Archive for March, 2012

March 29, 2012

Médias sociaux et vie professionnelle: état des lieux


Comment les médias sociaux bouleversent notre vie professionnelleL’usage des médias sociaux, a fortiori par le biais des mobiles, change radicalement la donne en entreprise. À tel point qu’il en devient une préoccupation grandissante des employeurs et des annonceurs. État des lieux en 10 points:

– Interdire ou contrôler leur usage comporte le risque de se priver de leurs avantages.

– Vie privée et vie professionnelle ne correspondent plus à des plages définies dans le temps. On demande aux employés de répondre à leurs e-mails en vacances. Ces derniers trouvent donc normal de consulter Facebook au bureau.

– L’e-mail disparaît progressivement devant Facebook ou Twitter qui deviennent les outils de communication et d’information primaires.

– Les plus jeunes partagent volontiers l’information, et par conséquent celle qui concerne leur employeur. La « privacy » est un concept dépassé.

– L’utilisation des médias sociaux rend la protection de l’information quasiment impossible, alors que les obligations en termes de protection de l’information se sont renforcées. Saviez-vous que 3% des notebook et 10% des clés USB appartenant aux entreprises se baladent dans la nature?

– Les solutions passeront par l’apprivoisement des nouveaux médias tant des aînés (ouverture) que des plus jeunes (limites).

– Le code de conduite doit être revisité en tenant compte des aspirations des plus jeunes à cette nouvelle forme de communication « ouverte ».

–  Le défi nécessite une approche multidisciplinaire: les départements Legal, HR et Sécurité IT doivent travailler ensemble pour accoucher de procédures adaptées.

– C’est en impliquant la génération Y elle-même qu’on trouvera les solutions.

– Il faudra du courage pour faire le choix de l’ouverture de son entreprise aux médias sociaux, car il faudra faire confiance. Une tendance pourtant inéluctable…

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March 28, 2012

TruParis: rencontre autour des nouveaux métiers du recrutement web 2.0


Une non-conférence: qu’est-ce que c’est? A quoi ça sert? Imaginez-vous partager vos expériences avec d’autres personnes passionnées et multiplier par 10 le nombre de contacts que vous pourriez avoir lors d’une conférence de format traditionnel. La non-conférence organisée par LinkHumans en janvier dernier à Paris est une première du genre.

Intéressés? Regardez la vidéo réalisée par LinkHumans: Vidéo TruParis

March 28, 2012

Are Facebook users Narcissitics or Idealists?


Ana Isabel Canhoto , an instructor at Oxford Brookes University recently shared highlights of a speech by Paul Fennemore, a Managing Partner at Viapoint.

Fennemore contends that every social media strategist needs to consider six aspects of human behavior if they are to understand the drivers of social media.  Social Media may be a relatively recent technological phenomenon, but the behavioral drivers that explain why and how the various platforms are used are old. This post explains, in very basic terms, these six key drivers: altruism, hedonism, homophily, memetics, narcissism and tribalism.

Altruism

 The unselfish devotion to the welfare of others.   Application: Social network users readily share information with other users. They share information simply because they believe it may be helpful. This behaviour occurs even when the users do not know who benefits from the information being shared. Example: A study showed that altruism is a primary reason why many travelers selflessly share experiences to help others have a more enjoyable vacation.

Hedonism

A belief that pleasure is the main – or only — goal in life  Application: Hedonism can affect social media in two ways: 1) People use social media because doing so is an enjoyable activity. 2) People use social media because it  provides a novel way of accessing activities that give them pleasure, such as meeting people.  Example: To the dismay of idealists, research shows that young people are usually not using the social web to change the world. They are using it to experience a digital nirvana of a vast supply of movies, music, instant communication and of course, sexual opportunity.

Homophily

The tendency of human beings to associate with others similar to them. “Birds of a feather flock together.”  Application: People tend to join and become attached to social networks whose users share similar interests or beliefs. Example: There are many recent studies revealing the power of peer recommendations on purchasing behavior and product discovery.

