BoardRoom Discussions

Sharing @ Social Web Management Seminar

My theory that most organizations are not in step with the rapid development of social web applications is somehow proven correct. I recently run a learning session about Social Web Management: Defining The Rules of Engagement and I got warm response from HR Practitioners, Line Managers, NGO and Micro Entrepreneurs. I held 3 sessions in the span of 2 weeks. Among my participants, one shared that their organization is in the point of  blocking social web because of loss productive time. Most, who are blessed with internet access, would like to know how they can use social web productively, while the HR practitioners, recognized the need for policy upgrade to include internet access and use of Social Web.

Consider the following statistics:

• Since 2000, internet penetration in the Philippines has increased by 1,100% or from 2M to 24M [according to internet world stats] .
• The Philippines contributed 3.1% of the total Asian users and ranked #6 among Asian nations.
• According to facebaker.com, by end of March 2010, Facebook ranked as the # 1 Social Networking site in the Philippines with more than 12M users
• 67% of the 12M users are from the Y generation and 8% are from the X generation

With these, more and more employees are accessing social web using the office computer and internet facility, during office hour. Thus, resulting to new set of problems not yet defined in the employee handbook. This resulted on organization grappling in the dark . Some companies resolved to block all access to social networking sites with only selected jobs are given access to internet. This will only address the improper use of company resources but not the problems brought about by the careless use of social web by employees. We have to admit it, after office or during break periods, the y gen will still access their social web accounts either by using their mobile phones,  at internet cafes or at their internet at home. They will still talk about work and office personalities, share picture and videos, and use their personal account(s) to ” do their job” [hr to recruit, sales to sell, and marketing to promote].

With this, a better approach is for HRD and management to be proactive by defining the “rules of engagement”. This includes [1] use of company computer and internet access, [2] proper use of social web/online behavior [whether accessed inside the office or elsewhere] and [3] use of marketing collateral, logos, etc. in one’s personal account to accomplish work.

The Digital Divide

In the age of multi-generational workforce, the baby boomers  have control of the purse and are the decision makers [with a few exceptions from the x generation]. Most of the x gen only have re-commendatory powers,  while the Y gen eat and breath social web.

The success of each company is dependent on its ability to retain not only key employees, but future leaders. The future leaders will come from the y gen. But how do you train and retain a talented y gen if the company culture is in contrast to his “pop culture”.  HR and management, to succeed in training and assimilating the y gen into it’s “ideal” mold, must also allow the y gen’s pop culture to also add value to the organization, and in my opinion, this is to  embrace social web.

If you wish to view my PowerPoint presentation about Social Web Management or get hold of the next free seminar sked, please visit the official site of Business Values 2.0.