to keep our relationships healthy and functioning. We need appreciation to feel motivated, to regroup and continue to do our best.

In IBM, we are building a new way of working that is agile, engaging, and increasingly more effective for all IBMers.  As HR leaders, we can have tremendous impact on the workforce by building and nurturing a culture of feedback, wherein all IBMers are heard, enabled, and empowered. It is important to note that we must be agile in our approach to receiving and giving feedback.

How can you contribute?

You hold the key to make your work place happy and create leaders around you and in the process transform your journey. List down three people you think will benefit from your feedback and three people whose feedback you should seek. Go out, set up up time with them and engage in a fruitful discussion. Repeat this exercise every month and slowly make this a continual practice.

Recommended: You can make your workplace happy.

Share this blog with your network through Facebook, Twitter, LinkedIn, and most importantly, be a role model for all in promoting the cultural transformation

So, next time someone wants to learn to swim, don’t buy them the manual, take them to the pool!

Edited by: Vanitha Poojary

Strengths, Social & Employee Engagement – the Perfect Formula!

What employee engagement means to me

What makes you stand out?

What were YOU born to do?

Employee engagement is the outcome of a work experience. In aggregate, it is a two-way exchange of energy between an employer and their employees that benefits key business metrics and a great customer experience. For the individual, employee engagement is the personal connection between their value as a human (their holistic talents, skills, and experiences) being leveraged in a role which supports a company’s vision and mission. To an external observer, employee engagement looks like a never ending carnival of collaboration, networking, engaging with colleagues without boundaries, learning and reinventing in an organization which makes it possible. This view of employee engagement not only foments a great experience for employees, but also contributes to client engagement – building bonds with customers that result in greater loyalty, spending, and advocacy. That’s what employee engagement means to me.

Khalid and I are prime examples of how two employees can collaborate across organizational and geographical boundaries (we are separated by a mere 9,000 miles or so!), using social business tools, to encourage other employees to boost productivity and camaraderie, thus creating an engaging workplace.

What were YOU born to do?

When my good friend and colleague Khalid asked me to be a guest blogger, I was delighted! This is truly an assignment reflective of social glamour because I’ve never met Khalid, yet we are socially connected. Khalid is in India. I’m in Detroit. We’ve spent hours and hours of time together, and our efforts have had a positive impact on our universe. I’m going to use this blogging opportunity to prove to you that two people committed to a better future, combined with the use of social media, can change the world. It can also help you figure out what you were put on this earth to do.

How did we start?

Let me take a step back and talk about how the two of us teamed up. Continue reading

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