Memetics

 The replication of ideas, habits and beliefs across individuals. Commony known as a “meme.”  Application: For a marketing message to go viral, it will need to exhibit the following characteristics: 1) be assimilated by a social media user 2) be retained in that user’s memory; 3) be replicated by the user in a way that is observable by other users; 4) be transmitted to other users (who, in turn, assimilate, retain and further replicate the message). Example:Here are some of the best Internet memes of 2011.

Narcissim

Excessive fascination with oneself.  Application: Social networks provide an outlet for individuals to engage in self-promotion. Specifically, research suggests that Facebook users are more likely to be extraverted and narcissistic.  Example:  Recent research from the University of Georgia showed that narcissisistic personalities had higher levels of social activity in the online community and more self-promoting content.  Strangers who viewed the Web pages of these users judged the page owners to be more narcissistic.

Tribalism

A person’s strong feeling of identity and loyalty towards a specific group (the tribe). A person derives social value from participating in that community.   Application: Social media enables continued interactions between supporters of a brand, and between the consumers and the companies, thus increasing engagement.Example:  Reseach in the U.K. shows that restaurants and hotel chains who successfully make customers feel part of an exclusive clan engender loyalty. Tribe members want to contribute to the success of the tribe.

What other key drivers of human behavior would you add to this list? What motivates YOU to use the social web?


March 27, 2012

Facebook @ Work: Waste of time or Motivator?


A growing number of employers are realizing that letting employees use Facebook at work is not an evil waste of time.

These employers know that people work hard these days. Many work long hours at the office and more at home. Using Facebook for a few bit at work is a fair trade.

Some IT managers believe that using Facebook at work makes workers happy, reports Computerworld.

Gartner earlier this month reported that fewer companies are blocking Facebook at work. Nearly half of large corporations blocked it in 2010. By 2014, only 30% of them will, Gartner thinks.

Companies are loosening up their restrictions to social media at a rate of 10% a year, Gartner says.

But to think that 30% of enterprises could still be blocking Facebook in 2014 is shocking. That indicates a whole lot of employers don’t understand how the workforce is changing — and that there’s this thing called a smartphone where Facebook is ready and waiting.

March 21, 2012

Should you be Pinteresting, too?


Column Five created this infographic to examine the Pinterest addiction that seems to be spreading like a zombie apocalypse virus. Proof? Pinterest users spend an average 98 minutes on site per month, third only to Tumblr (2.5 hours) and Facebook (7 hours). Antidote? None.

Beyond the data, the company examines why Internet culture is so fascinated with pinning. It posits that digital hoarding has a lot to do with it. On Pinterest, we have free license to create an entire board dedicated to “teal-colored guitars.”

Then there’s the issue of social media fatigue. Is Pinterest just different enough from other social networks that it frees us from incessant updates and checkins? Or has it just replaced one addiction with another — a sort of social media gateway drug?

You be the judge. Just remember: Denial is a red flag.

Image courtesy of iStockphotoPinkTag, Infographic courtesy of Flowtown, via Column Five

March 16, 2012

Employer Branding et réseaux sociaux: pratiques et chiffres


Excellent compte-rendu de Laurent Brouat sur  le Blog recrutementmediassociaux.com qui a le mérite de nous donner quelques chiffres et quelques pratiques en interne.

Personnellement, j’ai été très surprise de voir que BNP Paribas encadrait la pratique des recruteurs en leur demandant, dans un charte déontologique, de ne pas Googler les noms des candidats. C’est à la fois refuser de reconnaître une pratique de sourcing devenue monnaie courante, et suppose que l’on puisse faire une mauvaise utilisation de ces données. Un recruteur n’est-il pas sensé disposer des qualités qui lui permettent de faire le tri? De plus, chacun est responsable de ce qu’il poste sur le web.

Vos réactions/retours d’expérience sur ce sujet?

