Corporate social network. Closed corporate social network of your company Contact your colleagues, work on documents, share your ideas, knowledge and success! DaOffice company. Reduced stress levels

Reducing staff turnover

A corporate social network, like a VHI policy, free fitness and meals, is an indicator of care for an employee, recognition of his value. This, to some extent, guarantees an influx of high-class specialists aimed at long-term cooperation. At the same time, they are ready to work for a salary even slightly lower than the market one. Another important function of the social network is the quick adaptation of newcomers due to the ability to quickly search for the necessary information without the participation of a mentor. Employee cards, corporate structure, office traditions, regime moments, working procedures - the answers to these questions are easy to find in the KCC.

Reduced stress levels

The low efficiency of each employee, caused by the stress of daily workloads, translates into low efficiency of business processes. Each employee during the day should be able to distract himself from the performance job responsibilities- for example, chat with colleagues. The social network allows you to do this within the company, while the employee is not “excluded” from the workflow.

Formation of an open environment

In large companies, especially with a large number of geographically distributed branches, out-of-town divisions are often not aware of what is happening in the head office. Employees are practically unfamiliar with each other, there is no cohesion, no team, no motivation. The corporate social network creates a common space in which everyone can communicate with a colleague, exchange experience, wherever he is. In addition, the notification system instantly brings all important information about events in the company to every employee. An open environment improves the efficiency of the company. Each employee, each department feels like a part of the team, clearly understands how his actions relate to the actions of colleagues. For example, the introduction of corporate social networking by Procter & Gamble, which employs 140,000 people in 160 countries, has helped to dramatically improve productivity across geographically dispersed projects.

Creation of fast communications

Corporate portal or Email unable to speed up communication between employees. In addition, people avoid communication in working "tools" purely psychologically. In the corporate social network, created in the image and likeness of well-known classical social networks, employees contact much more easily, gradually transferring the solution of work issues to the KSS. The time for discussion of projects and their approval is reduced.

Information base formation

In KCC, all user-created content is case studies, Contact Information on clients, discussing projects - forms a unique information base, which remains in the public domain even after the dismissal of an employee. Of course, from the point of view of storing information, the corporate portal is more convenient, but it usually publishes official information - samples of documents, orders, etc. The network is more flexible, it collects and stores a lot of unofficial data posted by users.

Reducing the risk of data breaches

The corporate social network reduces the risk of leakage of important information in the company, since employees stop communicating at work in regular social networks or instant messengers. The consequences of a data breach can be the most unpleasant - from breaking off relationships with counterparties to losing profits or market share. With the introduction of a corporate social network, it becomes unlikely that someone from their colleagues, through a misunderstanding or stupidity, published in them something very important for the company. All communication on work topics is conducted in the KCC, therefore, the risk of leakage becomes minimal, since corporate social networks have a very high level protection.

Another point is the possibility of free communication between management and subordinates through a closed channel about important steps taken by the company. This is especially true for companies with a developed network of branches.

ROI?

In addition, managers asked subordinates to remove their contacts from public access. The massive outflow of businessmen from social networks began after the hacking scandal of Amazon founder Jeff Bezos. Information appeared in the media about his affair with TV presenter Lauren Sanchez. The billionaire accused Michael's mistress brother of the leak.

Businessmen are influenced by conversations that the world of privacy is fading into oblivion, says Alexey Lukatsky, a Cisco Internet security consultant.

Disconnecting or deleting your account from one social network will not solve the problem, because we leave our information in Internet banks, when ordering products, using mobile services. Unfortunately, it is impossible to completely leave the online space and close the drain of information about yourself, it will continue to happen, - said the expert.

In February 2020, Tesla founder Elon Musk urged subscribers to leave Facebook and called the social network "crap."

2015: Analysts: 80% of social networks in business are not effective

Corporate social networks will in the future become the main communication channel for comments and decision-making about the work performed by companies, according to Gartner experts.

Nevertheless, according to experts, 80% of social business initiatives in this area will not be successful in the period before 2015, primarily due to inadequate management decisions and an excessive emphasis on technology.

