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Navigating the HR Ecosystem with Social Business Tools—Part 2

Posted by Lee Ho on Thu, Apr 17, 2014

The human resources (HR) department is in many ways the foundational basis of an organization, and we all know what can happen if even so much as a crack is made in a supporting pillar. Driven by such technologies as cloud computing and unified communications, the evolution of today’s work processes and strategies has posed some notable challenges for HR execs and teams. But social business is here to help overcome them. 

Of course, you can’t nurture a workforce, improve morale or cultivate a long-lasting team of collaborative business leaders without solid on-boarding tactics in place (something discussed in part one of this employee-working-in-office-with-unified-communicationsseries). But this is only the beginning. Here’s how your HR team can bring the recruitment process full circle:



The speed and quality of decision making are crucial factors when it comes to strengthening your workforce. Social business processes have been proven to increase productivity by up to 25 percent thanks to a reduction in in-person meetings, according to data from a recent Intec infographic. Get your HR department to implement the following best practices:

Use social capabilities to locate and engage in knowledge-sharing with other team members. This can include geo-location technology.

Don’t be so tightfisted about your work from home policies. Did you know that telecommuters are generally more productive than on-site workers and are almost twice as likely to work more than 40-hours a week?



Employee engagement is all about improving morale while keeping turnover at a bare minimum. Social business has increased employee retention rates by as much as 20 percent for some companies, also according to Intec. Here’s how you can develop highly engaged employees who will want to stay with your company for the long haul:

Once a new hire is no longer in the “new” phrase, continuously nurture the individual’s creative and collaborative capabilities with new projects and opportunities; never give them an endpoint.

Switch up the language being used with employees. For example, instead of calling someone a salesperson, call them an “Administrative Partner.” In order to improve an employee’s performance, you have to treat the individual like the creative leader he or she is.



You need to stimulate your workforce with the end goal of cultivating future leaders that are creative and forward-thinking. You simply cannot afford to be a part of the 65 percent of global leaders who cite “talent and leadership shortages” as their top business challenge. Here’s what your HR team can do to foster long-lasting change:

Invite employees to participate more in decision-making processes. The only way they will be able to have their voices heard is if you give them the chance to speak.

To the above point, use internal social channels to get employees onboard with decision making. For instance, use Google Docs or Google Hangouts so that more than one employee can share their opinions and so others can comment or interject—all from the comfort of their desks. 

You can’t let your HR team lose its confidence for even one second. If you feel like your department is lagging behind in adopting the necessary tools for the job then be the pioneer among the masses to spark innovation and impactful, long-term change.

Topics: cloud computing, unified communications, Human Resources

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