Philippe Torres nous a présenté l’étude IFOP sur les « ambassadeurs collaborateurs »…Aujourd’hui ¼ des entreprises ont une charte sur les réseaux sociaux pour encadrer la prise de parole des collaborateurs (et quasiment toutes les entreprises du CAC40). Et si l’entreprise est attaquée sur les réseaux sociaux, 43% des personnes seraient prêtes à prendre la parole…Et à la question, « seriez-vous prêt à défendre votre entreprise ? » 84% ont répondu OUI sur un site institutionnel et à 80% OUI sur les réseaux sociaux. Ce chiffre est assez rassurant pour les entreprises.

Un salarié fier de son entreprise est donc prêt à défendre son entreprise sur les réseaux sociaux.

Communiquer sur les réseaux sociaux = une logique individuelle !

Puis Valérie Jeanne-Perrier, (maitre de conférence) nous a rappelé un fait bien utile : la logique de communication sur les réseaux sociaux est avant tout une logique individuelle et relève de la « performance médiatique ». Et donc pour une entreprise, il y a plusieurs enjeux :

  • Ré-internaliser la trajectoire individuelle dans l’entreprise (réintégrer dans l’entreprise des initiatives individuelles tout en conservant leur spontanéité et fraicheur).
  • Proposer des rôles d’ambassadeurs aux salariés qui en ont vraiment envie car Valérie Jeanne-Perrier a bien insisté sur cette frange de salariés qui ne mélangeront jamais (ou qui mettent une limite claire) vie privée/vie professionnelle et donc ne leur parlez pas de facebook et l’entreprise par exemple.

Et les non-cadres ?

Premier point important: la question du collaborateur-ambassadeur concerne principalement….les cadres et que les non-cadres restent un peu les parents pauvre du sujet. Et heureusement, Alexis Bernard nous a cité de beaux exemples impliquant les salariés de la SNCF…et notamment lors du « fameux » changement d’horaire de la SNCF qui a généré près de 1500 questions dont près de 900 ont été répondues par de « bons samaritains » salariés…

Collaborateurs – ambassadeurs = accompagner et non contrôler !

Le vrai enjeu est donc de transmettre des bonnes pratiques à ces salariés qui communiquent sur les réseaux sociaux sans chercher à les brider…il doivent garder leur mots à eux et de la façon dont ils veulent.

La BNP Paribas a crée de son côté Backstage une plateforme d’échange entre collaborateurs et candidats qui auraient des questions spécifiques…le collaborateur a une vraie liberté sur la réponse (même si BNP Paribas a une certaine peur du risque comme toute bonne banque).

Par contre, Carole Sottel a insisté sur le fait que les recruteurs de la BNP Paribas avaient signé une charte de déontologie leur demandant de ne pas « googler » leurs candidats…mais cela ressemble plus à une déclaration d’intention car tout le monde connaît la généralisation du googling pour les recruteurs et au lieu d’y résister (ou de le chartiser) mais plutôt l’accepter en donnant les bonnes pratiques.

 

March 14, 2012

Adapting your onboarding processes to multigeneration needs


Madeline Laurano at Bersin and Associates believes that we are falling being in our ability to onboard multi-generational Millennials. In her report, “Onboarding a Multi-Generational” she describes these key findings:

  • The majority of organizations are customizing their strategic onboarding process by job roles but fail to consider the implications of a multigenerational workforce
  • Organizations with a multigenerational onboarding process are effectively leveraging social media.
  • Best practice organizations employee a manager who is directly responsible for the onboarding process.
  • Onboarding systems have plenty of opportunity for growth in today’s market. Despite a strong demand for employee engagement, the key drivers for onboarding are forms management and compliance.
  • Team building initiatives are critical when onboarding younger generations. Industries with organizations automating the onboarding process are also the same industries that have had an onboarding program in place for over a year.

