We all drift. We don’t mean to, it just happens. Whether it is from our original intentions of why we set up our business, our intention to focus on our goals or even an early morning exercise routine. We are human, right?
You need to be prepared to manage the risks associated with operating in the digital era regardless of whether social media and other digital technologies are part of your organization’s strategic agenda. It is critical that you ensure your policies reflect digital era realities and that employees and managers understand not just the “new” rules, but also how “old” rules apply.
The best leaders among us have learned to foster a culture where employees are not afraid to push back or share their thoughts, even though they may differ from those who they report to. These leaders look beyond the person and their imperfect approach to the feedback being given.
If you accept the premise that an interview is the ultimate sales call, then you would expect the candidate to be conducting her own needs analysis of the role – determining what you are looking for in the right candidate.
HR or OD (Organizational Development) plays a critical role to the success of social business transformation for many reasons. They have the ear of company leadership. They interact with employees at all levels and in every job function. They understand the structures of each organization they support.
Organizations usually benefit when there are multiple intersections among staffers through social media. Human resources is in a position to facilitate these efforts and create useful applications and adoption of social media best practices throughout the organization.