1. Evolution to a Social Intranet
Elizabeth Lupfer
The Social Workplace
@socialworkplace

2. Most intranets have a bad start in life
The first step to intranet recovery is to admit your site is a poopy mess

3. Intranet Roadmap Documentation People 2000 First Verizon intranet 2005
Content mainly in PDF or Word format
Siloed regional sites with different look and feel
SSO
author/review content manually via paper wireframes and submit to IT Resources to publish
2007
Content Management System
Workflow
Common look and feel
Customized to do’s and heads up
Integration of back office feeds
First pilot of
collaboration functionality on the intranet
My NetWork Collaboration: Launch of enterprise collaboration suite
Enterprise homepage planning for expansion of Web 2.0 features throughout the intranet
2010
One global site
Enterprise CMS
Enterprise Workflow
Governance and training
Enterprise Search
Extranet
Static footer bar with alerts
Documentation
People

6. Today it is about being social in the workplace
In 2008 it was web 2.0
In 2009 it was social media
In 2010 it was social media in the workplace
Today it is about being social in the workplace

7. Where Can We Improve?
Critical tasks that are often on an employee’s plate lack context for due dates, timelines, or what is coming up in the future.
The experience would benefit from more awareness and personalization
Content and transactions are not integrated effectively
Transactional pages consistently see the highest views on company portals.
Training is given very little focus, and there is no awareness of the employee’s history or needs.

8. A social intranet considers employee behavior in order to create a truly collaborative and integrated social experience

9. Building an Intranet for the Employee Life Cycle
Search
Organization change
Administrative responsiblities
Time reporting
IT and Workplace Services
Mobility
Other internal platforms
Communications
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Corporate vision and messaging
Business Objectives
IT Infrastructure
Data standardization

10. Why are Employee Profiles Key?
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Why are Employee Profiles Key?
ONE Identity. Instead of having several profiles across Intranet applications, the new profile will consolidate these into one place. Employees update their personal information, manage their blog and security profiles all from one place.
Get a more complete picture. Uncover the "hidden" talents of your employees and put these skills to work
Make smarter talent decisions. Be truly informed about employees before making job assignment decisions.
User-generated content. Leverage the community benefits of social bookmarking in order to create accurate profile information.
Cast a wider net. See far beyond the rigid confines of organisational structures and geographic locations when assessing your talent pool.
From an enterprise perspective, the employee has no identity other than the one the organization has defined for that individual.

12. Learning / Development Performance Management
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Talent Acquisition
Peer to Peer Recruitment - Employees as brand advocates
Referral Schemes – Tap into the digital social and professional graphs of employees and networks
Talent Communities - Connecting job seekers
Reputation and Brand - Managing conversation
Peer to Peer Recruitment A key area that social really enables. Allows companies to use their own employees as brand advocates and give potential hires a unique perspective into the culture of the area of the company they are thinking of joining
Referral Schemes Most recruitment has always come from referrals. Difficult to do but once employers can find effective ways of extending their referral schemes to properly tap into the digital social and professional graphs of their employees, this will be huge
Talent Communities There is currently lots of debate about whether some of these are proper communities or are actually just socially sourced lists of names. Where ever the thinking goes though there will definitely be a role for the genuine community in certain sectors of the marketplace, especially in areas like graduate recruitment
Reputation and Brand Not necessarily a specific recruitment tactic but nevertheless incredibly important strategically. Somewhere a conversation is taking place that will effect your reputation as an employer. It could be positive it could be negative but the key question companies should be asking themselves is “do we know about it?” and “are we influencing it?”
Source: Recruiting Future
@Matt Alder

