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Mending Corporate Memory

Posted by sarah.chaney Employee Oct 21, 2016

Whether for better or for worse, the way in which we work has been shifting in recent years. Rather than focusing on establishing a long-term career, we are now intent on gaining experience in various fields. On the downside, think about the information and knowledge that slips through the cracks as old employees leave and new employees join. This is what we have come to know as “corporate amnesia.”


Let me give you an example. A few years ago, on my first day of teaching high school in Japan, I sat down at my desk surrounded by piles of notes and lesson plans. The scribbles, sketches, and highlights on the stacks of paper were meant to have meaning for my predecessor, not me. I had no idea what most of it meant. I was drowning in valuable information that I didn't know how to use, and I ended up throwing it all out and started new lesson plans from scratch.

Inaccessible Information.jpg


What a waste.


I spent time over the weeks and months rebuilding what my predecessor had already built. Time that I could have spent learning or building upon information, if I had known how to process it.


So then, how do companies retain this knowledge? As employees, how do we fit into the shoes of our predecessor? The digital workplace is one answer - by making work searchable, visible, and memorable. We can provide information that is written for a future audience in mind, not just our own - a cipher to our notes and lesson plans.


In her interview with Marginalia, Elisa Steele, CEO of Jive, explains how the industry is causing corporate amnesia, and how we can retain that knowledge through technology. Read the article to learn more about how Jive can help mend fragmentation within companies.

We all know about online universities that help students balance education with work, family, and lifestyle, but how about k-12 public school... online? Never heard of it? Neither had I. While the concept of homeschool may come to mind (having been homeschooled 7 years myself, it's what I first thought of) this virtual classroom is actually more closely related to a public school or online university for the young 'uns.  Instead of a single student being taught by their parents, students are interacting with their classmates and teachers online everyday.


Screen Shot 2016-10-13 at 5.04.41 PM.pngWho thought of this genius idea? Breaking into this new industry is Connections Academy, a fully accredited virtual school for65,000 young students across theUnited States. The students interact and collaborate with each other in virtual classrooms just like students in physical public schools. Recently, Connections Academy has been focusing on involving their parent community more with the help of Jive. I think recruiting volunteers and encouraging communication among parents is difficult enough at a physical school, let alone trying to rally parents across the US in a virtual environment!


On the Jive Blog, we had the opportunity to speak with Connections Education's manager of community outreach, Krista Mahler, about how they have worked toward parent engagement and marketing their school through word of mouth, in addition to boosting their parent volunteer participants from 1% to 15%.


Krista Mahler talked about how they have used their community on Jive, The Corner, to help the company move away from one-sided communication and toward a two-way conversation that deepens parent involvement in various marketing programs. They also encourage the parents to share tips and tricks within the community to get the most out of their virtual school experience. How cool is that?  If this opportunity had been available a number of years ago, I have no doubt my parents would have opted for a virtual classroom with support and encouragement from other parents. Who knows, it may have saved them some gray hairs from having to teach their difficult student all alone (my brother, of course).


To hear more about how Connections Academy achieved their goals of parent involvement, check out the Jive blog for some inspiration.


Thank you Krista Mahler for sharing your story! Keep up the good work!


GoDaddy, Go All

Posted by elisa.steele Employee Oct 6, 2016

The subject of Women in Technology receives some great public support from all of the STEM programs, diversity awareness initiatives and open conversations that are happening in Silicon Valley and around the world. But, with women holding just 25 percent of computing positions at US technology companies, it’s pretty clear we need more representation. There is significant room for improvement and a need for more people to take action. I am inspired by what Blake Irving, CEO of GoDaddy has been doing in this area. He's always been committed to helping with the challenges of women in tech - and he's recently made key decisions that set the example for how to truly make a difference.


GoDaddy is taking significant strides to help close the gender pay gap, which is in line with another organization we support at Jive – HeForShe. Last year, Blake approved a plan for the company that is almost unprecedented in any industry: it brought balance to the gender pay gap at GoDaddy while nearly tripling its percentage of female engineering hires. This past summer, GoDaddy joined President Obama and 27 other leading businesses at the United State of Women Summit in Washington, D.C., to commit to the federal “Fair Pay Pledge,” which is designed to close the pay gap between men and women in the US. Those accomplishments, among many others, recently earned GoDaddy a coveted spot on the Anita Borg Institute’s (ABI) Top Companies for Women Technologists list. GoDaddy!


