Hack:
Leverage the power of social media to manage your resources!

By Bernard Tan - Senior Management Consultant at Temenos

July 13, 2011 at 12:42pm

social media

Knowledge Management

talent acquisition strategy

controls

Moonshots

Create internal markets for ideas, talent & resources

Retool management for an open and borderless world

Redefine the work of leadership

Summary

Create a networked community connecting present and ex-consultants that
1) promotes sharing of solutions and problems
2) identifies resources availability for projects

Problem

In most organizations, talent acquisition is much the norm to cope with a growing business. Just like a stock market, the bulls will rule during economic growth. When the bears rein, organizations will trim the headcount to manage costs. Such highly unpredictive management behaviour results in lost of knowledge and talent not only during bad times but good times as well.

Solution

1) Create a social media network for all employees and ex-employees
2) Dispense with the need of having an "alumni network". It is not effective. Have both present and past employees interact with each other.
3) Create channels
a) along product lines for participants to share problems/solutions/best practices, request for appropriate internal/external resources with the right knowledge and implementation experiences for projects or short-term assignments.
b) for the organization to communicate new product launches via podcasts, marketing brochures, or solicit feedback for beta version of the products.

Practical Impact

1) Independent consultants (ex-employees) are able to co-exist with present employees in delivering quality project implementation and advice to clients
2) Clients are assured that top quality local product support are always available either through the organization or independent consultants
3) Management is able to manage its talent acquisition strategy more effectively and focus on growing the business
4) Additional sales can come from independent consultants' referrals
5) Organisation can focus plowing the additional capital and resources to research and development

First Steps

1) Create a small social media network within facebook or linkedin that is officially endorsed by the Organization
2) Management must initiate communication to demonstrate sincerity in engaging ex-employees as partners

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December 7, 2017 at 9:16pm

Maryann Farrugia

Well social media can be really a powerful tool if used right, many businesses are now successful because they use the social media to influence. Visit Maryann Farrugia on LinkedIn.

July 18, 2011 at 6:59am

Jon Ingham

I'd firstly like to say that I broadly agree with this. I do think organisations should be able to do much more with their alumni.

I'm not sure about "2) Dispense with the need of having an "alumni network". It is not effective." however. Surely the right direction of travel is towards personalisation. Employees and ex-employees have very different needs for a relationship with an organisation, so doesn't it make sense to treat them separately?

Lastly, can I also just say that I absolutely love your audacity in commenting so positively on your own hack. Wonderful stuff!

July 18, 2011 at 2:29pm

Bernard Tan

Thanks for the comments, Jon!
My issue with alumni network is that it is always a black box from an employee and ex-employee (if you are not invited) perspective.
The purpose of the network is not clear and most importantly it belongs to the Management 1.0 mindset.

Transparency is key to growing the organisation and motivating the employees.

Creating a platform for existing and ex-employees to interact creates opportunities for companies to LISTEN to the pulse and adapt its organisation to meet the changing consumer needs of its products. In this way, employees continues to stay motivated, products are meeting the needs of consumers, ex-employees are motivated to refer more business to the company.

Taking the examples of Nokia and RIM. The feedback from consumers, employees and ex-employees about its products, organisational, management structure were CLEAR. But because management do not leverage the strong network community, changes were slow and now we are seeing that their market share are slipping.