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Aha Experience example-

Posted: Sat Jan 18, 2025 4:57 am
by Bappy32
1. Traditional adoption drivers don't work
When adopting, only perform activities that lead to your colleagues creating value for the organization. A profile campaign is a waste of money. Many companies initially spend a lot of energy explaining how a tool works and getting profiles filled in. They do not realize that these activities often have the opposite effect. If you put pressure on people to fill in a profile while they do not see the added value of a platform, you create an even greater aversion to the platform.

You need to make sure that you can show people meaningful activities that they can project onto their own work. Then, when they get started and experience that it works, you explain that they can become even more effective if they fill in their profile well or use certain functionalities.

2. The crowdsourcing strategy
peopleOrganize challenges: there is no better way to quickly get a lot of people on board than to involve them in strategic topics and the future of the company.

In challenges, the organization presents a problem to a large group of people, often the staff. Letting everyone talk about a strategic topic is a powerful way to get a lot of people on your platform in a short time. An additional advantage of this is that it contributes to the involvement of employees with the future of the organization. In addition, a strategy that people could think about is much better received in an organization than when McKinsey came up with it and it is 'implemented'.

You do notice that senior management often finds it exciting. What do you do when the conversation goes in a direction you don't want? Experience shows that if you formulate questions well, this is a rarity and that the community often corrects itself.

All contributions in one infographic
At one of our clients, my colleagues and I carried out a project where the HR management team involved all 1300 HR employees worldwide in shaping a vision of a good HR organization. After a two-month dialogue on this topic, we summarized the conversation in an infographic, in which most participants recognized their contribution in one way or another. Such a vision is then much more widely supported and much easier to implement.

background people with speech bubble

3. The importance of good community managers
Training and coaching your community managers increases the value of the content for the organization. In many organizations, anyone can start a community. I have often seen this result in a tsunami of communities that are then not used.

A large number of communities where nothing happens has a negative effect on the adoption of a platform. People then react with 'you see, nothing happens.' A customer also experienced this. They decided to improve the skills of community managers and archive communities where it had been quiet for a long time. The owners of the most promising communities were offered training. This training focused mainly on clearly formulating the goals of the community and translating those goals into very concrete activities that would take place in the community.

What's in it for me?
The latter is a very good indicator of the chances of success of a community. If a community owner finds it difficult to imagine what concrete activities are taking place, you can bet that the members will find it difficult too. Finally, the client considered the ' what's in it for me? ' question. Why would a busy employee spend time participating in your community? After the training, those communities appeared to perform considerably better than communities whose managers had not followed training.

concept of education

4. Tool training alone won't get you there
Teaching people how to use social networks for their work is very different from telling them how a platform works. Focus on the former!

An important condition for success in enterprise social networking is the skills of employees. You see in many companies the tendency to give people so-called 'button training'. You only notice that this does not work at all if people do not yet know what they can use the tool for.

Digital Literacy
In addition, most of the skills that make you successful on social media are not related to knowing how the tool works. Most people have never considered that the way you formulate a question has a huge impact on the responses you get. For example, 'who can name all the competitors in Belgium?' gets no response and 'who can name a competitor in Belgium?' gets 25 in 2 hours. A number of such skills will drastically increase your productivity and success on social media. We call these skills Digital Literacy.

ING, a client of my employer, offered a group of about 60 employees the opportunity to follow a digital literacy training. The trainings were virtual and took place on the platform, so that the employees could directly experience what they learned. The result was that these people started to apply the skills in their work. Colleagues saw that they were doing this successfully and joined in. This caused a ripple effect of the use of the platform.

5. Fewer meetings
No more meetingsBy having teams collaborate on the platform, you create value and routine. Keep in mind that not everyone is eager for this. Convince by building success cases.

The best way to create value with social networking technology is to use it in your daily work. This can be your team, your project or your department. Many of the patterns in our current work date back to the industrial revolution and were an efficient way of working together. Social technology offers great opportunities to change these patterns and gain great benefits in terms of speed, agility and knowledge capture. An example of this is the meeting process, which is explained in this article .

If you can move the daily work to a platform, you can get rid of the 'I really don't have time to check the platform every day.' Enterprise 2.0 guru Andrew McAfee calls this pulling a platform ' into the flow .'

60 to 80% fewer meetings
With the Productive Collaboration project, ING tried to get as many teams armenia mobile phone number list as possible to work on their platform. By the end of 2013, there were around 70 teams within ING doing their work on the platform, which increased their speed and agility. They sent fewer emails and noticed that they knew better what each other was doing. And there were 60 to 80 percent fewer meetings! ING developed methods such as Teams 2.0, Project Management 2.0, Scrum on Social and Meetings 2.0.

Not all teams that try are successful. You notice that there are many people who find it difficult to change patterns that have been ingrained for years. In addition, as a team you have to make good agreements with each other and keep them, otherwise it will become a mess. If things don't go well, it is easy and comfortable to go back to your familiar patterns: because that is how you have been working for years.

6. A social helpdesk
Bring processes onto the platform. This allows you to show hard ROI. An example of such a process is the helpdesk. Social technology also works very well as an alternative to the telephone helpdesk. We have seen on internet forums for years that superusers help others, but this is not yet used so much within companies.


What many organizations do not yet fully realize is that you can also make good use of your 'real experts', who are part of your helpdesk process. This results in considerable cost savings because you hardly need the people on the phone anymore. The customer types in his own problem. Moreover, it appears that the transparency of social leads to people being helped faster and better. And that is good for your customer satisfaction.