One of the big ways the company is closing the gender gap and opening the dialogue on many topics is via a modern collaboration hub that is accessible to all of its 5,000 employees. In an article about diversity in The Next Web, Blake notes the importance of communication when it comes to ensuring gender equity across the entire company. “For us, we are big into visibility and transparency,” he said. And, the company’s Chief People Officer, Auguste Goldman, recently told us that having a digital "mosh pit of ideas" built on Jive's technology gives people at GoDaddy a voice and a place to engage around a shared sense of mission. We all know that being in touch with a larger mission is critical for employee engagement and empowerment. GoDaddy is raising the bar and reaping the benefits.


There’s still much more to be done, but I’m excited about what Blake, Auguste and the entire GoDaddy team is doing for women in tech as they build great culture and practice transparent leadership. Thank you, GoDaddy team, from everybody here at Jive, for continuing to push the boundaries of what's possible at work with an amazing combination of people and tech.


For anyone else who wants to make a difference when it comes to gender equality, consider becoming a mentor for the Anita Borg Institute or visit HeForShe to learn how both women and men are making commitments to level the playing field for women around the world.



elisa go daddy.jpg

Here I am at this year's Fortune Tech conference with amazing Jive customers who are changing the world: GoDaddy CEO, Blake Irving, Starwood Hotels CIO, Martha Poulter, and Intuit CMO, Carolina Donahue


Your Idea Counts!

Posted by communitygecko Oct 6, 2016

Brandy Robert, Senior Manager, Proactive Service Delivery, Oracle Corporation and Rob Shapiro, Senior Director, Customer Service Experience, Oracle Corporation, have teamed up to implement ideas in My Oracle Support Community. The Your Idea Counts! series of blogs (tagged with ideas, ideation and your idea counts was co-authored by them and will deep-dive in to topics such as why idea generation is important today; ways to capture ideas; user and business impact; changing company culture to rally around ideas; and, of course, measuring idea ROI's, KPI's and other intangibles.


Our blogs series, Your Idea Counts!, is not about the platform but rather about the definition, thought process and end-to-end process of implementing ideas in the enterprise for a product(s) but could easily be applied in many other avenues. This is a series because there is much to say and we don't want you to have to read a book to get something out of it immediately (so, short and productive pieces). This blog series gives you the necessary thinking and end-to-end plan (with actions along the way) on using Ideation.


Your Idea Counts!


This week, I had the pleasure of attending Advertising Week in New York, the advertising capital so to speak.  Before joining Jive in Portland, I spent many years in this dynamic, loud and colorful city, working in the ad world.  While it's always changing and somewhat chaotic, it remains a small world, as you see some of the same faces year after year.  Aside from the familiar though, it was also great to witness the new in all its forms - talent, companies and conversation.  Here are some of my favorite moments from this year's big event:


Arriving at the Thomson Reuter's building in Times Square for our first panel discussion, my colleague Molly Elwood and I couldn't help ourselves and snapped a few photos of the legendary Times Square Ball. The view was incredible and geared us up even more for the exciting things to come this week.



Next came the #SeeHer: Marketers Lead Positive Change panel led by Bob Liodice, CEO of the ANA. It was great to see top marketing talent from all sorts of B2B and B2C companies, including a strong representation from the tech space from Anna Griffin, SVP of Corporate Marketing at CA Technologies.  Anna stressed the importance of diversity in the workplace, specifically in tech, giving business a true leg up. "The unconscious bias is so powerful," Anna said and the company sets out to make strides to dispel it--putting talented women into engineering and decision making roles.  This is something that relates to working at Jive, as I see great examples of strong, intelligent women on our executive leadership team, in engineering, marketing and beyond.


My next dose of inspiration came from the Building Connected Stories panel at the Times Center stage, featuring top advertising talent and big names in media.  This particular talk was led by Margo Georgiadis, President of Google, Americas and touched upon the importance of mobile innovation in content programming.  I particularly loved the VR references that were very much a theme in many of the other events at Advertising Week, as well. Aside from that, precision and purposeful targeting was cited as a strength of mobile.  Marie Gulin-Merle, CMO of L'Oreal USA said it well when she stated, "delivering the right message in the right context and order" is hard to do but when brands get it right, there's big rewards.