13. Learning / Development Performance Management
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Onboarding
Role Specific Wikis - Living, breathing documents that based on a user's role. 
Discussions on Shared Services – Question and solution approach to new hire issues
Tip / Tricks from the Community – Allow new hires and long time employees to contribute tips to help others through the process.
Track Search Terms and  Refine - As new hires search for information, search terms should be saved and analyzed. 
Connect new employees to each other, tasks and processes
Get new hires up to speed to accelerate engagement, increase productivity, and lower costs.
Role Specific Wikis - Business frequently changes and knowledge about particular business functions should not be kept within documents, but exposed as living, breathing documents that are able to be easily surfaced in the context of a onboarding dashboard based on a user's role.  Normally documents provided for onboarding are created by groups of people abstracted from the actual process of being a new hire.  As new hires work through steps to enter the organization they can comment and provide critical feedback on the document to enhance subsequent user's experiences.
Discussions on Telecom / Shared Services - As above, this knowledge should be presented in a format that is searchable and able to be discussed.  Chances are that someone has faced the same challenges as others and can reply to a question from another new hire with a solution.  It would be interesting if an employee providing a "correct" or helpful answer could be rewarded by the organization.
Tip / Tricks from the Community - Why not allow new hires and long time employees to contribute tips to help others through the process?  There is a lot of tacit knowledge around the ins and outs of being successful in a new role.  This information is invaluable.
Track Search Terms and  Refine - As new hires search for information, search terms should be saved and analyzed.  This will help to illustrate any large gaps in material that they are attempting to locate as they get started within the company.  A small improvement can result in a big time and cost savings for the organization.
Source: AIIM.org
@JohnBrunswick
Social-Onboarding-Dashboard-5-Tips-to-Enable-and-Retain-Talent

14. Learning and Development
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Learning and Development
Allows employees to set specific development goals with a focus on training.
Social Learning – collaborative learning and development in virtual spaces

15. Performance Management
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Performance Management
The interface makes it much easier for employees to see their overall progress through the year.
In order to give employees a more readable interface, each objective can be expanded to show the details.
New functionality allows employees to ask for additional feedback from colleagues and post projects to their Profiles.
Stretch objectives are called out.

16. Learning / Development Performance Management
Employee profile
Talent Acquisition
Onboarding
Benefits
Learning / Development
Performance Management
Compensation
Compensation
Using Social Business Tools/Platforms provide employees the statistics to support their company’s performance management plan (PMP).
Providing features like endorsements and strong individual analytics will go a long way toward having employees use this data to support them meeting and exceeding their objectives.

19. Killer Social Intranet Apps
Collaboration sites and Knowledge Share
Internal Twitter, employee blogs, threaded conversations, Idea Generation
Point-based Social Recognition and Achievement
SMART Enterprise Search; Social Tagging (employee-generated keyword tagging of intranet content)
Mobility and External Access
Unified Help and Live Chat – Global help for employees to submit feedback or questions.
View by Country – customization of the intranet view to allow front-line managers and business partners to see International experience
VZ Alerts – desktop and mobile notifications
Gamification - Check-in Based Reward and Recognition

20. Collaboration and Knowledge

21. Idea Generation

22. Reward and Recognition
49%
of your employees would leave their current job for a company that clearly recognized them.
Gifts do not sustain loyalty. ENCOURAGEMENT drives a culture of performance.

23. Engagement through Achievement
To better encourage employees to use About You and other areas of the Intranet, a concept of “Cred” will be introduced
This concept, from gaming, will reward employees with points for accomplishing tasks in a variety of Intranet Applications.
The more points a user receives, the better their ranking. A light approach to competition will lead to great adoption of features related to points.
With a push to get more employees engaged with truly living the Credo, this component will allow colleagues to leave specific feedback on a fellow employees profile talking about how that individual exemplifies the tenants of Verizon’s Credo.
This light weight, easy to use feedback mechanism will inspire more employees to seek out opportunities to prove themselves.

24. Enterprise Search
The new auto suggest will return smart results with fully interactive features.
Employees will be able to take immediate action, straight from the dropdown.

25. Mobility and Extranet
Users can use touch gestures to swipe through the components of the interface.
The mobile interface will feature all the information of the full site, with the display optimized for mobile devices.

26. Elements of a Social Experience
ONE INTEGRATED EXPERIENCE: 1 Portal, 1 Mobile App, 1 Extranet for all Verizon, 1 SSO Employees
CUSTOMIZED: ultimate personalization: experience/content/design/navigation per employee
REAL TIME COLLABORATION: Employees can interact with global colleagues using Web 2.0 Integration (shared video, Q&As, ideas, discussions, docs…)
Embedded Intelligence: SMART DATA with SMART ACTIONS (1 click, 3 steps)
Content and transactions are INTEGRATED and INTERACTIVE
Employees can get the full site EXPERIENCE from any mobile device

27. The Social Workplace
@socialworkplace