Some time ago, I posted an Insight piece discussing Enterprise Social Networks (ESNs) and whether they over promise and under deliver. The key conclusion is that many organizations and communications teams have unrealistic expectations about ESN’s revolutionising the work place. We speak, on a daily basis, to teams from some of the world’s largest global enterprises who are jumping on the Microsoft Office 365 bandwagon. These teams encounter the same problems as ESN adoption and are falling into the same trap.
There is a constant frustration from internal comms professionals on how to encourage uptake of these tools and get the most out of their investments. We know we need all our employees to communicate and collaborate in order to succeed as an enterprise. The Social Enterprise and Collaboration tools markets are on fire but the problem that now exists is a saturation of information and too many channels. Internal Communications professionals are struggling to cut through the noise. ESNs are not a complete solution, interactions have to be rooted in conversations of meaning and therefore it is strategic. It also must be very simple and easy for people to use and understand. As soon as it becomes complicated, takes time, or makes people’s lives harder; they will not use it.
We have had some fascinating conversations this week. A large global telecom enterprise had been struggling to get global sales teams to use Salesfoce and Salesforce Chatter effectively. This is a common problem that luckily our innovation has been able to help with, to allow them to deliver world-class sales excellence and connect like never before. We have also been speaking to global enterprises in various phases of an Office 365 roll out that have encountered the same age-old problems of deployment and adoption of new applications.
It occurs to me that they have formed unrealistic expectations of the promised revolutions that these applications will bring. Many are struggling to drive Yammer adoption above 10% for example, if only 10% of a workforce are gaining value from this sizable investment then this is not success. You need to give employees a compelling reason to adopt these and make the implementation strategic. There also needs to be a way of gluing these applications together and allowing crucial content to be pulled and collated in order to be pushed to the right people at the right time.
This is something Bersin at Deloitte Identified in ‘HR Technology for 2016: 10 Big Disruptions on the Horizon’. Discussing mobile as the new HR platform; he identifies the need for simplicity. ’The problem many companies face now is that all this content is unintegrated; it exists on many different platforms. There is now a great need for “middleware” to bring it all together into an integrated content experience.’ Mhub is fully integrated and becomes an enablement layer; this is another of our great disruptions. Mhub is transparent with any device, any application and any cloud, which allows you to leverage your other investments and drive adoption of other productivity applications.
This content amalgamation, simplicity of enablement and ability to cut through noise is crucial to the implementation of Microsoft Office 365 and other productivity applications. This is exactly what some of the world’s largest organisations (our customers) have realised on their path to success.