Baby Boomers Best Practices

  • Focus on the Process Over Socialization
  • Clearly Defined Onboarding Roadmap
  • Frequent Feedback Mechanisms
  • Traditional Recruitment and Retention
  • Mechanisms (Benefits, Retirement Plan)
  • Forms Management
  • Show Respect
  • Extend Onboarding Beyond 6 Months

Generation X: Best Practices

  • Mentor Program
  • 30-60-90 Day Performance Reviews
  • Forms Management and Tasks Management
  • Planned Lunches On Day One (53% or
  • respondents)
  • Pre-Employment Gift

Generation Y Best Practices

  • Internal Social Networking
  • Enable Contribution
  • Assignment on the First Day (17% of companies)
  • Interactive Media Tools
  • Socialization in the Company Culture
  • “New Hire Clubs”
  • “Buddy System” (47% of companies)
  • Starbucks Coffee
  • Link Onboarding to Learning-RWD Technologies

Are you modernizing your way of onboarding?

March 9, 2012

How can you build a positive workplace.


I am a true believer of the principles explained by Shawn Achor in this month’s HBR.

Can work wonders with simple ideas. Start by changing one daily habit…

In July 2010 Burt’s Bees, a personal-care products company, was undergoing enormous change as it began a global expansion into 19 new countries. In this kind of high-pressure situation, many leaders pester their deputies with frequent meetings or flood their in-boxes with urgent demands. In doing so, managers jack up everyone’s anxiety level, which activates the portion of the brain that processes threats—the amygdala—and steals resources from the prefrontal cortex, which is responsible for effective problem solving.

Burt’s Bees’s then-CEO, John Replogle, took a different tack. Each day, he’d send out an e-mail praising a team member for work related to the global rollout. He’d interrupt his own presentations on the launch to remind his managers to talk with their teams about the company’s values. He asked me to facilitate a three-hour session with employees on happiness in the midst of the expansion effort. As one member of the senior team told me a year later, Replogle’s emphasis on fostering positive leadership kept his managers engaged and cohesive as they successfully made the transition to a global company.

That outcome shouldn’t surprise us. Research shows that when people work with a positive mind-set, performance on nearly every level—productivity, creativity, engagement—improves. Yet happiness is perhaps the most misunderstood driver of performance. For one, most people believe that success precedes happiness. “Once I get a promotion, I’ll be happy,” they think. Or, “Once I hit my sales target, I’ll feel great.” But because success is a moving target—as soon as you hit your target, you raise it again—the happiness that results from success is fleeting.

In fact, it works the other way around: People who cultivate a positive mind-set perform better in the face of challenge. I call this the “happiness advantage”—every business outcome shows improvement when the brain is positive. I’ve observed this effect in my role as a researcher and lecturer in 48 countries on the connection between employee happiness and success. And I’m not alone: In a meta-analysis of 225 academic studies, researchers Sonja Lyubomirsky, Laura King, and Ed Diener found strong evidence of directional causality between life satisfaction and successful business outcomes.

Another common misconception is that our genetics, our environment, or a combination of the two determines how happy we are. To be sure, both factors have an impact. But one’s general sense of well-being is surprisingly malleable. The habits you cultivate, the way you interact with coworkers, how you think about stress—all these can be managed to increase your happiness and your chances of success.

Develop New Habits

Training your brain to be positive is not so different from training your muscles at the gym. Recent research on neuroplasticity—the ability of the brain to change even in adulthood—reveals that as you develop new habits, you rewire the brain.

Engaging in one brief positive exercise every day for as little as three weeks can have a lasting impact, my research suggests. For instance, in December 2008, just before the worst tax season in decades, I worked with tax managers at KPMG in New York and New Jersey to see if I could help them become happier. (I am an optimistic person, clearly.) I asked them to choose one of five activities that correlate with positive change:

  • Jot down three things they were grateful for.
  • Write a positive message to someone in their social support network.
  • Meditate at their desk for two minutes.
  • Exercise for 10 minutes.
  • Take two minutes to describe in a journal the most meaningful experience of the past 24 hours.

