Digital hives: Creating a surge around change

Arne Gast and Raul Lansink

New lessons are emerging for executives striving to harness the power of social media in the cause of wider employee participation. Clearly, there’s more to success than just investing heavily in the latest Enterprise 2.0 technology platforms. Large-scale engagement of the workforce requires, first and foremost, a firm grasp of organizational culture and its social dynamics, a psychological understanding of what triggers new behavior, a determination by management to loosen if not relinquish its traditional top-down approach, and an ability to demonstrate how digital activities complement offline or other real-world events.

• engagement

Why Employee Engagement is Dead

We all know that the corporate culture, the core values and the vision are key. Of course, if employees feel good at work, if they feel that they ‘belong’ (understanding of the purpose, mastery, recognition, etc.) they will be more likely to come to work (vs. absenteeism), to actually add-value (vs. lost productivity), to stay and perhaps even to recommend the firm to their friends (vs. recruitment, re-training).

• culture
• engagement
• workforce

Cascading initiatives in an engaging, social way

Special guests: Arnaud Henneville of internalDesk & Chantal Rafflin of GE Healthcare DGS

“We asked ourselves; would not we improve the success rate of strategies implementation if we could engage people in the process? What’s more, with the world moving to the Cloud and all fundamental work processes going through ‘digitalisation’, how can we help companies secure business results faster by cascading initiatives in a way that makes work fun, social and engaging?”

• engagement

Sustaining a movement in your organization

As we saw in an earlier post, starting a movement in an organization is not an easy task. But now that you have managed to get your people’s attention on ‘the Urgent’ you need to keep them interested.

• engagement

Start a movement in your organization

It’s not easy to push for something in any organization. Either you do it the Old Way i.e. forceful ‘mandatory compliance’ and we all know where that will get you OR you do it the New Way i.e. Motivated discretionary effort starting from within the company.

• engagement
• organisation