I ended up hanging around the Times Center stage some more for the Creating Connections that Count panel, moderated by Carolyn Everson, VP, Global Marketing Solutions at Facebook. It was humbling to hear Carolyn start her talk by admitting to their recent video measurement error and publicly apologizing again to the audience, made up of the advertising community.  After she got that out of the way, she talked about the different ways Facebook is experimenting with content (including live video) followed by a panel of brand experts, leading the charge in mobile ad innovations.  While the common misconception is that a smartphone screen can be limiting when it comes to producing compelling advertising, Brad Jakeman, President of Global Beverage Group at PepsiCo said "doing the same thing you did the year before is the riskiest strategy you can take. I think we can probably be even more creative on a 4 inch screen than ever before!"


Lunch was next, and while the unlimited amount of food options in NYC can be daunting, Advertising Week made it easy for us through their awesome line up of sponsored food trucks.  My fabulous wood fired pizza and chocolate chip cannoli you see above was brought to us by Sizmek, ad management platform, and it was just what I needed to recharge. Plus, it really is true what they say - that NY water makes for the best pizza crust.


Wrapping up my first day in the same place I started it, the Thomson Reuter's building, I sat in on few discussions about women in business and advertising. The topics we discussed ran the gamut from effective examples of "femvertising" to furthering female professional advancement, to stories from leading women entrepreneurs. It was inspiring to hear that in terms of advertising, portraying women in a true, realistic light versus in a superficial and sexualized way is not only the right thing to do, it's profitable for business--positively impacting sales. I think this is a good lesson for us marketers working in the tech space, and not being afraid to experiment with representations that go beyond the typical tech male in a t-shirt and jeans.


Day two of Advertising Week kicked off with an electrifying debate, about the previous night's presidential debate led by news anchor, Katie Couric. While inevitable political banter pursued, I especially enjoyed the talk because it showed the election from the perspective of the modern, digital consumer. Advertising and earned media coverage was of course touched upon, equating this year's presidential debate with some of TV's most compelling programming.


Once again sticking around at the Times Center, the presidential debate panel was followed by a compelling talk about CEO Connectors, highlighting how key changes in the advertising and technology landscape change how we talk to different audiences.  It was amazing to see top agency, brand and entertainment talent represented.  You may recognize Padma Lakshmi, the face of Bravo's series, Top Chef, as she reflected on the way she started in programming and how she works with top brands to thoughtfully integrate them into the show.  We also heard from business leaders such as Susan Gianinno, Chairman of NA Publicis Worldwide who expressed that incorporating more diversity into their company is not only good for their work culture but that it also furthers innovation.


Lunch time was rather rushed but I managed to sneak away for a few minutes and indulge in a delightful, peanut butter shake from my East Coast fast food favorite, Shake Shack.  It was just as delicious as I remembered it to be, so if you happen to find yourself in NY, give it a try.




Another big highlight of the day came at the very end, as I got to see my past colleague Pam Grossman from Getty Images speak about Media for the Future Woman.  The talk focused on the way women are portrayed in media visually, and we got to see and hear about a few cliche as well as breakthrough ways brands can portray the future woman.  It was interesting to hear about new visual trends brands should be paying attention to, illustrated by photos of women surrounded by technology that makes them appear almost supernatural. I found this interesting, especially from a technology company perspective and how we think about showcasing our products and solutions.  We also got a copy of Glass, a new pop up publication full of trends and insights, "critical to shaping the future of women." I'm still enjoying my copy.




Truly saving the best for last, I also got to experience the power of the ultra smart and charismatic Arianna Huffington as she interviewed business visionary and entrepreneur, Mark Cuban. It was fun to see their lively discourse, Arianna heckling Mark about the presidential debate but also getting some amazing insight into his investing strategy and some of his best business collaborations. Not surprisingly, the companies he's most excited about stem in technology and healthcare. Mark referenced a quote that really resonated with me: "perfection is the enemy of profitability," and I aim to apply that to my work and personal life.


