I was recently on the Mercer Twitter chat. If you have not seen it, check out #Mercerchats on Twitter.
(They take place on Tuesday at 09:00 to 10:00 AM ET).
One of the questions that were asked was "who is responsible for employee engagement?"
There was a discussion about was it:-
1. Top down.
2. Bottom up.
3. Or both 1. and 2.
In my experience it's probably 3. which is a bit of both.
At DLAignite, we believe that social media should be part of every organisation’s employee experience strategy rather than just a tactic in a few departments.
You might think that sounds like a big “ask” for our clients, but we don’t think it is for two reasons:
First, the effect of social media is obvious to us all everything from kids walking around with their noses glued to their phones to middle aged people researching things on the train to whole elections being influenced.
Second, many of the people we talk to are changemakers. They want to be the ones leading new initiatives, initiatives that leave a permanent and profound change on their organisation.
We see this as a massive opportunity for both the business and the changemaker. Unlike many other transformational initiatives a “social media transformation” not only educates and changes individual’s behaviour it EMPOWERS them too.
The knock-on effect is simply amazing because they feel happier, they are more productive and they have a more positive feel towards the organisation, which they then, inevitably, share with their networks - clients, prospects, friends and family, and this gives the organisation a huge voice and therefore a competitive advantage.
That’s the upside of moving social media in to a strategic place. There is little downside however to doing it but a huge risk in not doing so because forces outside our control are at work - Facebook approaches 3bn subscribers, Linkedin 700m, Instagram 1bn, Twitter 500m - these are your (and my) customers whether we like it or not and to not be where our customers are is not a good thing.
Social media has changed the world, and you must change too.
Today, workplaces have moved toward being team-oriented environments. Workloads are interdependent and dispersed across employees and we’ve seen great benefits to this shift. Team structure helps companies achieve complex goals that are beyond the capability of one employee alone. However, we must also consider the challenges that come along with this diffusion of responsibility. One main issue we’ve seen is employees being accountable for their work. Workplace accountability is about following through and recognizing that other team members are dependent on the results of your work. Each team member should take responsibility for their commitments, actions, and the consequences of their actions.
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