Tag Archives: social-media

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.

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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.

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My 2015 in review

2015 is over but I am still hungover. What an year it was. Lemme quickly share with you some highlights of my 2015 and I will eagerly wait to hear your top highlight of the year through the comment section.

To begin with, my blog got a lot of love from all of you. The WordPress.com stats helper monkeys prepared a 2015 annual report for this blog.

Here’s an excerpt:

The concert hall at the Sydney Opera House holds 2,700 people. This blog was viewed about 11,000 times in 2015. If it were a concert at Sydney Opera House, it would take about 4 sold-out performances for that many people to see it.

Click here to see the complete report.

And I became a proud father of Zayaan Raza, who joined us on 5th Dec 2015. Here is us wishing you an awesome New Year!

Last but not the least, the icing on the cake was when I got selected in the 25 Top Indian HR Professionals – what an honor!

I think social is overhyped!

Exactly, I think social is overhyped!

KhalidRazaSocialLoveThat’s what a lot of leaders say to me, subtly, and they are not the only ones. Oops, mebbe I should not have mentioned it. Well, I feel social is over-engineered but not overhyped. Tim Collins, Director, HR Talent, Development & Resources, and #socialHRsuccess (an effort to enable IBM HR Professional and processes be more social) a leader, shared this with me in his brilliant blog, HR Globalist (IBM internal blog):

“According to Vala Afshar, CMO of Extreme Networks: Don’t do social, be social. 

Sincere
Open
Collaborative
Interested
Authentic
Likeable

Social is not something extra you do on top of your regular work.

Who has the time to do more? I certainly don’t. To be social, you have to change the way you approach your job. For me, social is where real work gets done — sharing, collaborating across time zones and geos, networking, finding knowledge and great ideas wherever and with whomever they reside. It can be done in public, in the open, and when the situation calls for it, in private, 100% secure, restricted communities, wikis and activities. When done right, it democratizes the organization, breaks down silos and hierarchy, improves both speed and quality.”

Isn’t it super simple. This line, “To be social, you have to change the way you approach your job.” That for me is the crux of what social is all about.

This week, I was creating a new archive (yes I still use emails), like I do every year and started to wonder – how many emails did I get/send in 2014? I did a quick check and I was surprised at what I found. Take a look:

Email graph

The traffic has reduced so much for me. From 2012 till today, I have got 9000 less emails! And, if I would have spent 1 minute per email (average), I would have saved 9000 minutes. Of course not all of this is because of social, considering that I switched roles, moved projects etc, but this is a staggering number! Obviously, I, like other #socialangels who put in efforts to take non-confidential conversation to the ‘open/social’ platform IBM Connections, our Enterprise Social Network.

Now, I have not calculated exactly how much time I must have saved, when people ask me a question on my Connections profile and when my network chips in to respond, saving time for not only me but for the person who asks the question. This aspect of mutual knowledge empowers us to find information faster, work better and live happier.

Imagine a scenario where you need a solution and you do not know who can help you. What will you do? Spend time to find out an expert (only if you are able to find one, who for sure knows the answer to your question), send them an email and wait for them to respond to you. Really!

What you can do is just go to your social network profile and post the question and someone in your network will help you – but before you become selfish and incline only toward extracting information, you must also spend time to help others. Now, that would be a good thumb rule!

Let me share this screenshot which clearly demonstrates the power of social and how it helped me save time and find a solution. Check this out:

image

And, this is not it – there is much more, the private activities where I document my 101 with my manager, the private wiki where I document three quarterly highlights, (which eventually help me with my PBC (IBM’s annual employee appraisal, immensely), private/open communities where I ask/provide answers, internal blog and #SocialGlamorthe list just goes on.

Final thoughts: I see social as a tool to help us become more productive, faster and efficient in what we do. Share your thoughts and let me know how social has changed your work day!

Edited by: Vanitha Poojary

 

30 things you no longer need because of Smartphones [Video] and State of Mobile 2013 [Infographic]

IMG-20131223-WA0001While sipping my morning tea, in this cold Bangalore morning (though not as cold as I would like it to be), I was scanning the tweet stream on my Galaxy Note 2, and found this video, which talks about the ‘30 Things You No Longer Need Because of Smartphones.’ I could not stop but wonder, how smartphones have invaded our lives. I reflected on where I used my phone in the last 24 hours and I was surprised that I had not touched my Thinkpad and Nexus 7 at all. All right, I confess, I did use the Nexus 7. But, all my office and personal emails, ticket booking for my travel, PNR status, stock updates, dictionary, weather updates, video calling…everything gets done on my smartphone.

One of my friends, bought a GPS device a while ago and now is wondering what to do with it, as the Google maps on his Android smartphone, does a great job of navigation and much more. This is just one case on how smartphones are making a lot of other devices obsolete. This is incredible.

Let me share the video with all of you

Can you think of anything else we no longer need because of smartphones? Reply using comments, below.

Smartphones have transformed our lives and not just the general lives, these devices, with the power of social media, are changing the way business is done. Read: We don’t buy alone! Anymore!

In one of my previous blogs, I mentioned how IBM is bringing mobile revolution, and the reports from all over the world are reconfirming the vision. As per the latest Cyber Monday Report, in 2013, the mobile traffic grew to 31.7% of all online traffic, increasing by 45% over 2012. This clearly shows how the smartphone is fast becoming the medium of choice for consumers.

