Expert Discussion: How to make digital collaboration work? - Enterprise Digital Blog. While the term “social” is called “dead” – the digital transformation of work is in full motion.
As part of the bigger picture of developing the “next-generation enterprise model” the re-modeling of work certainly cannot be treated singular – as it needs to fit into a new system of an open culture and a business model based on a networked ecosystem. But in order to push a more differentiated discussion on how to manage the digital transformation task for succeeding with the transition towards a “digital enterprise” future we are going to organize a series of Google Hangout on Air discussions over the periode of the next month.
Each session is up to discuss a very singular perspective on change and transformation management. Session 1: Challenges of the change management on the individual level for establishing a digital collaboration behavior In this change management process the interventions on the individual level are one important element. How Digital Collaboration is Fragmenting, and Why It’s a Major Opportunity. A significant issue has been developing in digital collaboration for the last several years, and it’s now starting to become somewhat acute.
I’m referring here to the pronounced trend towards app, environment, and channel fragmentation. Over the last few of years, I have been speaking with beleaguered IT managers who are struggling to cope with the sheer proliferation of software, systems, and applications that purport to help workers with collaboration. It’s not a new problem, and smart folks like Dave Winer have long worried about it, but it’s now becoming a vital strategic concern. Differing Work Styles Can Help Team Performance. Most leaders now recognize that the best teams leverage diversity to achieve long-term success.
But many think about it in pretty narrow terms: gender, ethnicity, religion, sexual orientation, and/or age. Sometimes they also consider organizational attributes, like function or rank. But there’s another kind of diversity that might be even more helpful: differences in work style — or the way in which we think about, organize, and complete tasks. In any office you will find four basic types of people: 5 Basic Needs of Virtual Workforces. According to data from Global Workplace Analytics, the number of remote employees in the United States has gone up by 79.7 percent since 2005.
In the U.S., around 3.3 million people work from home. But these are not just freelancers. More organizations are adopting a fully remote work culture. Basecamp, Mozilla and Automattic are three well-known companies that fall under the 100-percent-distributed category. Automattic, owner of WordPress, has been able to scale up operations to nearly 300 people and more than 131M monthly website visitors — the 3rd highest on the Internet — with a purely distributed team. Among other benefits, remote work saves considerable time for the entire organization, and allows employees far more flexibility. Reinventing Performance Management.
At Deloitte we’re redesigning our performance management system.
This may not surprise you. Like many other companies, we realize that our current process for evaluating the work of our people—and then training them, promoting them, and paying them accordingly—is increasingly out of step with our objectives. In a public survey Deloitte conducted recently, more than half the executives questioned (58%) believe that their current performance management approach drives neither employee engagement nor high performance. They, and we, are in need of something nimbler, real-time, and more individualized—something squarely focused on fueling performance in the future rather than assessing it in the past.
What might surprise you, however, is what we’ll include in Deloitte’s new system and what we won’t. Counting and the Case for Change More than likely, the performance management system Deloitte has been using has some characteristics in common with yours. The Science of Ratings Radical Redesign 1. Une pratique collaborative fructueuse : question d’échelle ? Social business : le nécessaire accompagnement des collaborateurs. Arrêtez de lire vos emails et mettez-vous au travail! Créer des infographies. Software - Employee Engagement and Employee Recognition Software. Plate-forme de Travail Collaboratif. RSE / Media Sociaux / Collaboratif. Netvibes- Social Media Monitoring, Analytics and Alerts Dashboard. 10 outils indispensables au community manager. Quels sont les outils les plus pertinents et les plus efficaces pour faciliter le quotidien du community manager ?
Comment suivre toutes les conversations, assurer sa veille, mesurer les actions ? Voici ma sélection de services web – testés et approuvés – pour gérer toutes les tâches du community management en quelques clics. Les outils de reporting et d’analyse Chiffrer, répertorier, analyser les actions menées sur les réseaux sociaux peut s’avérer être un vrai casse-tête. Voici mes outils de prédilection pour analyser les résultats atteints.
Bit.ly : le plus fonctionnel Bit.ly est un outil complet qui vous permet de suivre le nombre de clics sur vos liens en temps réel, la provenance des clics (Facebook, Twitter, sources externes) ou encore la répartition géographique des visiteurs. Comment le Community Manager peut-il mesurer les performances de sa stratégie social-média ? Au moment de mettre en place votre stratégie sur les réseaux sociaux, il faut aussi penser à l’après, c’est-à-dire à l’analyse des retombées.