I hope this summary has piqued your interest about the people, companies and ideas influencing today's marketing and advertising landscape. I know I've learned a lot along the way and hope to bring some of these insights back with me into Jive - you may just be seeing some of them come through in our future marketing so be on the lookout for some kickass women!  And feel free to peruse future Advertising Week events on their site or watch the video stream from this week's discussions.

Over the years, a lot of very smart people have pronounced email dead. Yet, despite the fact that it’s a known productivity killer and makes frequent users far less effective at their jobs, it keeps coming back again and again. Email isn’t dead. It’s undead. Like a horde of zombies, the messages keep coming, relentlessly hammering company inboxes, day after day, night after night.


“Like the pager, fax machine and landline before it, as a communication and collaboration tool, email has seen better days,” says David Macmillan, Jive’s Head of Global Sales, in his new article in the Financial Times. So why are we still battling it? One big reason is familiarity, he says. “When executives are faced with the choice of sticking with email or adopting new ways of enhancing communication and collaboration within their organizations, time and again, they fall back on the old standby.”


While only 16% of leaders are satisfied with their ability to measure the effectiveness of their internal communications, most plan to increase their organization’s reliance on email in the coming years. Perhaps the most tragic part of all is that IT departments have already identified a better solution: the interactive intranet. A recent Jive survey found that 88% of CIOs ranked interactive intranets as superior to email.


Companies that scrap email in favor of technologies that enhance employee collaboration thrive, while those that don’t are in real danger of being eaten alive. You’re already facing hungry competitors seeking to consume your share of the marketplace, so why would you take them on with a glossy-eyed, disengaged workforce that spends its time batting away mostly-useless communications?


To learn more about how to get rid of email in your organization once and for all, read David’s article, “Is This the End of Internal Email? (Hoorah!)” in the Financial Times.



We’ve come a long way from the days when our ancestors swapped tales of the hunt around a campfire or merchants traveled thousands of miles along the ancient Silk Road to sell their wares. Today, we can instantly share hilarious cat gifs with friends around the globe on social media or get our retail needs met online anytime, with next day delivery. Yet, despite digital’s reach, one thing hasn’t changed – authentic connections are still the best way for marketers to convince prospects; and those are made face to face. It’s those personal connections that have allowed businesses to build trust with customers for as long as there have been both businesses and customers.


When it comes to closing a sale, conferences, conventions and meetings beat out webinars, videos and online presentations by a mile. But don’t count technology out – it’s the perfect way to support your event, from the planning stages until long after attendees have packed their bags and headed home.


In her latest article for Business 2 Community, Kim Celestre discusses how you can use tech to build excitement for your event while gathering powerful insights that will help you plan future campaigns. During the event, she’ll talk about the ways you can bring offline conversations online and broadcast the festivities to the world in real time. After the event, she’ll show you the tools that will keep you connected with attendees and help you carve up all of the social and video content you collected to create even more value for your brand.


As an event manager myself, I thought Kim's article was a great read going into the fall conference season! To learn more, read “Building an Event Community: Telling Your Brand’s Story with Technology” at Business 2 Community.


For human resources, it’s the crisis in employee engagement. For corp communications, it’s the struggle to inform and align an increasingly diverse, dispersed workforce. For IT departments, it’s the challenge of digitally transforming their companies while managing a disparate, ever-growing patchwork of systems that complicates life for IT staff and business users alike.


That may sound like many problems, but when you get down to it, it’s just one: fragmentation.

Is your company news reaching all of your employees?


In a perfect world, strategic alignment would be a given. All employees would know what your company is doing, where it wants to go, how it plans to get there and how to play their part. Not only would people understand the mission, but they'd feel invested in it and committed to it. In an era where companies encourage different types of workstyles from everywhere around the globe, they're starting to experience difficulty in getting everybody on the same page. Communication is becoming fragmented, which directly affects the health of the organization.


Only 14% of employees understand their company’s strategy and direction. (Smither)


Corporate communications professionals are doing their best to bring their companies together, but they're hamstrung by aging, inadequate tools:

  • Email blasts get lost in overloaded inboxes
  • Static intranets don't get enough adoption
  • One-way communication channels decrease employee interest
  • ...And, nothing can be measured!


It's time to remove fragmentation with the right technology.


There's a way to improve communications and get the job done with new technology. In From Fragmentation To Connection, we discuss how a new kind of intranet – the interactive intranet – can serve as a digital hub, bridging the chasms that Communication teams and executives might have when trying to get the business together.