Analysts remind executives that the paradigm for using social tools in business is fundamentally different from the paradigm for using information systems type

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Why do you need a corporate social network

Formally, a social network is an interactive website that is available for use by registered users, they fill it up on their own. At the same time, the social network is automated software package, which is used primarily for communication between users.

- this is the internal portal of the corporation, registration on which is available only for employees, is one of the tools for forming corporate culture organization, and is also used to increase the level of interaction between employees and departments of the corporation.

In contrast to the use of open social networks(including corporate accounts, groups, pages, etc.) internal systems allow you to create an increased level of trust in the team, use network capital, and create conditions for distributed work on group projects within the corporation. Also in corporate social networks, discussions are held on the current state of affairs, employee pages are opened with the ability to publish records, facts, etc.

Key features of corporate social networks

Intra-corporate social networks

	Possibilities	Characteristic
	Saving resources	Improving the efficiency of the use of labor, information and time resources.
	Reduced internal costs	It happens by organizing web conferences, even if employees are geographically distributed, providing access to the expert knowledge and experience of professionals who work in the company.
	Acceleration of information transfer	Through newsletters, announcements, announcements and other features that are implemented in the software package.
	Saving staff time	Most of the information can be presented in the "Help" section for different departments.
	Ability to work with an external audience	If the possibility of presenting information to an external audience through blogs and employee accounts is implemented, the efficiency of the corporation will increase, transparency for the external target audience.
	Effective feedback	Problems are quickly identified, resolved operational tasks are implemented management decisions... Additional clarification to employees about the decisions and policies of the company's management.
	Strengthening team cohesion and employee engagement	Employees get to know each other better, horizontal links between departments are expanding. The interest in the results of labor increases. Ample opportunities for interpersonal communication team building. An element of positive live communication is introduced.
	Personnel issues	Searching for experts among company employees, identifying personnel reserve, organization of training and professional development.

At the same time, a number of disadvantages should be taken into account:

The organizational vision is "blurred".
The amount of time spent on discussion increases, which negatively affects the efficiency of work when solving insignificant issues.
The emergence of emotional disputes over trifles and previously resolved issues.
The emergence of informal leaders and populists in excess.

Open - full access to all employee information, except for explicitly closed, personal data, etc. A third party user, although not able to register on such a network, can view all available information. Only personal correspondence and unpublished data remain closed.
Closed - only employees of the corporation and a limited number of people have access to information on the social network. Usually they have only a web-based login interface, or they can be located on a corporate domain in a private section or on a subdomain.
Mixed is the most pragmatic option for organizing a corporate social network, when information for internal and external audiences is clearly differentiated.

Anyway, corporate social network is created to improve the efficiency of the corporation's employees, form, improve the quality of services and manufactured products, and develop organizational culture, optimizing the interaction of departments and employees, improving the efficiency of business processes and other similar goals.

A special type of corporate social network is the company's internal network; it is distinguished by its target orientation to a specific task: the formation and development of the company's HR brand. In the long term, such an approach will make it possible to save on the selection of new employees, reduce staff turnover, and create a set of unique preferences (social, financial, psychological) for employees that the company provides to its employees and for which it is worth working for.

The main task of the internal social network of the corporation is to convey to employees the values of the company, the opportunities provided and create ways of interaction in the process of work.

It should be noted that this tool is primarily used by corporate HR departments, as well as HR departments, etc. At the same time, communication within the corporate internal social network goes far beyond the functions and tasks of HR services. On the other hand, such a holistic approach to the organization of internal communications in the company allows you to effectively interact with the target audience, which are employees of the corporation.

Large enterprises face the challenge of building a strong one, as information about the employer may be contradictory and not always reliable. The internal social network allows to largely form the flow of positive information about the employer among the people working there, and outside of their work they disseminate this information to potential employees through word of mouth.

The internal social network of a corporation can become good tool formation of corporate culture and HR-brand of the employer.

At the same time, the methodology of work will be the same as in: interaction with the target audience, the balance of values and needs, the formation of expectations from the employing company.

The target audience of the HR brand through the prism of the corporation's internal social network includes managers, managers, specialists, workers, university graduates, etc. Values and expectations are fully consistent with the concept of HR branding.

