Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
ORLANDO, FLA.--HR professionals have to figure out how to cut through the noise of technology bombardment to reach employees in ways “that resonate with them,” in real time, said Jessica Miller-Merrell, chief executive officer of Blogging4Jobs, in her session “How to Integrate Social Media and Technology into a Workplace Communication and Engagement Strategy” at the 2014 Society for Human Resource Management Annual Conference & Exposition .
Miller-Merrell is the author of
Tweet This! Twitter for Business (The P3 Press, 2010) and writes for
Fortune, AOL Careers and SmartBrief.
Conducting the session wearing Google Glass and a wearable device called Shine (a fitness tracker), Miller-Merrell said, “These are technologies that can be used as a form of engagement for our employees. And they’re only going to get smaller,” noting that Google secured two patents in April for smart contact lenses, which will include cameras and sensors aimed at helping diabetics monitor their blood glucose levels.
“These things aren’t going away,” she said. “We’re at the precipice of some amazing things that are going to happen. Because we in HR are mostly risk-averse,” HR professionals must actively work to adapt to changes. The adoption rate of social media use for HR professionals is “still pretty low,” she said. “Our workers want access and flexibility—now. This is where digital technology comes into play.”
According to a social media workplace study her company conducted and released this year, the results of which can be found at
http://b4j.co/socialme-work, those HR professionals who are using social media at work use it primarily for the following reasons: distributing and communicating company information; recruitment and hiring; research and personal development; employee recognition and engagement; social learning and collaboration; employment branding; and listening and monitoring.
HR needs to keep in mind that today’s talent pool is in the consumer marketplace, using technologies daily that they expect to be able to use at work.
“It’s time for the workplace to catch up and begin to leverage these technologies,” she said.
While some companies are using platforms like Yammer, Chatter and SharePoint for employee engagement, many are chiefly using Facebook, which is nonetheless an excellent starting point:
“It can be a very good way to disseminate information. People spend six to 15 hours a week on the site. They spend more time on Facebook than they do at the gym.”
She noted that many companies have found value in using text messages to communicate with employees—particularly during natural disasters.
Text messaging can also be utilized in more everyday ways. Miller-Merrell told of a Budweiser sales manager, based in Oklahoma City, who was looking for a way to engage his workers. He used text messages to ask employees their opinion about work-related issues and best practices. Not only is memory retention better when communicating this way, she said, “text messaging can be a real powerful way to engage your audience. You can use a text message platform to engage people on the fly.”
Aliah D. Wright is an editor/manager for SHRM Online.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Member Discounts Program
SHRM’s HR Vendor Directory contains over 3,200 companies