Optimizing Social Media along the Employee Lifecycle

Some days ago I came across an interesting post on clickz.com – all wrapped-up in a simple graphic:  

I like the concept very much, but also started to think about how this would translate into the employee lifecycle (ELC). Frankly, after having this idea I googled first instead of wasting brainpower, but I couldn’t find anything similar related to the ELC. So as a first result from these thoughts I put together another simple graphic:

It’s still very conceptual and I don’t claim to have the one and only version of the ELC, but for a start and as a visualization of (my) professional common sense it works well.

Nonetheless this graphic is missing a proper conceptual background. I started thinking about how to structure the social media along the ELC based on certain criteria, e.g. internal or external recipients, what you can see in the middle circle. There would be a larger number of criteria though, which makes the whole too complex to aggregate in one simple graphic (maybe an infographic would work better). And even as a theoretical construct it will go beyond the scope of a blog post:

  • Spread: one to many, many to one, many to many, one to one
  • Content: individualized vs. generic
  • Content: user generated vs corporate
  • Content: details/Facts vs broader picture
  • Frequency: continuous, on demand
  • Purpose: motivation, education, administration, sourcing,…
  • Goal: information vs call-to-action
  • Recipients: internal vs. external

So, lots of work to do. I like to encourage everyone to contribute his/her thoughts or, be my guest, take this and develop it further. If someone already knows where to find an existing concept – this would save some brainpower…

Update: If you like to have a discussion about this (or any other topic) personally, I will be speaking about this at the Social Media @ HR Summit 2012 in Dublin. @carlssons will join there too.


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  1. #1 by Roman Rackwitz on 28.07.2012 - 08:17

    I like this approach and I think there are a lot of HRM guys that would love to get something like this to rely on 😉

    Just yesterday I had a fascinating discussion with a CEO of an american Silicon Valley company and we talked about the importance for his business to be situated in California to get the best people.
    And that’s why I’m writing here.
    After a while we changed the ‘view’ and started to think about “changing from looking for the right people that fit into a job position” to “changing the job position to fit to the right people”. If the scarce ressource is the human than why having him to adopt to the positionand not the other way round?
    The characteristics of today’s jobs and new founded companies are (mostly) different than the ones that were created in the last decades. We believe that it is possible to create an business environment within a company that would support this approach. Imagine there would be a ‘heroe”-team within your organization and you have the freedom to create tasks, project, or even businesses to challenge them. And you don’t have to “kill” this team one day because you need one of them in another project and ao on (cross-functional-teams).
    Of course this is a vision and a lot, and I mean a LOT, of the organizations of these days wont be able to do so because of their infrastructure ansd business organization/philosophy.

    But I believe that this approach will be normal in some years and I know that companies going this way will have a great advantage in the war for high-potentials. How would this ELC looks like? 🙂

  2. #2 by talentim on 06.08.2012 - 10:45

    Hi Roman,

    Thanks for your interesting comment – I am kind of slow in responding, because I have been travelling _and_ I needed to think about it 🙂
    Just a few remarks from my side:
    • “changing the job position to fit the right people”: data shows that this will indeed be the future of work in most areas. Mainly due to the fact that the high dynamics of the economy and therefore project driven work will make classical job descriptions obsolete. Companies already focus more on cultural fit and behavior then classical knowledge. one of the best examples of the future of work is still Valve: http://newcdn.flamehaus.com/Valve_Handbook_LowRes.pdf
    • “heroes”-team: Not sure if I get the concept right, but why just having this one heroteam when you could/should have a hero workforce? Heroteams are to me part of the “old” economy and the view on the workforce by a performance/potential matrix. Actually star-performers might disrupt a departments overall performance.
    • Hi-Po ELC: I think it will basically look the same, only that the pace and duration of the steps will speed up and there will be more loops – internally and externally
    Btw: very interesting website 🙂

    Cheers, t

  3. #3 by Roman Rackwitz (@RomanRackwitz) on 12.09.2012 - 06:54

    Hi Tim, thanks for your long answer and the link. Valve is famous for that paper. 😉

    Talking with my clients about internal projects I see that one of the biggest challenges within the organization are connected with the ELC most of the time. So, we started a concept project about how to interweave the ELC with our gamification philosophy to improve every single part of the ELC. At the end we don’t just want to use it as a guidance for our clients but as a whole independent product. for the HRM Departement.

    Would be great to talk about this in the future. 🙂

    Hope you have a great vacation. Enjoy it. Roman

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