The rapidly evolving work environment requires investments and adaptation from employers to engage their employees.
You've probably heard the saying “It takes a village to raise a child”. The same concept holds true in business, regarding the successful generation, development, and completion of a project.
If Employee Advocacy within an organization fails, wherein lies the fault? You may say it lies in an Employee Advocacy program that pushes employees to share content without value. Or maybe the content they share is not what they want to be recognized for. The most likely of reasons, though, are rooted within the company culture and the program’s implementation.
Launching an Employee Advocacy program can be challenging in large enterprises, where content creation, curation, and distribution is often decentralized. In addition, large organizations also often work with content in multiple languages and cultures.
There has been a lot of discussion about employee engagement lately or, more precisely, the lack of it. According to the latest statistics from Gallup.inc, less than one-third (32 %) of U.S. workers were engaged in their jobs in 2015. The same trend continues throughout the world. The study shows that worldwide, only 13% of employees working for an organization are engaged. Especially big companies seem to need the most improvement.
People love to see other people. People like to hear from other people. Just think about it - We have multiple social networks through which we connect with long lost friends, family members, work acquaintances, and sometimes even with people we barely know.
Employee advocacy has long been mistaken for an initiative mostly for the benefit of the company when actually the main beneficiaries are the employees themselves. In order for an Employee Advocacy program to be effective, employees need to want to participate and see the value in their participation on a personal level.