Tag Archives: Employee Engagement

The modern workplace continues to evolve, in both technological advances and a shifting work culture. Companies across the globe are becoming more concerned with efficiency, and productivity, culminating in the quest for new opportunities for collaboration and resulting in employee engagement via internal social media. Social media can be effectively used internally within an organization to engage employees, the same way it is employed externally to engage customers. Increasingly, organizations are adopting internal social media platforms such as Workplace by Facebook to inspire symbiotic relationships of mutual support and trust. These platforms can help foster the necessary conditions for collaboration and facilitate cross-pollination of ideas and information throughout the organization.

Home Depot is a popular home improvement supplies retail company across the United States and Canada. In Canada alone there are 182 stores and over 27,000 employees. The company stands on eight core values; Taking care of our people. Giving back to our communities. Doing the right thing. Excellent customer service. Creating shareholder value. Building strong relationships. Entrepreneurial spirit. Respect for all people.

Who are they? Dell is a multinational computer technology company based in Texas, United States. It is known for developing, selling, repairing, and supporting computers and related products and services. It started off as a pure hardware vendor but with acquisition of Perot System in 2009, the company ventured into IT services market. Since then it has been expanding its portfolio to include not only computers but also delivering complete solutions for enterprise customers. Working for DELL The company employs more than 103,000 individuals worldwide and was listed at number 51 in Fortune 500 list of the companies until 2014. DELL operates in over 180 different countries around the world. Very few companies have the resources available to them that we have. Jeremy Burton, Chief Marketing Officer

Nestled in Waterloo’s tech park, surrounded by beautiful nature lies one of Canada’s biggest software companies – opentext. It  started with three University students in 1991 – and has now transformed into a multibillion $ corporation with offices worldwide. It is no surprise that opentext, a company driven by commitment to technological innovations, jumped on the social media train right after the invention of Facebook in 2004. And with the growing access to WIFI and social networking services, the social media landscape of opentext just became broader. A massive website, accounts with Twitter, YouTube, LinkedIn, Instagram, Pinterest – you name it, the company surely has a presence. None of those accounts created millions of followers, but considering that the social media approach is specifically about enterprise information and content management, opentext is doing quite well to get their message out. When the company discovered the power of social media for promoting their services and products to the world, it didn’t take long to find out that it can also be used to motivate and engage employees. With the goal to make it as easy as possible to connect with team members, who potentially work in three different countries across the globe and need to solve problems quickly, even when one just started his day when it’s almost bedtime for the other, opentext encouraged employees to use traditional social media outlets before implementing internal equivalents.   While opentext’s social media team conveys the company’s messages to external audiences, the corporate employee communicators look after the internal audience. This includes writing emails to announce company news, employee stories and the management of the company’s Intranet, internal blogs and of course, social media channels.

A business’ results are directly affected by its employees.  Simplified, the more positive the experience of an employee within the organization in which they work, the greater the potential for the employee to positively perform their duties and contribute to a business’ key performance indicators.   Higher levels of engagement are directly supported by the level of motivation and commitment of the employee.  There are multiple factors that affect an employee’s motivation and commitment, including company culture, feeling connected, opportunity to share ideas and opinions, trusted environment, employee recognition program, sense of community, and more.   L’Oréal, a global leader within the cosmetics industry, has embraced a number of unique, noteworthy social media tactics to develop employee engagement and in fact is extending their objective of employee engagement to include employee advocacy.  A question L’Oreal has asked though, is when can advocacy and engagement begin to be developed within an organization?  According to Rosie McCarthy, International Learning Manager for L’Oreal, “One of the best opportunities you have to engage with your employees is when they start.“   The onboarding process provides one of the first touchpoints with a new employee; it is a perfect opportunity to connect with, support and build engagement with an employee, during a very positive time that can be full of excitement and anticipation.  L’Oreal has harnessed this opportunity; L’Oreal has developed the world’s first employee onboarding app: ‘Fit’.