Separately, it should be noted that the internal social network can be used to promptly inform all employees about a particular event, the introduction of new standards, the launch of a business process and other important milestones in the life of the company.

It is logical that for international companies, internal social networks are becoming an even more important tool, since the divisions are located in different countries, and the time savings for disseminating important information to all employees will be significant.

Using corporate social networks in HR branding

Traditionally, it is believed that the formation of an employer brand is one of the activities of the HR or marketing departments. However, in the corporation, all divisions, to a greater or lesser extent, participate in the work on the formation of the brand of an attractive employer, and it is coordinated by specialists in the formation of the HR-employer brand, usually related to personnel service or the marketing department. The issue of creating and managing the image in the labor market is solved with the help of technical means communications, one of which is internal corporate social networks.

Social networks that connect people on the Internet with common interests, a desire to establish new friendships or strengthen old ones, learn a language or solve problems career growth, have become an integral part of our life. Many companies already boast that they have been able to use these technologies for the good of the organization.

On the one hand, it is an automated social environment that allows a group of users united by a common interest to communicate, and on the other hand, it perfectly supports the strategy in the field of work with personnel.

Thanks to the ability to quickly access information, management through a corporate social network can tell employees:

focus on new technologies and solutions with high potential;
provide customers with innovative solutions;
become the main strength of our company.

Focus on the success of the company and customers.
Innovation, value and benefit for everyone.
Trust and responsibility.

The corporate social network should also repeat the individual values of the company, while opening new channels of communication, creating a unique communication environment that encourages employees to participate in discussions, exchange questions, promote ideas and evaluate events in the company. As a result, the following result is achieved: increased awareness, productivity and a sense of involvement of personnel in the mission of the organization.

Implementation of social networks and other web tools in corporate business process- a trend evident for any company in recent years.

Corporate social networks allow users to move from one-to-one communication to building group relationships with target audiences. It should be noted that not only company employees, but also other people interested in the affairs of the corporation want to be able to communicate with company representatives who:

are experts on issues of interest to them;
are specialists in the professional field they need;
authorized to give feedback, etc.

Note that the internal corporate networks allow you to attract and retain talented candidates by providing them with a creative environment. Today, to increase employee engagement in internal tasks it is not enough for a company to send an email newsletter once a week. Traditional one-sided information tools in the corporation must be replaced with videos, webinars, blogs, mobile apps, forums, etc.

Particular attention should be paid to security issues in the dissemination of information, however, it should be borne in mind that building a social network is impossible without the corporation's trust in each employee and the employee's personal responsibility always and in everything.

For large company the following questions are important:

intercultural understanding;
providing equal opportunities in staff communications, for example, in the corporate social network, each employee is given the right to maintain a personal blog, or this can be done through the company's web portal;
maintaining the balance of work and life; own social network allows company employees to interact with each other in a new way and not only share professional information but also share personal life experiences.

The presence of an appropriate corporate culture and its own social network has a positive effect on the company's image in the labor market. If a company wants to make its brand recognizable in the labor market, then it is not enough just to inform target audience about the presence of an HR brand. To create it and to manage it in the future requires a multifaceted and coordinated communication plan with many potential users, listeners, viewers, etc. The work plan should take into account all the requirements for communication, both with external and internal audiences.

External audience (potential employees). Only correctly selected communication channels will allow attracting professionals and specialists capable of achieving necessary business- results.

Internal audience (staff working in the company). In this case, communication channels take into account not only technical capabilities for communication, but also many additional tasks: career development needs, orientation of new employees, job search in other branches, participation in personnel development programs, including through the creation of new projects.

Main results and benefits of using internal corporate social networks in the company

The main results of the implementation of a corporate social network in the company:

Effective corporate communications provide the following benefits:

The variety of methods of interaction between personnel attracts and retains human resources and makes the company an attractive employer.
A variety of communication tools gives employees not only confidence that they will be heard, but also a sense of belonging to the development of the company, which, in turn, has a positive effect on their productivity.
Communication technologies are not only a kind of connection between workplaces in a company, but also a connection with the labor market. The company's staff must stand out positively in the eyes of the company's client. It may seem to some that employers inherently look the same in the presentation of potential candidates, but the company strives to convey to them how it differs from its competitors.