As promised…a really great interview…who better than David Manaster, CEO of ERE.net. (www.ere.net)

You might be asking…what is ERE.net…well…they’re a professional affinity community focusing on recruiting and HR news, information — including articles, discussions, blogs, jobs, conferences, research, email publications and much much  more.

I personally find this site to be tremendous [...]]]>

Video Log

As promised…a really great interview…who better than David Manaster, CEO of ERE.net. (www.ere.net)

You might be asking…what is ERE.net…well…they’re a professional affinity community focusing on recruiting and HR news, information — including articles, discussions, blogs, jobs, conferences, research, email publications and much much  more.

I personally find this site to be tremendous for up to the minute Social Recruitment thought leadership.

Thanks David!

Domino's Disgusting Employee Video

For myself and others who consult with clients daily on the Social Web Evolution this latest Social Media mishap was not a surprise and quite frankly expected. I’m referring, of course, to the Domino’s YouTube Video.

If you haven’t heard about it yet, I’ll be [...]]]>

Wow…Federal Charges for a YouTube Video! ?

Domino's Disgusting Employee Video

For myself and others who consult with clients daily on the Social Web Evolution this latest Social Media mishap was not a surprise and quite frankly expected. I’m referring, of course, to the Domino’s YouTube Video.

If you haven’t heard about it yet, I’ll be surprised, but just in case…I’ve shared the response from Domino’s President U.S.A., Patrick Doyle at the end of this post.

I’m not scooping a story here folks…and I’m not all that interested in waxing philosophical about Web 2.0 and Social Media’s “prosumer” revolution. I’ve taken this moment to ask some questions.

Will this be the one incident in internet history to finally push more traditional corporate enterprises off the dime? Will these organizations now accept that Social Web Policies are not only necessary, they’re coming too little too late to stem the damage to Brand?

What will a felony charge against these two hapless short-sighted employees mean for the Domino’s Employer Brand?

If companies are using YouTube and other Social Web mediums to promote their Product Offering/Brand couldn’t we argue that this sets precedent around acceptance of possible employee “prosumer” behavior?

With the proliferation of new conversation streams introduced every day it’s impossible to control every employee at every company at every minute of the day. It’s fool hearty for companies to presume employees will naturally govern themselves… not make foolish choices…”surely employees know better.”

Air Force Web Posting Response Assesesment

I’d like to say that most employees get it. Most employees are careful with their reputations IRL (In Real Life), and do everything they can to be good stewards of corporate identities…exemplary ambassadors. That commitment carries over to the “on-line” existence…again for most people. But not everyone gets it.

Most professionals are asked as part of Standard Operating Procedures to sign on the dotted line.  They sign these documents demonstrating clear commitments to corporate employers’ expectations.

The expectations clearly spell out what would be considered unacceptable behavior and grounds for  immediate dismissal.   These  are put in front of them so they can  never come back and say…”but I didn’t know!”

In 2008 we saw companies like the ones outlined below implement formal “blogging” policies. These organizations which include our Armed Forces, accepted that Social Media provided uncontrollable outlets supporting Freedom of Speech and self expression. They also recognized that they would need to clearly outline and communicate acceptable, tolerable employee behavior.

SOCIAL WEB POLICIES 2008

• Blog Council – Disclosure Policy
• IBM Social Computing Guidelines
• CISCO Internet Postings Policy
• HP Code of Conduct
• Intel Social Media Guidelines
• US Navy – Web 2.0 Utilizing New Web Tools
• Civil Services Code of Online Participation
• US Air Force Social Media Policy

Domino’s has done a great job in handling the fall-out from the YouTube Video prank. They jumped right into the conversation commenting on blogs as the comments and conversation swelled. But I wonder if there’s a Social Web Policy for Domino’s in place. If there is…then these two were clearly openly in defiance of it.

But if there wasn’t one…would a clear policy have prevented this? Will Domino’s and other companies now accept the importance of one and follow the lead of the companies above?

I challenge those corporations still holding out till their compliance departments give the okay.  I challenge companies to “Just Get It Done.”  Embrace the realities of our Social Web Evolution and put policies  in place “yesterday!”

I don’t think any organization needs any more proof of the importance of this issue than the video below.

I’d been catching up on my reading and stumbled across Chris Saad’s Blog Paying Attention, posted August 26, 2008 entitled: “Revolution of Me: Chapter 2: Business 2.0 – Continued.” His post really inspired me from an Employer/Employee relationship perspective.

I came away thinking about the choices we make to either exist as an [...]]]>

I’d been catching up on my reading and stumbled across Chris Saad’s Blog Paying Attention, posted August 26, 2008 entitled: “Revolution of Me: Chapter 2: Business 2.0 – Continued.” His post really inspired me from an Employer/Employee relationship perspective.

