Small World Labs

HR has never been the poster child for early technology adoption but this report from Forrester's Zach Thomas makes a pretty convincing case that HR in large corporations stand to gain from embracing corporate social network. Gains in retention, workflow, and recruitment alone seem to make it a no-brainer. A word of advice for HR departments currently investigating social media, don't get thrown by the technology in the market. In all honesty (especially considering that Small World Labs is a social networking technology vendor), the value derived from a companies social network is predicated on the level of activity in that network. Here's our list of 3 things that make a corporate network successful:

1) Make it relevant.

People won't use a solution just because it is there- they use it because it helps them get something done/ save time/ make more money. How you structure the community is predicated by the value the network delivers for users. For example, a corporate social network whose main purpose is to connect subject matter experts scattered around the world might include profiles that allow people to easily view all community members that share a job title. As an IT Manager, I would able to quickly bounce an idea off my peers around the company who potentially have been working on something similar. That type of value would drive me to rely on the network for more and drive more activity.

2) Consider demographics.

If your organization is 100% populated by people in their early 20's, chances are they are already sophisticated users of social media. If that description doesn't match your organization, make sure to allocate time/budget to making the case for adoption and training in how to use the solution. You wouldn't launch a product without marketing it, the very same principle applies to corporate social networks. “Best vacation photo” or “submit a caption” contests are just a couple of examples of activities that will encourage participation and drive content creation by people who may not be all that familiar with social media. By empowering people to both use the solution and create content you are seeding the potential for success.

3) Prepare the C-suite (and watch out for Legal).

The true value of a corporate social network relies on people using it. Nothing will crush the will of people to interact if they think that they cannot do so openly. Work proactively with your executives to establish policies for openness and how the rare occasions of inappropriate content will be handled. Communicate those policies at the get-go but also let them evolve with the input of your members. Furthermore, be prepared to deal with the legal department. Here’s a tip for the wise: Work with your legal department, after you have a plan, to minimize risk instead of trying to eliminate it all together. The end result might be a little tamer than your original plans but it will be a lot easier to swallow to the C-suite.

These are just my top 3... Does anyone have any other tips?