Read the eBook now: How IT, Corp Comms & HR Unite Companies With Interactive Intranets

How are you preparing for digital disruption in your workplace?


And better yet: two Jive customers made the list.


Every year, the Association of Support Professionals (ASP) recognizes the top ten best web support sites in the world. This year, our very own Jive Community, along with Esri and LANDESK's communities, were recognized in this honor.



And the crowd goes wild!


From the press release:


“What customers want is straight-forward, simple support that requires minimal effort to get the answers they need,” said Alfred Hahn, executive director of the ASP. “This honor is well-deserved for Jive, as the company provides just that—not only for its own customers but for other businesses that we’ve recognized with our award over the years. Jive’s community fully demonstrates best practices and excellence in online service, including integrated search, personalized repositories of recommended content and an intuitive, mobile-enabled interface.”


So please join me in congratulating the people that make these kinds of wins possible... each of YOU.


That's right. Without your support and passion for improving your own communities, we here at the Jive Community wouldn't constantly be striving to make the support process and product even better.  Special shout out goes to the community managers and their teams at both Esri and LANDESK.


Check out the full announcement to bask in the glory: Jive-Powered Communities Recognized in 2016's Top Ten Web Support Sites 


And here's to seeing more Jive-powered communities make the list next year!

Elisa.jpgJive's fearless leader and CEO, Elisa Steele, recently sat down with a handful of journalists, including ones from Huffington Post and IDG Connect, and shared some insightful advice for young professionals and C-Suite execs alike. I had a chance to read up on these interviews and was pleasantly surprised about what I learned about the woman in charge. Here are some of my favorite highlights and things I didn't already know about Elisa Steele (and if you did, you get a gold star!):


1. While you may regard her as a marketing maven, rising from the ranks through marketing leadership roles at companies like Skype, Yahoo!, and Jive, Elisa Steele's first job was actually in enterprise sales at AT&T.


From Elisa on IDG Connect:

"In my first job out of college as an enterprise sales representative at AT&T, I learned that being prepared and getting to know your customers inside out was critical in succeeding and gaining trust in business relationships. I think this is truer than ever for people starting their careers today. Don't get so caught up in the technology you're building that you lose focus on who is using it—everything comes back to people and human behavior."


2. Elisa Steel is a former Jive customer turned Jive employee. (Bonus points if you know where she was a Jive customer before!)


From Elisa on Huffington Post:

"My best employment experiences were at companies where I truly lived what they develop and sell. Skype and Jive had that in common for me. At Skype, I used the product as part of my everyday life experience, and cared deeply about it. I could genuinely relate to what the brand was all about — and what it needed to be for people. It is very similar at Jive because I was a previous customer who used the product to connect and unite employees. I already knew the incredible impact it can have for teams, functions and leaders — and how it truly empowers people to work better together. I felt connected and committed before I even walked in the door."


3. Elisa Steele doesn't believe in work-life balance. What?!?!


From Elisa on Huffington Post:

"Ha! I don’t believe in work-life balance. Life is just life! Work plays a big part, but so does family, friends, community, and all the other things that are important to you. I’m a career-minded person so work will always be a part of my life."


And there's plenty more advice where that came from. Be sure to read her full interviews on Huffington Post and IDG Connect for bonus Elisa trivia facts and words of wisdom:


Women in Business Q&A: Elisa Steele, CEO, Jive Software - Huffington Post

C-suite career advice: Elisa Steele, Jive Software - IDG Connect

When it comes to employee engagement, opting out is no longer an option for communications leaders. Providing employees with key corporate updates is more important than ever, but today’s workers want even more. People desire a platform where they cannot only get information, they want a place where they can talk back.


When you consider the fact that companies with highly-engaged employees are 21 percent more profitable and outperform peers with anemic engagement by 147 percent in earnings per share, you can’t help but conclude that two-way communication is key to delivering breakthrough business results. But, because today’s organizations have long-since outgrown executives’ ability to connect with employees one-on-one, leaders more accustomed to handshakes than hashtags must overcome some challenges.


In my new article in CommPro, I discuss how corporate communications and HR teams play an important role in coaching and enabling executives to succeed in this new work environment. By helping leaders fine-tune their preferred mix of communications channels and tools to best suit their personality and objectives, you’ll ultimately increase overall employee engagement for the company—and get in on some of those big gains as well.