The participants performed their activity every day for three weeks. Several days after the training concluded, we evaluated both the participants and a control group to determine their general sense of well-being. How engaged were they? Were they depressed? On every metric, the experimental group’s scores were significantly higher than the control group’s. When we tested both groups again, four months later, the experimental group still showed significantly higher scores in optimism and life satisfaction. In fact, participants’ mean score on the life satisfaction scale—a metric widely accepted to be one of the greatest predictors of productivity and happiness at work—moved from 22.96 on a 35-point scale before the training to 27.23 four months later, a significant increase. Just one quick exercise a day kept these tax managers happier for months after the training program had ended. Happiness had become habitual.

March 8, 2012

March 8th_International Women’s Day: 20 Best Marketing And Social Media Blogs By Women


I had this topic in my drafts since Jan, today seems like the right day to post it. Congratulations to all marketing and social media ladies. You are a source of inspiration.

Over the last year I have learned a great deal from women in the field of marketing, social media, branding and entrepreneurship. While there are many female thought leaders in the marketing industry that I may have missed, this list contains the women that have made a difference in my life or my viewpoint and continue to lead the way for women in business.

It’s up to each of us to find online content we find valuable to our growth and business needs, and then to consume and put into action the advice and tips from the experts. This list is full of women that I have found to be leaders, women who are consistently providing relevant and useful information to the marketing and social media industry. I appreciate each and every one of them and recommend these ladies as the Chicks Pick Best in Blog–Marketing and Social Media.

Conversation Agent, Valeria Maltoni, @ConversationAge–Valeria helps businesses understand how customers and communities have changed marketing, PR and communications–and how to bring value in this new environment. She also hosts the #kaizenblog Twitter chat on Fridays where other professional and aspiring conversationalists share their best tips.

Lipsticking, Yvonne DiVita, @Lipsticking–Yvonne heads up a very talented group of women bloggers including Lena West, Donna DeClemente, Mary Schmidt and Robbi Hess. These ladies bring a powerful female voice to the marketing world assisting many brands, agencies and not-for-profits in their marketing to women strategies. You’re sure to appreciate the honest and outspoken articles found on Lipsticking.

WonderBranding, Michele Miller@MicheleMiller–Wonder Branding brings you the latest news and views on marketing to women. Michele keeps us up to date on how brands are responding to the female customer. You can read the interviewwith Michele Miller that I conducted earlier this year here.

She Takes On The WorldNatalie MacNeil,@NatalieMacneil–Women entrepreneurs will come to find She Takes on the World a necessary add to their RSS reader. Natalie offers excellent articles focusing on building your business from the ground up and often brings in other female experts for her “In Her Heels” interviews.

Women On BusinessSusan Gunelius, @SusanGunelius–Find news and information you need to be successful in the business world from this network of female thought leaders. Articles focus on leadership, market trends and entrepreneurship.

V3 Integrated Marketing, Shelly Kramer@ShellyKramer–Shelly and Laura Lakes run the Kansas City based marketing company V3 and offer their best tips here on their blog in areas such as social media, blog marketing, public relations and traditional marketing for businesses. Shelly is a firecracker that has a knack for engaging with her community and immediately putting a smile on your face. A must follow on Twitter as well as her informative blog.

Client MagnetBernadette Doyle, @BernadetteDoyle–an amazing Web site that teaches how to attract Clients Like a Magnet, Bernadette teaches how to use attraction marketing to change your mindset to begin having clients seek you rather than you grasping after them. A very positive blog that is sure to have an impact on your business and your life.

Women Grow Business, Jill Foster, @JillFoster–As editor for Women Grow Business, Jill brings together a network of female entrepreneurs to discuss leadership, marketing, operations (especially in tough economic times), benefits of social cause partnership, talent retention, online presence, entrepreneurship, social technology, mentorship, failure and success. You will want to come back often.