I came away thinking about the choices we make to either exist as an “employee” of a corporation or to LIVE as Entrepreneurial Partner in an organization.

Choosing to live as an Entrepreneurial Partner is not an easy one.  Not everyone has the stamina and the drive to withstand the challenges that come with it.  You will find that the “employees” resent you and will (even when they won’t always openly admit it) seek to sabotage your efforts.  And it’s at this moment that you’re saying to yourself…”uh-oh she’s slipping on the slope of conspiracy paranoia.”

Uh…don’t worry, I’m not…I’ve just had legitimate experiences, whereby colleagues have openly admitted hidden agendas.  One, has actually stated recently, “you win”, when I didn’t know we were competing for first place.

And honestly the “winning” piece intrigues me.  I’ve never looked at working or work from the “winner” takes it all perspective.  I just LOVE the challenge.  This challenge has often been in identifying where the obstacles lie and how to achieve any given goal “in spite of perceived obstacles.” Usually I find the real obstacles are old thinking and behaviors.

And then Chris Saad, made a rather profound observation that really connected some dots for me, he said:

Are Your Little Piggies Walking Away with The Bank?

“The key, in fact, is to stop considering staff as ‘Human Resources’. They are no longer commodities. The corporation needs to redefine its role from one of an all encompassing entity to a loose affiliation of individual partners who are focused on common goal.

Corporations need to start considering staff as partners and service providers. Staff must provide quality services to the corporation, and the corporation must have clear, reciprocal value propositions for its partners.

Or partners will move on… or worse.”

The declaration of the corporate machine stamping out employees as “commodities” like pork bellies or “coffee” to be traded on an open market…WOW…that’s it!  This speaks to the lack of cooperation and what’s most important collaboration.  When we’re all just a number seeking to “eek” out an existence, we begin to snarl and claw our way just to survive.

Even when the organization I’m affiliated with insists on commoditizing me…I refuse it.  I choose to see myself as more than just a consumable, I see myself as an entrepreneur building my own business within a business.  And this may have a lot to do with the fact that I’ve built my own successful business in the past.  But, I can’t and won’t take the “employee” approach.

Now, I can hear the question you’re asking…”if everyone takes an entrepreneurial approach, and builds “their own” business won’t you have chaos…an everyone out for themselves environment.  I say NO.  Absolutely not!  If each employee becomes a “partner” understanding that as Chris Saad pointed out…their contribution is actually a service provided…not a job…then a very productive and industrious environment is created.  We will naturally see each other as internal clients or customers as opposed to internal competition fighting over the last scrap from the day’s kill.

I believe the “worst” part that Chris was referring to…is that “partners” WILL” move on.  And then all an organization is really left with are the employees.  I actually experienced that first hand, when IBM offered its first round of “packaged retirements” in the late 80s early 90s.  I witnessed the best of the best leave to start their own business while I was a contractor at their Boca Raton, FL Campus.

Partners bring tremendous energy and thought leadership.  They inspire others to change and think differently about the contributions made each day.  I recognize that not everyone is going to have the stamina and vision to live as an Entrepreneurial Partner.  But that is exactly what makes us special…not everyone can do it.  Dare I say, this is really what a leader is, and the employees need leaders who are partners.  Partners who inspire contribution, collaboration and then reward that behavior accordingly.

Bravo Chris…thank you for inspiring me to share!

What is this you say? Well I’m proud to announce that my company Bernard Hodes Group – consulting with Client Lockheed Martin™, just recently delivered a very COOL widget solution for their HR Recruitment Strategy.

FEATURES:

Integrated News Feed: Widget pulls news from the departments blog site.

Video Tab: Video tabs provides access to recent video footage. [...]]]>

What is this you say? Well I’m proud to announce that my company Bernard Hodes Group – consulting with Client Lockheed Martin™, just recently delivered a very COOL widget solution for their HR Recruitment Strategy.

FEATURES:

Integrated News Feed: Widget pulls news from the departments blog site.

Video Tab: Video tabs provides access to recent video footage.

RSS Feed Support: Provides access to news via an RSS feed.

“Get this Widget” HTML Code: Allows users to embed widget on their own sites.

Flexibility: Works standalone or embedded in their Career site.

This is the future of connecting and conversing with candidates across the globe. Lockheed Martin is always finding ways to stay ahead of their recruiting competition.

Imagine Lockheed employees who are blogging are able to share on theirs as well. Or even better…sitting on a LinkedIn profile or other affinity networks where a current employee may “hang-out.” Even better…if college students, planning to join the org are excited about their future employer…they may be spreading the word by sharing on their Facebook profile.

This is way too cool for School! Just a little something to think about…recruiting is selling…this is how you continue to build the relationship with the client (the candidate)…can’t help but say it again…too cool for School!