Chili’s Grill & Bar is an American casual dining restaurant chain that features Tex-Mex-style cuisine. The company was founded by Larry Lavine in Texas in 1975 and is currently owned and operated by Brinker International. It wasn’t long ago that the words used to describe Chili’s was “It’s a place I remember my mom and dad taking me as a kid. There’s no growth and development around the company, and I never hear any buzz surrounding it.” Those were the words that Chili’s Director of Workplace Community Chris Ebbeler heard after surveying employees of other restaurants. They polled the audience to understand how Chili’s Grill & Bar brand was perceived by restaurant workers and whether they’d even consider working for the restaurant. In short, the responses left him and other members of the Chili’s brass disappointed. The company listened to those concerns as well as concerns from their own team members and made the crucial decision to turn their organization around and transform the old-school perception into something powerful, modern and attractive to the next generation workforce.

Established in 1991, the BrokerLink companies, constitutes one of the largest property and casualty insurance brokerage operations in Canada. With over 130 offices relying on more than 1,600 employees across Ontario, Alberta and Atlantic Canada, social media is a key component in connecting not only the individual businesses but their employees as well.

When a drop falls into the ocean, it immediately becomes part and parcel of the Whole. The drop gets accepted and connects with all the other drops and together they become one powerful body of water. When a person joins a corporation with 12,000 employees in 120 offices across 40 countries, the part with becoming One, could be a little more challenging.

In the first decade of the century, BlackBerry (then known as Research In Motion) was an unrivaled leader in the smartphone industry. The introduction of the Inter@ctive Pager brought emails to users wherever they went and with each subsequent device, they further refined their capabilities, bringing in phone features and internet connectivity—making them a household name with prestige across the world. That all changed with the introduction of the iPhone in 2007 and the Android operating system in 2010. These competitors, along with the substandard device launches, left BlackBerry in an extremely vulnerable position in 2011. In July of 2011, they announced the first in what would be a substantial number of layoffs over the coming years, initially letting go 2,000 employees, but in the end letting to of nearly up to 10,000 employees — with 4,500 alone being announced in September 2013. Imploding Employee Morale This landscape led even the most passionate employees to question not only their decision to stay with the company, but the likelihood of their own careers within BlackBerry. The management team knew that they would never be able to perform their critical turn-around strategy if employee engagement stayed low, so they looked to the Internal Communications department to make sure employees were heard and valued during the upheaval. They knew that fear would not be a motivating factor in ensuring performance, so they needed to appeal to their own motivation and job satisfaction. Though the company was known for emails and was an extremely email-heavy culture, the team decided that they best way to foster that engagement was to have a single space where employees could go to hear from leaders, find out the latest news internally and externally, and communicate with each other. They decided to invest in their intranet.

With well-represented brands like Axe, Dove, and Ben and Jerry’s, each of which has a strong online following, Unilever has proven itself to be a social media veteran. With so many strong sub-brands residing under the Unilever umbrella, a certain level of consistency and organization is necessary to maintain order, eliminate waste, and create a cohesive vision. Unilever uses social media for a variety of purposes across the entire organization to support several important functions.  

In an increasingly digital world, the number of employees working remotely 100% of the time is rapidly rising, and these workers now collectively account for 20% of the American workforce. (Dvorak and Sasaki, 2017) Understandably, this means that employee interaction and information sharing between peers is becoming less and less frequent.

Welcoming employees into your digital content strategy isn’t always easy, especially if your company represents a niche product or service that might not lend itself to community-building on social channels. For Penguin | Random House Canada, however, demonstrating employee engagement appears easy enough. Like many successful shops, Penguin recognizes that the core of their business is a widely-celebrated object, for customers and staff alike: the book. Through its recent content strategy, followers have come to understand that Penguin employees are a fans as well.