SheconomyStephanie Holland, @Sheconomy–Stephanie takes pride in being able to reach a guy’s mind on marketing to women. Sheconomy is a great resource to come back to for statistics on women in the marketplace as well as getting a clearer perspective on WHY brands should be marketing to women.

ClickNewzLynn Terry@LynnTerry–Lynn has been in Internet marketing for years and knows how to give you the step by step process on how to recreate her success for yourself. You’ll find tips from article marketing to search engine optimization and everything in between. Lynn also has a forum community that is a great tool for getting quick answers.

Startup PrincessKelly King Anderson, @StartupPrincess–Kelly operates Startup Princess, an organization for women entrepreneurs everywhere to network, learn, share and mentor one another. Kelly and her Fairy Godmothers are always willing to help you grow your business.

ConnieBensen.com, Connie Bensen, @cbensen–Connie Bensen is a leading authority on cultivating online communities. Her blog is an excellent resource to find mentorship and inspiration for others pursing a career in Community Management or for brands seeking to improve their community engagement strategies.

Beth’s Blog, Beth Kanter, @Kanter–Beth is the leading expert on cause marketing and using social media for nonprofits. A place to capture and share ideas, experiment with and exchange links and resources about the adoption challenges, strategy and ROI of nonprofits and social media.

Gwen BellGwen Bell, @GwenBell–Gwen knows social media and is the example of what a networker does to create connections across the world with seemingly no effort at all. Her posts will cause you to stop and think, not just hand feed you information. Perky, smart and a must read for those interested in anything Web 2.0.

HorsePigCow, Tara Hunt@MissRogue–specializes in community marketing–delighting and enchanting the people in the communities a company serves through product, communication and experience.

MarketingProfsAnn Handley, @MarketingProfs–For anyone interested in successful marketing of their business, Marketing Profs is not just a blog to follow, but a necessary tool in your marketing toolbox. You will find useful reports, statistics and viewpoints from many experts of both genders, but Ann and Beth Harte are the female voices behind Marketing Profs.

Outspoken Media, Rae Hoffman, @sugarrae–Rae is the CEO and cofounder of Outspoken Media along with Rhea Drysdale, and Lisa Barone, and these ladies don’t mess around. If you’re looking for advice in marketing, reputation management, SEO, link mapping and beyond, you’ll find a no-holds-barred approach with these exceptionally talented group. Outspoken indeed. If it hadn’t been for Rae’s outspoken self promo we may have missed this great resource, and you don’t want to do that.

Altitude Branding, Amber Naslund, @AmberCadabra–Amber is an upbeat breath of fresh air in the social media world. You’ll find a thought-provoking viewpoint that focuses on elevating brands through social media and communication.

IttyBiz, Naomi Dunford@IttyBiz–IttyBiz is a place to get tips, advice, motivation and support for your very small business. Naomi is a kick in the pants that shares her marketing expertise in a style only she can, loaded with wisdom, wit and an occasional F-bomb. A fun place to learn.

Diva Marketing Blog, Toby Bloomberg@TobyDiva–Toby has an accomplishment list a mile long from speaking at major new media conferences to sitting on the board for the American Marketing Association. On her blog she brings all her experience and offers it to us in a fun and bold voice that’s sure to bring you back for more.

Coree Silvera is thought leader in community management and social media marketing.

Share Your Favorites: Got a name or names you’d like to see on this list? We invite you to add your picks in our Comments section below.

March 7, 2012

Vélo de société ou garde d’enfants: quels sont les avantages que vous pouvez octroyer à vos employés?


La motivation de vos travailleurs passe aussi par une prise en compte de leurs besoins individuels.

Pour vous aider dans cette réflexion, vous trouverez ci-dessous la liste exhaustive des 38 avantages que vous pouvez octroyer à vos employés. Cette liste est publiée sur le site de Edenred et a été révisée par des avocats du bureau spécialisé Claeys & Engels:

http://www.edenred.be/fr/employeurs/claeys-engels