There must first be a strategy before you choose a social intranet. In that strategy, you set a single objective centrally. In this, the social intranet is just a small step in a series of steps that must ensure organizational change. That already takes some pressure off the boiler. The organization does not change all at once. So adjust your ambitions accordingly.
For example, focus the first year of the intranet on a specific objective. Then you can tackle a new challenge the following year. Based on the objective, select the employees who will help you achieve it. Choose employees who are already doing what you would like to see happen. They will become your ambassadors, the flywheel to get the rest on board.
The goal of an organization is sometimes at odds with the goals or interests of individual employees. The organization benefits enormously when everyone shares their knowledge publicly. Unfortunately, this often costs the individual employee too much time, and it does not yield anything for him or her. It is not without reason that the most heard argument against using social intranets is 'I am too busy'. Most intranets only distract from the work that needs to be done.
It is not without reason that the most common argument against using social intranets is 'I'm too busy'.
How then?
There are two ways to get a good 'what's in it for me' for employees. The first is to inventory groups of the same employees (for example receptionists) how they do their work every day and where they experience bottlenecks. These bottlenecks can be in collaborations or communication that is not efficient. Then you ensure that the social intranet is a solution for the specific bottlenecks they experience. You do this for different employee groups. For each of these target groups you offer a customized solution in the platform, so that they can do their work better. This is already moving in the direction of a digital workplace : a personalized platform that helps me to do my work better.
A second way is somewhat more broadly brazil whatsapp number list applicable and generic. Here you use the network to help you with your work. You use the social functions of the platform to ask other colleagues for help. It does not matter whether you are a receptionist or an IT specialist. Research has shown that the 'crowd' is very efficient in finding solutions to problems.
Often the solution is already there and you just have to find it. By sharing your challenges, your questions and your semi-finished products in a social network, you organize your own feedback and broaden your search for solutions. You build a network with people who are relevant to your challenges, and your work improves because others think along. The organization benefits from this, because knowledge is shared and learning takes place faster. This method is called 'Working Out Loud'. Much has already been written about it, and if you want to get started with it practically, John Stepper's blog offers more than enough starting points.
And your social intranet?
Do you recognize the above reasons why social intranet implementations go wrong? Do you have other examples yourself? Share them below.