How do you unite a rapidly growing company that has offices all over the world? How do you integrate the work of employees in disciplines that range from architecture to geomatics to wastewater engineering? How do you inspire people who’ve come to your organization through acquisition to buy into your vision?  These were some of the challenges facing Stantec in 2011. In consultation with employees, Stantec built a new strategic framework around the concept of community and launched it in 2013.  “We have evolved our brand to better reflect who we are and what our clients and employees believe about us,” says Stantec president and chief executive officer, Bob Gomes in a news release.   “Our new positioning—focusing on community, creativity, and client relationships—differentiates us in our many market sectors. At Stantec, we design with community in mind: we help our clients meet the needs of the communities we collectively serve.”  Four years later, that concept of community pervades all areas of the organization, on its website, in its employee publications and its marketing materials. And social media plays an important role in bringing the strategy to life. Here are three examples of how Stantec uses social networking and collaborative tools to build a sense of community across disciplines and time zones. 

TELUS Corporation, is one of world’s largest telecommunications companies that offer services to individuals, small businesses, and large corporations. As a leader in the telecommunications industry, the company employs around 39,000 people. In 2007, the company was realizing that they were suffering with employee engagement. The results of survey that participated 4,000 employees, only 58% were only engaged with the work environment (So, C., 2013, October). The lack of engagement was starting to show amongst all sectors of the company. Now today in 2017, TELUS was awarded as one of Canada’s Top 100 Employers and Achiever’s 50 Most Engaged Workplaces  . By modernizing their leadership philosophy, TELUS has increased engagement and remaining high level interest.

Social media gives us the ability to stay connected like never before. From personal relationships to workplace inclusivity, the power and importance of social tools has never been more evident or necessary. For companies life LifeWorks, which works to help employees feel loved by providing businesses with a global employee wellbeing platform, this ideology around social media and connectivity is what the technology company is built on. Research by the McKinsey Global Institute found that using social tools to boost communications can raise productivity by 25%. Social media has the potential to empower employees by helping them collaborate and work effectively together. If used properly, social tools have the potential to completely transform workplace morale, attitudes and overall performance.

Like many multi-level marketing companies whose products are geared toward women, one of Younique’s main tenets is to build the personal confidence of their independent consultants. Younique is a cosmetics company founded in 2012 that uses social media as a main driver of sales from their independent consultants. They decided early on that instead of the traditional in-home parties, that are typical of many direct sales companies, they would hold live Facebook events where hosts and guests could virtually attend the sales party from the comfort of their own home. Younique consultants still do some in-person parties to sell their products but the virtual parties and consultants Facebook Live posts are popular ways that they have propelled their company forward in the multi-level marketing world.

The Fédération Internationale de Football Association (FIFA) was founded on May 21, 1904 in Paris by delegates from several European countries including Belgium, Denmark, France, the Netherlands, Spain, Sweden and Switzerland. FIFA is currently based in Zurich and is an association governed by Swiss law. It has 211 member associations and its goal is the constant improvement of football world wide. FIFA is a not-for-profit community of football associations. The headquarters of FIFA in Zurich is the home for 270 million players, coaches, referees and other soccer participants and enthusiasts around the world. The founders created the first FIFA statutes to unify ” The Laws of the Game” to make it fair and clear to all players and set the foundation for all future football development. FIFA’s use of Social Media globally is a way for them to connect globally and instantly to all stakeholders including, fans, professional and non-professionals players and soccer clubs. As excitement continues to build for the 2018 Soccer World Cup in Russia, games broadcasted on TV, radio, news reviews, newspapers articles, are currently focusing on scores, teams advancing and major upsets of teams that did not qualify. FIFA is doing a great job through social media at keeping people up to date on the ranks of how countries are progressing in their soccer (also known as football) qualifying endeavors. Information is being updated in a timely basis as one can log into FIFA’s site to obtain all required information on countries successes. FIFA is well positioned with most external Social Media engines such as, Twitter, Facebook, Instagram, YouTube and LinkedIn. In 2013 FIFA joined Facebook and by April 2014 they reached over 280M users,  FIFA joined Twitter in mid-2010 and had over 7M followers by June 2014, FIFA created an Instagram account in June 2014 for the 2014 World Cup within its first 18 hours accumulated 28,000 followers. Here are some current Analytics found in FIFA’s Social Media websites. Current Twitter stats: Tweets 65.7K, following 829, followers 11.4M, likes 123, list 15, moments 37 Current Facebook stats: Likes 3,440,829, follow 3,431,095 Current Instagram stats: posts 5,047 followers 4.9m, following 1,122 Current YouTube stats: subscribers 1,826,075 Current LinkedIn stats: followers 59,708 In order to watch the video, FIFA has granted permission via YouTube Picture of FIFA Headquarters in Zurich