To learn more, read Engagement Starts at the Top: 3 Ways Leaders Can Improve their Communications.


Hope you enjoy and would love to know what other tips you have on this topic! 

humana.jpgJive's corporate communications team recently sat down for a Q&A with Humana, a leading health and well-being company focused on making it easy for people to achieve their best health with clinical excellence through coordinated care. Humana uses Jive for not one, not two, but a whopping SEVEN business use cases, with internal and external communities galore, making Jive their swiss army knife for collaboration and communication technology. Here's a quick run down of their use cases:



Use case: Internal, Sales Enablement and Collaboration

Overview: Connecting sales reps and identify subject matter experts, enabling two-way communication between Sales and support business areas



Use case: Internal, Digital Center of Excellence

Overview: Central employee hub for document collaboration and leadership blogs.

Use case: External, Support

Overview: Providing expert answers about Medicare to anyone aging in to Medicare or to their caregivers.



Use case: External, Customer Service (2 communities)

Overview: Providing customer service for those enrolled in Humana's health benefits rewards program, HumanaVitality.


Clinical e-Collaborative

Use case: External, Private Partner Community

Overview: Providing a way to connect selected medical providers with one another and to provide important data to them related to their practice.



Use case: External, Private Support Community

Overview: Providing a support portal for employer health benefits administrators and members insured through those employers.


If ANY of these use cases align with yours, the Q&A is definitely worth the read. It also includes a great video interview with Sabrina Deitch at Humana where she goes into more detail about their FUSE community.


Check out the full interview and video with Sabrina Deitch and Jeff Ross here:


Jive Helps Improve the Health of Humana’s Internal and External Communities | Jive Software

ThinkstockPhotos-528912136(1).jpgAs many of you know, I'm the internal community for Jive's very own interactive intranet, Brewspace. My job is to design, implement, and operationalize strategic use cases for Brewspace, with a strong emphasis on enhancing employee communications and engagement. My day-to-day consists of tuning into and supporting our community, attending meetings to ensure business alignment, creating high-value content that teaches our community members or communicates a company-wide campaign/announcement, and pulling performance metrics and reports for executive summaries. To all my fellow internal community managers out there, this sounds familiar, right?


Then you're probably familiar with the following interaction with a certain type of community persona; the ones who are team managers, program owners, and department leaders. It starts off with a direct message, a 1:1 meeting request, or, god forbid, an email:


"Hey! How do I go about setting up a group? I want to create one for my team (or project, or whatever). And can you help me make it look good?"


*sigh* This is always a tough one. Because we all know that it's quite easy, almost too easy, to create a new place for team and project collaboration. It's certainly not hard to figure out, and once they do, they assume that launching a place is all about how it looks. In the beginning, not many people are considering beyond the look and feel... It's interesting how often I get the initial blank stares when they are asked about the audience, it's purpose, and how a place should be maintained and nurtured.


While I've offered 1:1 training's and consulting for anyone who owns large scale use cases and program, I also decided to create some self-help documentation and templates to help guide Jivers through the process of setting up a new place, and more importantly, setting their expectations regarding the ongoing commitment required once their places are created. Because after all, making it look good is only the icing on the cake.


I've decided to share this consulting process and these training assets with you, the Jive Community, in hopes that they might be relatable and valuable to your own interactive intranets.

Consultation vs Self-Help:

When helping community members self-centralize and create places for team collaboration, it’s important to understand when to step in and offer 1:1 assistance. There’s a fine line between doing everything yourself and expecting your community to help themselves. The former ensures governance and consistency, but can easily consume all of your time. The latter could easily turn your community into the wild wild west, full of places that are unmanaged, ineffective, or unused entirely.


For Brewspace, I opt towards consultation for any major use cases like company onboarding, strategic alignment initiatives, department portals, ideation for company wide cost savings innovation etc.  In those use cases, I typically sit down with a program owner and ask:


  • What is your goal?
  • What 2-3  major activities, engagement can the user expect from this community?
  • How much resource do you have to commit to an editorial calendar, content creation and the ongoing moderation?
  • How frequent do you want to surface your community activities at the company wide level?


