Alex Axon Photography

Cateva idei care mi-au captat atentia:

Andrew Barendrecht (Apache):

Urmatorul nivel dupa Social Media este Social Intelligence.

Nu este nevoie de ROI in proiectele enterprise 2.0. Pierdem timp sa ne masuram.

Obiectivul Electrolux pentru intranet: provide content to inspire and engage.

Am notat 4 comportamente in schimbarea sustenabila: role-modeling, create compelling story, capacity building  si reinforcing mechanisms.

Ross Chestney – Head of Communication Services – BT

Obisnuiam sa spunem “Cotinutul este Regele”, acum spunem “Conversatia este Regina”.

Sean MacNiven – Head of Communications Innovation, SAP

Primul lucru pe care-l faci atunci cand creezi un intranet social este gamification.

EADS:

Noul mediu de afaceri: Gamification. Integrare. Implicare. Distractie. Pasiune.

]]> http://www.blimage.info/2012/01/27/web-2-0-in-comunicarea-interna.html/feed 0 http://www.blimage.info/2012/01/23/email-ul-intern-o-problema-de-management.html http://www.blimage.info/2012/01/23/email-ul-intern-o-problema-de-management.html#comments Mon, 23 Jan 2012 09:55:34 +0000 Lilly Bindeanu http://www.blimage.info/?p=1097 Thierry  Breton, seful celei mai mari companii de IT din Europa, ATOS,  s-a saturat ca angajatii lui sa petreaca zeci de ore pe saptamana pentru a raspunde la sute de mailuri interne, din care doar 15 % s-au dovedit eficiente. El a declarat ca nu mai foloseste mailul intern de 5-6 ani si crede ca am devenit foarte lenesi in comunicarea verbala. Cu ajutorul consultantilor a creat un program de comunicare interna Wellbeing At Work, in care a inlocuit emailul intern cu telefonul,  retelele sociale, instant messaging, micro blogging, document sharing, knowledge community.

Exemplul lui T.B a fost luat de catre Gene Evans, Senior Vice President at USAmeriBank, intr-un program intitulat  No Email Friday. Acesta din urma a declarat ca telefonul este mult mai rapid in rezolvarea problemelor. Angajatii nu vor mai pierde timpul cu mesajele lungi din emailuri, ci vor actiona prin intermediul apelurilor sau mesajelor pe telefon.

Sunt de acord cu tacticile folosite de cei doi si cred ca o vizita la birou sau un telefon sunt mult mai eficiente in comunicarea interna a unei organizatii. Mesajele sunt mai bine receptionate si apropierea angajatilor ajuta mult in solutionarea problemelor de management.

“It’s important that the company be a family, that people feel that they’re part of the company, and that the company is like a family to them. When you treat people that way, you get better productivity. Rather than really caring what hours you worked, you care about output. We should continue to innovate in our relationship with our employees and figure out the best things we can do for them. ( Fortune Magazine,  Google should be like a family).

simplefoto

How To Win Friends and Influence People

by Dale Carnegie

Language of Leaders: How Top CEOs Communicate to Inspire, Influence and Achieve Results

by Kevin Murray

Confessions of a Public Speaker

 by Scott Berkun

Ioan Bindeanu Photography

Pentru marile companii Social Business nu inseamna ca vor deveni mai active in social. Inseamna noi valori sociale, incurajarea antreprenoriatului, P2P, comunicare, CSR. ( Beyond Facebook – Do we really knows what Social Business means?, Forbes)

Din punct de vedere al comunicarii, Social Business inseamna: cunoastere, colaborare, comunitati si, un nou termen pentru mine, co-creation.

Co-creation of value, knowledge sharing , collaborative learning is the future of business.

Thierry de Baillon

Am pentru voi cateva informatii:

Traditional media is about interruption, digital about engagement, social is about advocacy on Social Software for Workplace Productivity.

Future of workplace: Enterprise social software apps, employees decide on apps they need for their jobs.

We are moving from a world of hierarchies and organization charts to a world of networks. – about humanizing social technologies and enterprise 2.0 platforms.

Social tools give people the chance to talk. Let people talk about issues openly. Once they have vented the networking can start.

Elizabeth Lupfer (Verizon):

•  ”social recognition” rather than the often misused ‘gamification’
• Gifts do not sustain loyalty. Encouragement drives a culture of performance
• giving employees an idea of how their actions impact on overall company performance helps them exceed their own objectives 

Engagement: Invitational. Encourage.

Jon Mell (IBM)

• When you say social your managers often see that as socializing and partying. It is not seen as part of work.
• When email goes down, people are relieved. When social software goes down, people are outraged.
• Trust is becoming more important as employees are for what they share as well as what they know.
• Let employees write social media guidelines and then have lawyers sign off on it.
• IBM found microblogging a great channel for senior execs.

