Evolution to a
Social Intranet
Elizabeth Lupfer
The Social Workplace
@socialworkplace
Most intranets
have a bad start
in life
The first step to
intranet recovery is
to admit your site is
a poopy mess
Intranet Roadmap
• First Verizon
intranet
2000
Documentation
• Content mainly
in PDF or Word
format
• Siloed regional
sites with
different look
and feel
• SSO
• author/review
content
manually via
paper
wireframes and
submit to IT
Resources to
publish
• Content
Management
System
• Workflow
• Common look
and feel
• Customized to
do’s and heads
up
• Integration of
back office
feeds
• First pilot of
• collaboration
functionality
on the intranet
• My NetWork
Collaboration:
Launch of
enterprise
collaboration
suite
• Enterprise
homepage
planning for
expansion of
Web 2.0
features
throughout the
intranet
2005
2007
2008 - 09
• One global site
• Enterprise CMS
• Enterprise
Workflow
• Governance
and training
• Enterprise
Search
• Extranet
• Static footer
bar with alerts
2010
People
In 2008 it was web 2.0
In 2009 it was social media
In 2010 it was social media
in the workplace
Today it is about being
social in the workplace
Where Can We Improve?
Critical tasks that are often on an employee’s plate
lack context for due dates, timelines, or what is
coming up in the future.
Content and transactions
are not integrated
effectively
The experience would benefit
from more awareness and
personalization
Transactional pages consistently see the
highest views on company portals.
Training is given very little focus,
and there is no awareness of the
employee’s history or needs.
A social intranet considers
employee behavior
in order to create a truly
collaborative and
integrated
social experience
Building an Intranet for the
Employee Life Cycle
•Mobility
•Organization
change
•IT and
Workplace
Services
•Other internal
platforms
•Search
Talent
Acquisitio
n
Compensa
tion
Onboardin
g
•Time
reporting
Employee
profile
Performa
nce
Managem
ent
Benefits
Learning /
Developm
ent
Corporate vision and messaging
Business Objectives
•Administrative
responsiblities
•Communications
IT Infrastructure
Data standardization
Why are Employee
Profiles Key?
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
• ONE Identity. Instead of having several profiles across Intranet
applications, the new profile will consolidate these into one place.
Employees update their personal information, manage their blog and
security profiles all from one place.
• Get a more complete picture. Uncover the "hidden" talents of your
employees and put these skills to work
• Make smarter talent decisions. Be truly informed about employees
before making job assignment decisions.
• User-generated content. Leverage the community benefits of social
bookmarking in order to create accurate profile information.
• Cast a wider net. See far beyond the rigid confines of organisational
structures and geographic locations when assessing your talent pool.
Talent Acquisition
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
• Peer to Peer Recruitment - Employees as
brand advocates
• Referral Schemes – Tap into the digital social
and professional graphs of employees and
networks
• Talent Communities - Connecting job seekers
• Reputation and Brand - Managing
conversation
Source: Recruiting Future
@Matt Alder
http://recruitingfuture.com/2011/03/08/redefining-social-recruiting-for-2011/
Onboarding
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
• Role Specific Wikis - Living, breathing
documents that based on a user's role.
• Discussions on Shared Services – Question and
solution approach to new hire issues
• Tip / Tricks from the Community – Allow new
hires and long time employees to contribute tips
to help others through the process.
• Track Search Terms and Refine - As new hires
search for information, search terms should be
saved and analyzed.
Source: AIIM.org
@JohnBrunswick
http://www.aiim.org/community/blogs/expert/
Social-Onboarding-Dashboard-5-Tips-to-Enable-and-Retain-Talent
Learning and Development
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
Allows employees to set
specific development
goals with a focus on
training.
Social Learning –
collaborative learning
and development in
virtual spaces
Performance Management
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
The interface makes it much
easier for employees to see
their overall progress through
the year.
In order to give employees a
more readable interface, each
objective can be expanded to
show the details.
New functionality allows
employees to ask for
additional feedback from
colleagues and post projects
to their Profiles.
Stretch objectives are called
out.
Compensation
Compe
nsatio
n
Perfor
mance
Mana
gemen
t
Talent
Acquis
ition
Onboa
rding
Employe
e profile
Learni
ng /
Develo
pment
Benefi
ts
• Using Social Business Tools/Platforms provide
employees the statistics to support their
company’s performance management plan
(PMP).
• Providing features like endorsements and
strong individual analytics will go a long way
toward having employees use this data to
support them meeting and exceeding their
objectives.
Killer Social Intranet Apps
• Collaboration sites and Knowledge Share
– Internal Twitter, employee blogs, threaded conversations, Idea
Generation
• Point-based Social Recognition and Achievement
• SMART Enterprise Search; Social Tagging (employee-generated
keyword tagging of intranet content)
• Mobility and External Access
• Unified Help and Live Chat – Global help for employees to submit
feedback or questions.
• View by Country – customization of the intranet view to allow frontline managers and business partners to see International
experience
Collaboration and Knowledge
Idea Generation
Reward and Recognition
of your employees would
leave their current job for a
company that clearly
recognized them.
49%
Gifts do not sustain loyalty.
ENCOURAGEMENT drives a
culture of performance.
Engagement through Achievement
To better encourage employees to use About You and other areas
of the Intranet, a concept of “Cred” will be introduced
This concept, from gaming, will reward employees with points for
accomplishing tasks in a variety of Intranet Applications.
The more points a user receives, the better their ranking. A light
approach to competition will lead to great adoption of features
related to points.
With a push to get more employees engaged with truly living the
Credo, this component will allow colleagues to leave specific
feedback on a fellow employees profile talking about how that
individual exemplifies the tenants of Verizon’s Credo.
This light weight, easy to use feedback mechanism will inspire more
employees to seek out opportunities to prove themselves.
Enterprise Search
Mobility and Extranet
The mobile interface will feature all
the information of the full site,
with the display optimized for
mobile devices.
Users can use touch gestures to
swipe through the components of
the interface.
Elements of a Social Experience
• ONE INTEGRATED EXPERIENCE: 1 Portal, 1 Mobile App, 1
Extranet for all Verizon, 1 SSO Employees
• CUSTOMIZED: ultimate personalization:
experience/content/design/navigation per employee
• REAL TIME COLLABORATION: Employees can interact with
global colleagues using Web 2.0 Integration (shared video,
Q&As, ideas, discussions, docs…)
• Embedded Intelligence: SMART DATA with SMART ACTIONS
(1 click, 3 steps)
• Content and transactions are INTEGRATED and
INTERACTIVE
• Employees can get the full site EXPERIENCE from any
mobile device
The Social Workplace
@socialworkplace