This first phase takes the longest because it forces people to think about the tactics of the program itself rather than thinking about how a place should look.  Once I have answers to those, I'll recommend either to implement their program in an existing Place within the community, or create a new Place.  I'll then create a wireframe, take a stab at the initial design, then request feedback until the stakeholders are happy.  We'll then launch it and I'll create a data sheet for it for other Jivers to learn from for their initiatives. By investing 1:1 time in the marquee use cases and creating these data sheets, I can scale this training and support material to anyone else who is interested in creating their own place on Brewspace.


In reality, there’s no universal formula for knowing how much time to spend creating places yourself versus teaching your community to help themselves. Every community will be different. But in both 1:1 consulting and self-help, the key message that I keep reinforcing is: It's not only about launching a program but about the ongoing engagement.

The Result: Places with Purpose

To help provide you with a running start, I’ve shared all of the data sheets I’ve created for my own community members to help them create places with a purpose. You can use these as a starting point when creating places that support department communication and collaboration or simply guide people to see if this is something they are ready to sign up for.


Example: Guidelines for Place Creation and Ownership

Interactive Intranet Profile at Jive: Marketing (Home)

Interactive Intranet Profile at Jive: Marketing - Marketing (global  private group)

Interactive Intranet Profile at Jive: Marketing - International Marketing

Interactive Intranet Profile at Jive: Marketing - Growth Marketing and CMR Program Center

Interactive Intranet Profile at Jive: Marketing - Creative Services

Interactive Intranet Profile at Jive:  Corporate Communications and News

Interactive Intranet Profile at Jive: Marketing - Onboarding

Interactive Intranet Profile at Jive: Marketing - Corporate Events

In April of 2016, Starwood Hotels replaced their existing intranet—an old, out-of-date platform with no mechanisms for two-way dialogue or engagement—with Jive's interactive intranet. With everything they needed to support collaboration for their 250,000 plus employee community right out of the box, Jive's cloud solution made deployment simple, and the entire project stayed on schedule—and within budget. Now, four months later, the old "megaphone" platform is a distant memory, and Starwood's employees are taking advantage of the powerful collaboration capabilities the Jive interactive intranet provides: people are exchanging ideas, connecting with one another and building community in unprecedented ways.


Check out our video featuring Starwood's VP of Enterprise Systems, Brad Carr, and learn how Jive solved major pain points in their previous platform and is helping make Starwood a better and more fun place to work for its employees across the globe!



Screen Shot 2016-08-18 at 12.34.09 PM.png

Employee Engagement

All companies want it but few find it - at least to the level they really want.  And why?


Everyone has their theories on how to nurture employee engagement.  Usually, it comes in the form of a program or personality test or a new benefit (like child care).  And yet employee engagement is crazy low.  Why is that? Almost everyone is confusing two words:


Satisfaction & Engagement


What we are usually fighting is Dissatisfaction, or another very similar term, Disengagement. They kind of go hand in hand. Either way, it's what we are trying to avoid.  We assume that because the employee programs we put into place take employees out of those states that they will automatically put them into a state of Engagement.  But that's where most people err.  Rather, these programs often put them into more of a limbo land between Dissatisfaction and Engagement called Satisfaction.


So rather than creating "Engagement programs" they inadvertently create "Satisfaction programs."  And in fact, the Satisfaction programs work perfectly, except that management was expecting Engagement-level results.


When a company goes from Satisfaction to Engagement, it turns out that they actually shy away from programs and start working on the core culture in more meaningful ways.  They start designing and crafting the environment rather than slapping on lame programs.  Creating an engaged workforce isn't a "force on our employees" type initiative, but rather they create an environment that will allow their employees to be engaged.  Why is it so rare?  It isn't a "check the box" activity.  It is a sustained mentality and purposely designed set of circumstances.


And that isn't an easy thing to do.


Watch the video below for a better explanation for the difference between these three states.  Share this video with your colleagues and employees so they can understand why their employee programs may not be working.  Then together, you can reevaluate the programs you have in place right now.



(For a more in-depth look on this subject, check out the original post from my blog.)


Since this is a community of community managers, I'm know I'm preaching to the choir.


So let me ask:


  • Has your company broken through from the state of Satisfied to Engaged employees?
  • What made the difference?

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