Adib shared that prior to 2013 American Airlines was undergoing a brand modernization process that meant major change. Leadership was ready for change, yet they recognized that employee needs (to be heard and a part of change) were vital to healthy change. At this point, they chose to develop their internal community.
Why Jive? Per Adib, Jive enabled:
- real-time communication
In 2013 they launched their Jive community and continuously adapt it according to community need. Adib has a fun top 10 list of what he's 'learned throughout the process'
- Jive is fun
- You've heard it before, but it's true, you need buy-in
- Get leadership to hold each other accountable
- Tie it into your culture initiative
- Demonstrate small changes based on the metrics
- Don't be afraid to try something new
- You will never be ready for social so just jump in
- Not everyone wants to be social and that's ok
- Don't try and do it all at once
- Your'e never ever ever done
Alexander's story of organic community developed by a grass roots group of employees with no distinct goal, only a passion and ideas to implement change, was inspiring. The storyline of evolution from social media (wikis, blogs, etc.) in 2006, to the creation of a Jive community in 2012, was fascinating.
I had a schedule conflict and had leave Alexander's section a little early. Sorry, Alexander.