Aviva intranet is user moderated, has no other restrictions. (Luke Mepham)

David Christopher (Oracle): The  key to a social workplace is a sense of belonging, no matter where you are working from.

Re-personalising the organisation is hugely valuable.

Benjamin Ellis (Redcatco):  Three ways to communicate: tell them 3 times, show them twice or let them do it once.

Am aflat:

• Dacia este singura companie din Romania care foloseste un canal de televiziune intern - TV Dacia care emite 14 ore /zi. Canalul este folosit atat in strategia de comunicare interna cat si in managementul strategic. — Anca Oreviceanu, Dacia
• programul agile working dezvoltat de Unilever, un program de employee engagement care incurajeaza programul flexibil pentru angajati. — Dana Dobrescu, Unilever

Va introduc in cadrul prezentarilor cu cateva citate pe care le-am notat in carnetelul conferintei. Prezentarile vor fi disponibile pe site-ul evenimentului la adresa: www.conferintacomunicareinterna.ro, iar vineri de la ora 7 veti putea viziona conferinta pe canalul Money Channel.

“Secretul este acela de a construi un plan de imbunatatire al performantei si sa tinem cont de transparenta. Sa vorbim despre ce putem influenta.” — Csaba Gergely, Provident Financial, despre managementul consecintei.

“Internal communication is the key driver for people engagement.” — Luiza Toma, Danone

“In times of uncertainty we have to ask ourselves: are we able? We need to have a good message. No matter how hard it is, if people understand, you have all on your side.” – Michele Gressani, Erricson Romania.

“The best thing to do is ACT. We have to make people to believe in us.” — Christos Karabelas, Erricson Romania, about the human side of internal communication.

“Find the right channel: Voice Concept. Change the paradigm in the way we communicate with managers: NASA Models: Need/Acceptance/Solution/Acceptance.”– Jeppe Glahn, Novozymes

“Internal communication is about building relationships with employees.” – Sunday Oloidi, P&G

Majoritatea comunicatorilor interni isi doresc sa motiveze angajatii, sa-i inspire prin mesajele lor sa dea un randament mai bun, sa nu mai vada in rapoarte observatii de genul: “nu mai vreau sa fiu o resursa care sa fie plimbata de colo, colo”.  Se pune astfel intrebarea care forma de organizatie functioneaza cel mai bine, acum, in timpuri schimbatoare?

Marian Poara Photography

Liderii de afaceri experimenteaza acum daca democratia ar fi forma potrivita la locul de munca. Am ramas impresionata de tacticile de employee engagement  pe care le-au aplicat indienii de la HCL Technologies:

Vineet Nayar, HCL Technologies’ CEO : “We solicited advice from employees on how to weather the recession, which helped us actually increase our headcount and generate double-digit growth during the worst of the downturn.”

87 per cent of HCL Technologies’ employees are aged under 30: “They have fresh ideas and no baggage, no history to unlearn, no methods that are ingrained. When business models change and the parameters of business success shift, we need fresh thinking.”  (September, 2011 Financial Times).

Inainte de a aplica aceste tactici de employee engagement,  etapa cea mai importanta in managementul de top al companiilor este cercetarea, studiile privind angajatii.  Despre cum se face un astfel de studiu, se poate citi/ invata aici.

Vor comunica despre schimbare Jeppe Glahn, invitat special, Director Comunicare, Novozymes, Danemarca; Anca Oreviceanu Director Comunicare, Dacia si Grup Renault Romania; Dana Dobrescu Communications Manager, Unilever South Central Europe; Irina Stefaniu Manager Comunicare interna, BRD-Groupe Societe Generale. O surpriza pentru mine o reprezinta prezenta Elisabetei Ghidiu Director Directia Strategie si Management Corporativ, Transgaz din Medias, orasul meu natal.

Jack Welch, fostul CEO al General Electric, in cea mai recenta carte a sa “Castigand”, vorbeste despre succesul programului de obtinere a angajamentului angajatilor prin strangerea si implementarea ideilor venite din randul lor, pentru a imbunatati productia si procesul de munca in cadrul GE: ”Am fost abordat intr-o zi de un angajat care urma sa se pensioneze, care mi-a spus: << E timpul sa ne intrebi ce idei avem pentru imbunatatirea muncii noastre. Pana la urma, cine stie mai bine decat noi cum sa imbunatateasca eficienta decat muncitorii. M-ai platit 20 de ani pentru mainile mele cand puteai beneficia de mintea mea pe gratis.” sursa: http://www.conferintacomunicareinterna.ro/

Multumesc Raluca si Luminita pentru oportunitate!

Ne vedem pe 24, la Bucuresti!

Dorin Bofan Photography

 o declaratie a lui Steve Jobs din ’93: “Being the richest man in the cemetery doesn’t matter to me … Going to bed at night saying we’ve done something wonderful… that’s what matters to me.” [The Wall Street Journal, May 25, 1993]