Bell Canada is one of Canada’s largest communications companies providing solutions to customers’ various communication needs. A selection of the many services Bell provides consumers and business customers with include: wireless service, TV, high speed Internet, home phone and business communications services. Bell boasts an enormous 38,671 full time employees in Canada with the longest serving employee of 50.3 years.

We live in a world where we can buy anything, at any time, from anywhere. When you’re sleeping in Canada, your order could be processed in Australia, Africa or Hawaii. Isn’t it great? Thanks to globalization, “the process by which businesses or other organizations develop international influence or start operating on an international scale,” it has allowed companies to expand into different countries and create jobs for local people. But with growth and opportunity, comes the need for quick, simple and translatable communication. Que social media. Nowadays, the majority of the population has a smartphone and is always connected. Dialogue and networking have also evolved and taken on a new way companies do business and communicate. The need to have instant information at our fingertips is at an all time high and the expectation to respond, share or view something has become a 24-hour, 7 days-a-week responsibility. via GIPHY This is where social media has delivered. It has transformed how we communicate, broken traditional communication channels, and given companies the power to be creative with what they need to say and to whom.

A communication revolution is sweeping over the workplace as it begins to dawn on company stakeholders that the personal benefits of social media communication could be bolstered in the corporate setting. If using social media for internal business communications sounds like a conflict of concepts, then this blog might change your mind… or not. A few mind-boggling stats: According to SEC filing, for the first time, Facebook’s U.S. ad revenue will be larger than the biggest traditional media companies trailing only behind Google. Updated May 8, 2017 Worldwide, there are over 1.94 billion monthly active Facebook users for March 2017 (Facebook MAUs) which is an 18 percent increase year over year. There are 1.15 billion mobile daily active users (Mobile DAU) for December 2016, an increase of 23 percent year-over-year 28 billion people log onto Facebook daily active users (Facebook DAU) for first Quarter of 2017, which represents a 18% increase year over There are 1.74 billion mobile active users (Mobile Facebook MAU) for December 2016 which is an increase of 21% year-over-year On average, the Like and Share Buttons are viewed across almost 10 million websites daily. Age 25 to 34, at 29.7% of users, is the most common age demographic. Five new profiles are created every second.. Every 60 seconds on Facebook: 510,000 comments are posted, 293,000 statuses are updated, and 136,000 photos are uploaded.(Source: The Social 75 billion pieces of content shared daily as of May 2013 which is a 94 percent increase from August 2012.(Source: Facebook) 50% of 18-24 year-olds go on Facebook when they wake up. One in five page views in the United States occurs on Facebook. 42% of marketers report that Facebook is critical or important to their business. 16 Million local business pages have been created as of May 2013 which is a 100 percent increase from 8 million in June 2012.    

Tone It Up was started by Katrina Dawn and Karena Scott with a $3,000 start-up investment in 2009 (Lepore, 2017). They began by self-shooting and editing beach workout videos targeted to women, that they put on YouTube. Fast-forward to 2017, Tone It Up is a multi-billion dollar fitness/nutrition/lifestyle company, boasting a community of over 5 million women (Lepore, 2017). What is in the secret sauce for their success? Tone It Up has tapped into one of the most successful tactics to propel businesses in this highly social and digital age – engagement.

