Embracing Social Technology: A Call to Action [INFOGRAPHIC]
By Ginger Nixon
Social technology is one of the hottest trends in talent management. This is a topic we explore throughout our Talent Talk series with surveys and research that provide insight and solutions to HR’s toughest challenges with engagement, learning, recruitment, onboarding and organizational alignment. Organizations are seeking ways to harness social technology to spark innovation and motivate employees but many have yet to fully embrace it.
In our most recent Talent Talk survey, The State of Social Technology and Talent Management, we took a deeper dive into social technology and talent management to better understand how organizations are using or planning to use it. We’ve all been exposed to social media but how do we reconcile its use in the workplace, along with using our company’s own social technology? Many companies are struggling to decide how they will balance employee use with the benefits that come from collaboration and knowledge sharing.
Social platforms and networks have already started to emerge in all facets of talent management but we found that HR leaders are just now starting to feel the heat to assess, justify and implement social technology initiatives. In fact, our survey found that 75 percent of respondents felt that their company was behind the curve with internal and external use of social technology. We’ve created the infographic below that explores the relationship between HR and social technology, highlighting key findings from the survey.
The survey also found that companies are accelerating their adoption of internal social technology. Two thirds of the companies (67 percent) surveyed have adopted or planned to adopt the technology. However, many implementations are incomplete, or are in the early stages. Of those that have adopted internal social technology, success has been moderate: 24 percent indicated that it was too soon to tell at their organization, 22 percent reported good success and only five percent reported either poor results or terrific success. It’s clear that a “build it and they will come” approach won’t yield the results HR seeks (and the C-level demands) – HR must embrace it and develop a disciplined approach to social technology in order for it to be successful.
What are you doing to embrace social technology?