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Mercy me, my MySpace experience is one I’ll never forget. It was my first foray into social media beyond simply blogging, online groups and forums like AOL, and sharing collaboratively via email.

There I was early in 2007, in front of my computer setting up my MySpace profile. I filled it out, not sure of where exactly this online adventure would take me. I hit “publish” and waited.

Ten minutes later I received a connection request. Eagerly I read, in graphic detail, a business proposition of sorts from another woman. Yes, that. A minute later I deleted my profile not sure what the heck I had gotten myself into. So much for the magic at that point. (I’m sure it’s a different experience today.)

Before that email was my social tool of choice. I know, based on what I know and practice now, that’s practically blasphemy. I used it when journaling to family and friends during travel with my wife, collaboratively communicating with colleagues and peers on projects, and communicating real-time with whomever included all of the above.

Many of you may have had similar experiences. If so, you remember that what may have seemed foreign at first – take email for example – a tool I started using way back in the late 1980’s when I attended and worked at San Jose State University. Not only did we have email to communicate with one another campus-wide via email and intranet, we could communicate with any other campus in the state and UC system as well as many other educational institutions.

Of course, email had been used even before my experience at the university. It was also supposed to be the demise of businesses everywhere, public or private, because employees were (are) loose cannons who will share critical business information with complete strangers and competitors alike.

It didn’t thankfully. Now, many of us did (and still do) share too much erroneous and volatile information, inappropriate messages that should’ve been deleted before the send button was ever close to being hit. No, I won’t share a story here, but just know I’ve been one of the many.

What it did do – including the email, the Internet, online forums and more – was increase productivity, innovation and the speed of positive business outcomes. There are smarter academics, entrepreneurs and captains of industry than me who can attest to that. All of these tools and activities had to be adopted and sustained over time in order to bring so much good to fruition, not only by leadership, but also by nearly every single individual contributor inside the organization.

Blogging was my second social activity of choice at the time. I also joined LinkedIn, but after setting up my initial profile and connecting for a handful of others I knew, I didn’t do anything with it (which has changed dramatically for me since). And then I joined Twitter and tweeted out: I’m setting up my Twitter account and have no idea what to do next. After that I joined Facebook where my early social sharing adoption took hold with immediate family and friends.

In 2010 is when Meghan M. Biro and I co-founded the TalentCulture #TChat Show on Twitter (and now have expanded beyond that into multiple online social channels and now includes audio and video), and look where that’s gotten us – a growing highly collaborative community of thousands of HR, recruiting and business professionals who network, learn, share, innovate and engage online with one another every single day around the greater theme of empowering a better workforce and workplace one day at a time.

However, all this adoption has been primarily on external social networks. Plus, the way in which people access the Internet has been transformed in recent years as more people use mobile devices to go online practically anywhere today. There are now 5.2 billion mobile devices in use across the world, compared to only 789 million laptops and 743 million desktop PCs. And according to Aragon Research, by the end of 2015, 85% of businesses will have defined some form of bring your own technology to work.

What about social media and networking inside organizations? With rare exception, it’s been tough enough to get traction with any new social network today, but it’s been even harder to get it internally. Or at least, what’s been difficult has started to finally be embraced with limited open arms.

Many HR technology software providers have embedded the power of social collaboration into their talent acquisition and talent management software (including my own company PeopleFluent, who again has been named a Leader in the IDC MarketScape: Worldwide Social Technologies in Integrated Talent Management 2015 Vendor Assessment (doc #255616, April 2015) report). Because social collaboration includes from the point of being courted by a company, to then being hired, onboarded and beyond, companies can better enable workforce collaboration and communication and amplify their people and the value each brings.

The McKinsey Global Institute has estimated productivity improves by 20-25% in organizations with connected employees, and the potential for revenue amounts to $1.3 trillion per year. Also according to McKinseya remarkable 83 percent of respondents say their companies are using at least one social technology, and 65 percent say employees at their companies access at least one tool on a mobile device.

Given the focus on engagement and some other key internal communications trends, communicators will take a more active role in promoting the adoption of internal social media, which will require a strategic change management initiative to move away from email that still dominates the enterprise today (thank goodness). It must be a cultural adoption throughout an organization, practiced by business leadership but fully embraced by everyone else.

According to Social Media Sites within the Workplace by Prof. Hope Koch, PhD of Baylor University, employees had a greater sense of well-being and organizational commitment and better employee engagement when participating on internal social sites.

But this kind of organizational change means understanding how your current level of employee engagement impacts the ultimate adoption and continued usage of any social software, something that the principal of Holtz Communication + Technology Shel Holtz emphasized on the TalentCulture #TChat Show.

Ultimately what business leaders should invest in is social collaboration software. Besides the improvements and possible return outlined above, it might also be used as an “early warning” system to improve overall risk management. Remember, social networks can be a giant public sieve for inadvertently sharing proprietary corporate secrets and inappropriate employee behavior. Most of us do a pretty good job of not sharing that much, but when emotions flare for whatever reason, transparency isn’t usually one for restraint.

Lastly, according to The Social Workplace Trust Study, when employees are empowered to communication openly internally as well as externally with others, and to engage regularly across social networks, employees evidence greater loyalty to and trust of their employers, have more pride in their work, and feel that they can make a difference at work.

Here’s my proposition (and I promise it won’t make you squirm): when we can network, learn, share, innovate, engage, even play with one another every single day, both inside and out of our “motherships,” that’s when the social collaboration magic happens and we can all empower a better workforce and workplace one day at a time.

This article was inspired by the TalentCulture #TChat Show. Don’t forget to check out the TalentCulture #TChat Show every Wednesday at our new time from 1-2 pm ET (10-11 am PT). Join us! And subscribe to the podcast!

photo credit: The magic wand via photopin (license)