“You get the best effort from others not by lighting a fire beneath them, but by building a fire within them.” — Dr. Bob Nelson, Employee Engagement Expert (http://www.egroupengage.com/blog/social-media-to-increase-employee-engagement) It’s no secret – the Vega team is definitely lit from within.  With a strong set of internal values and a workforce that lives and breathes those values, it is unsurprising that Vega was named one of the Best Workplaces in Canada for six years running and this year nabbed the prestigious title of #1 Best Workplace in Canada 2017.  How does an organization like Vega secure its place at the top?  It starts with a connected community of likeminded people.

TELUS is a Canadian communications company that was officially founded in 1990. Since then, the company has grown to become Canada’s fastest growing national telecommunications company. TELUS provides services to 8.6 million wireless subscribers, 1.7 million high-speed internet subscribers, 1.4 million residential network access lines subscribers and 1 million television subscribers. Telus also provides communication products and services, which include wireless data, Internet Protocol, voice, television, entertainment and video and it’s also the nation’s largest healthcare IT provider. The success of TELUS can be credited to their company ideology. The TELUS slogan is “The Future is Friendly” and the company incorporates this ideology into each aspect of their brand. TELUS is known for their cheeky use of ‘cute’ animals throughout their branding and marketing campaigns to emphasize their slogan; but they also take many other measures to ensure the continued success of the company and to demonstrate their loyalty in providing excellent service to their customers. TELUS is active on a number of different social media channels, including Facebook, Twitter, YouTube, Instagram, Google+ and LinkedIn. They also have a company blog and an online discussion forum for customers called the Neighbourhood, that allows customers to “Share thoughts, ask questions, and get answers. All in one place.”

Background Parmalat is one of the largest food companies in Canada with $2.2 billion annual revenues. The company is a marketer of such popular retail brands as Black Diamond cheese, Ficello Cheese Strings, Astro Yogurt, Lactancia Milk & Butter and Balderson cheese. The company has a large and diverse work force of 2,900 people, operating a large corporate office in Toronto, 2 major sales offices in Calgary and Montreal and 16 manufacturing plants across Canada. Challenge Given the scale and complexity of its work force, Parmalat Canada has been searching for effective ways of promoting company’s values and increasing employee engagement across many branches with their unique geography, organizational culture and regional dynamics. This challenge is especially magnified by the company’s work force composition – only about 30% of work force is full-time employees working in main offices or plants, whereas 70% of workers are part-time hourly workers at various plants. The HR Department has turned to Social Media to increase employees engagement. The idea was to encourage company’s employees to share new ideas on  improve various aspects of company’s operations ranging from work processes, life balance, health & safety and even new product ideas. Social Media Solution The choice of social media tools that will allow for maximum participation in the initiative was difficult one. The company’s digital culture has been defined by work force average age (40+), and a long practice of using IBM Lotus Notes as a major source of all inter-company communication. As such, the HR department has opted for finding new ways of using existing technologies, expanding their ability to function as social media tool as opposed to creating new social spaces on Intranet or developing dedicated digital applications modeled after popular applications like Facebook, My Space etc. Towards that end, the corporate Lotus Notes was re-designed to give birth to a large digital project called “Parmalat’s New Ideas” that allowed employees to integrate social media functions with their regular activities on the Intranet.  The new platform provided capabilities to share and discuss ideas on various topics and select the best ideas by employees voting (15 votes required to put the idea for the Senior Management consideration). Real Life Roll-out/Early Wins In 2015, the Communication Manager, Ambra Sultzbaugh , led the roll-out of this initiative to employees in a series of in-person meetings across different regions. Since then, the program has significantly exceeded initial expectations… Read more »

The Royal Ontario Museum is one of the world’s leading museums in regard to natural history and world cultures. Given this fact, one might assume that an institution such as The ROM would want to keep it’s knowledge within it’s walls; however that is not the case. The ROM is arguably one of the most social and tech savvy learning institutions in the country. This is due by and large to their philosophy on social media and their social media coordinating team. Through online communication, The ROM hopes to build strong community connections and encourages individuals to engage in conversations and debates with their experts and employees directly.