As per digitalbuzzblog.com, here are the latest mobile growth statistics for 2013, a complete in-depth summary of where the mobile market is now at, including things like mobile phone adoption rates, smartphone penetration rates, most popular mobile browsers, mobile/tablet sales figures, media consumption habits on mobile devices .etc all with the latest 2013 data on the growth of mobile… The infographic was created by the guys at Super Monitoring. Here are a few key statistics;

  • 91% of all people on earth have a mobile phone
  • 56% of people own a smart phone Continue reading

Three tips to engage your employees

I was recently engaged in a conversation on how IBM keeps its employees engaged, although spread across so many countries and geographies and as always I thought I would share my opinions with the wider world. I would not dwell on the details, obviously.

According to a report from Gallup 70% of American workers are either not-engaged or actively disengaged, which means they’re disruptive and undermining workplace productivity. And here’s a related stat: “Gallup estimates that actively disengaged employees cost the US $450 billion to $550 billion in lost productivity per year.” So imagine 7 out of 10 employees do not care, literally, what you do to engage employees.

A lot of leaders and program managers turned to Social Media, thinking this would be the solution and voila! They failed again. Gartner research estimates that 80% of social business initiatives would deliver disappointing results over the next three years.

So where are you heading?

A recent article by Gerald C. Kane highlights three reasons why our social business initiatives are failing:

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.

So the question boils down to – how do we engage our workforce? Let’s watch this video which highlights what could be the solution: Continue reading

Does Social Media help in Recruitment?

IBM TalentVine

Find Jobs in IBM

The time is here, now, when Social Media (SM) is transforming all the work processes, internally too, and Human Resources (HR) is in the middle of it, leading the transformation. While CHROs and other HR Leaders are getting to the grips of it, SM is beginning to not only amplifying the benefits; it also presents some challenging turfs.

The key ingredient in applying SM to internal processes is people/employees who lead this transformation (supposedly). Lot of organizations are jumping on the band wagon and forgetting to address this inevitable and pivotal element – the employee workforce. Successful implementation of SM thrives on the understanding of capabilities SM brings. One size fits all, calls for the dooms day.

Let’s look at SM in recruitment. This comes naturally to all organizations and helps them tap talent using various tools and portals, allowing amplified reach through passive talent hunting. A new opportunity for companies to engage in a mutual, two way communication, is the new normal, allowing not only information dissemination but also a way to listen to what is being said.

In a recent research, Universum highlights, “Companies have yet to realize the promises of social media. Building followers and likes becomes simpler every day, but building engagement and community is undervalued. There is still a limited focus on the internal aspect of social media, i.e. using it to build engagement among employees and find ambassadors.”

Trends that impact talent attraction and employer branding

Trends that impact talent attraction and employer branding

IBM is leading in this space, once again, and is using existing employees to act as ‘ambassadors’ in attracting talent. IBMers across the world are actively engaged in not only growing their own careers but also helping attract talent within their networks and communities. Read: Recruiting Socially! How IBM is hiring.

In his recent article, Steve Hewitt, head of HR at Lumesse, highlights the challenges of using social media for recruitment purposes. He quotes a recent global research report by Universum of 19,000 students which found that most do not apply for jobs through social media channels but through a company’s website itself, raising the question as to whether social media is a destination or direction for hiring the most talented graduates. In fact, the survey found that only 13% of students received a job offer through these channels and that, in the UK, many students (36%) thought that live webinars with hiring companies worked better as an engagement channel for students than social media channels (28%).

So the question remains – is SM the solution to the recruitment challenge or a strategy to find the solution? Does your organization use SM to find talent? If yes, what are challenges being faced. If no, then you have a bigger monster to tackle!

IBM India Alumni welcomes all IBM India employees

Greater IBM ConnectionIn partnership with key leads in the IBM India Communications teams and our IBM India Country Lead, Khalid Raza, we have launched the IBM India Alumni Group (http://wp.me/p2kcos-1gQ).  We invite you to join the India Group of The Greater IBM Connection, IBM’s only official alumni group.  The Greater IBM Connection is a global business and professional network that brings together current and former IBMers around the world.

The Client Experience is shaped by the IBMer.  As our business model and evolving industry increasingly calls for relationship led sales, marketing, branding, and recruiting, The Greater IBM Connection provides a tremendous opportunity to tap into an influential member population of talented and highly skilled former IBMers.  The best of our alumni are clients, partners, advocates, and, most importantly, top candidates for rejoining IBM to help drive meaningful Client Experiences.  By joining The Greater IBM Connection, you can help drive meaningful Client Experiences by staying connected and engaged with these market influencers.  We hope you join and contribute today!

India Alumni Group launch announcement: http://wp.me/p2kcos-1gQ
LinkedIn India Group:  http://www.linkedin.com/groups?home=&gid=4832299
IBM India Alumni on IBM.COM:  www-07.ibm.com/in/ibm/greateribm/

Global:  http://www.greateribm.com

Best Regards,

Julie Yamamoto
Program Manager, Executive Project Manager/ PMP
CHQ, Communications

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