Branding and social media seem like the perfect match. Whether you’re an individual or a large business, social media can help you build strategic relationships with your target audience and create a community of trust.
On June 6, We Know Next asked Susan Avello, and several of our #NextChat followers, about how individuals and organizations should be using social media to build their personal brands and transmit their corporate cultures.
Branding and social media seem like the perfect match. Whether you’re an individual or a large business, social media can help you build strategic relationships with your target audience and create a community of trust.
According to the latest research from McKinsey & Company, while 53 percent of new workers entering the workforce are female, only 3 percent of CEOs are women. Complicating this statistic are individuals and organizations who limit women’s ability to advance in their careers due to outdated attitudes and limited -- if not zero -- workplace flexibility.
"Every generation needs a new revolution.” – Thomas Jefferson
On May 16 at 3 p.m. ET, We Know Next conducted a lively and insightful #NextChat discussion on "Creating Generational Engagement with Reverse Mentoring" with Next Official Blogger, Microsoft's Ross Smith and his reverse mentor Prem Kumar.
Ross and Prem shared their experiences with reverse mentoring and explained how leaders should think differently about managing multiple age groups.
“Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.” – George Orwell
When your alarm goes off each morning, and you roll out of bed to schlep off to work, you are entering a community that’s unprecedented in human history (even if it doesn’t feel that way on a Monday).
Workplace flexibility is replacing the one-size-fits-all, 9-to-5 way of working in a growing number of organizations.
What’s motivating companies to consider new ways of making work “work?” And what impact does giving employees more choice over how, when and where work gets done have on workplaces and the bottom-line?
As the 2012 National Study of Employers (NSE) suggests, workplace flexibility is replacing the one-size-fits-all, 9-to-5 way of working in a growing number of organizations. What’s motivating companies to consider new ways of making work “work?” And what impact does giving employees more choice over how, when and where work gets done have on workplaces and the bottom-line?
Each day HR professionals in companies of all sizes are addressing issues related to planning for the eventual departure of baby boomers from the workplace. There is much talk of succesion planning as it relates to filling key positions and roles within these companies.
In the midst of these conversations, another question needs to be raised: "Who will succeed our current generation of HR professionals?"
Smart phones, mobile sites and business applications continue to impact the way employees use technology at work. Many organizations are shifting away from company-issued devices and adopting BYOD (Bring Your Own Device) policies, which allow employees to use the mobile technology they’re most familiar with. There's a lot of buzz around the benefits of BYOD in an increasingly mobile workforce, but little discussion around the policies needed to establish rules and guidelines for usage.
Via smart phones, mobile sites, business applications and more, the consumerization of IT continues to impact the way employees use technology at work. Many organizations are shifting away from company-issued devices and adopting BYOD (Bring Your Own Device) policies, which allow employees to use the mobile technology they’re most familiar with. There's a lot of buzz around the benefits of BYOD in an increasingly mobile workforce, but little discussion around the policies needed to establish rules and guidelines for usage.
