SMiLE London Highlights and 4 Key Messages

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This was mhub’s first year as a proud exhibitor at SMiLE London; we had high expectations and certainly weren’t disappointed. You can watch it all here. It was a fantastic opportunity to understand the evolving challenges faced by internal communicators and share our own story and innovation in overcoming them. For anyone who sadly missed out or needs a re-cap, I wanted to share with you some key insights from influencers, highlights and take always.

  1. The change in the internal comms function

We are experiencing a fundamental change in the workplace, requiring a profound change in leadership and communication. As John Smythe explains, the future of communication represents a disintermediation of power and power to the people because we can talk laterally to each other and no longer need to go around the hierarchy. Internal communicators are the key facilitators and drivers of this change. Rosie Valentine explains that at Paddy Power, 14months ago there was no internal comms function at all. This story isn’t all that uncommon, or at least the internal communicators function, as we know it. As Denis Agusi of Phillips said ‘We are no longer managing communications but helping managers to communicate’.


  1. Integration

‘Integration seems to be the word of today at Smile London.’ (Casilda Malagon from Anglo American). The communication challenge used to be lack of channels other than email, boring conference calls and pointless meetings. Now there is often too much noise, channels and over complexity. Employees say their #1 desire for new communications apps and channels is that they will ‘make my life easier’. We want simplicity. Emanuele Quintarelli of EY discussed, ‘the integration of Yammer and SharePoint. As a user, I don’t want to go to different places’. ‘Lots of talk of alternatives to SharePoint at #SMiLELondon conference, but integration seems to be the theme, rather than replacement.’ Veronique Vallieres from ABB agreed, ‘we have to move everyone onto one platform to ensure collaboration takes place.’ This reinforces mhub’s powerful integration capabilities, as the glue holding all these applications together and bringing a seamless, simple experience for the user. If anyone is interested to hear more about this please get in touch!

  1. Crowdsourcing – power to the people

What should I collaborate for? Emanuele Quintarelli of EY suggests crowdsourcing the challenges and problems, not just the solutions. Crowdsource the use cases to get leadership buy in. ABB used crowdsourcing by asking, how to do you want to use yammer? Phillips crowdsourced the name of their platform. Our customers use mhub to do this, with a direct feedback and questionnaire function or by integrating into their social network you can get real time insight into your audience.

  1. Why collaboration fails

The key to successful collaboration lies in the approach, it is a living organism that needs facilitating and energy, starting with leadership and focusing on adoption. You need to get leadership buy in and understanding by aligning collaboration with business goals. Emanuele Quintarelli suggests that for a quick win ‘go to managers and ask what’s your goal for this year… when you stop talking about collaboration and start talking about business – senior leaders will listen…’.   If implementation of collaboration is purely top down, ‘the result is nothing. No engagement.’ He continues that, ‘you cannot force people to collaborate; you have to win their hearts and soles. Unless you care about people from day one and are transparent, you will have no engagement.’ Many companies like ABB see 20-30% employee engagement from Yammer and other social platforms. We believe that this is not successful engagement if you can only reach this level of people. Mhub provides an innovating solution where our customers see 50% to 95% employee engagement and faster Yammer adoption. Ask us how!