Social Learning: Speed Time to Productivity

SuccessFactors Jam unleashes the creativity, spontaneity, and teamwork to power your social learning, onboarding and other talent processes.

Jam makes sharing and finding relevant information and experts easier than ever. Jam’s remarkably simple video and screen capture lets everyone share his or her expertise. Jam also includes support for Microsoft Office documents and PDFs, allowing for discovery and commenting, even from your mobile phone or tablet. Additional features including polling, activity feeds, and public and private groups enable your employees to crowd source questions, discuss and debate ideas, keep processes on schedule, and drive innovation and learning throughout your company.

Introducing SuccessFactors Jam

Rolling Stones. Miles Davis. Bruce and the E Street Band. The Clash. Guns ‘n Roses.

Scroll through your iPod and reflect for a moment on your favorite bands. Doesn’t listening to them inspire you? Especially when they’re improvising and showing off their mastery! It’s incredible.

It’s the creativity, energy, spontaneity, and teamwork of the Jam session that we want our customers to experience when they use SuccessFactors Jam. And it couldn’t come at a better time.

We’re in the era of doing more with less. Blame it on the ongoing economic malaise, globalization, or who knows why. What I do know is that Jam actually helps – Jam helps you find information when you need it and share information easily so others can find it.

Experts, be they purchasing managers, system admins, training gurus, sales heroes, etc., get interrupted all day long. But what can they do? Document their know-how in a word doc with lots of screen shots? Who’s got time for that? How about scheduling a webcast to train everyone on their expertise? Only the five people who need the info that day will show up. Or maybe contact the training department to ask for help creating a video. But last I checked  – the training department is tapped out and never has been in the business of creating 5-minute How-To videos.

Enter SuccessFactors Jam. In a couple clicks, you can, not only record the process, but also share it with the rest of your company so your colleagues can actually find it when they need it. Click record, do your thing, and click share. Jam takes care of the rest – the screen and audio capture, uploading, transcoding, streaming, and most important, making it discoverable through the Jam network.

How well does it work? Our Director of HR Systems created a Jam to show new employees how to get started with our talent system. She posted the recording in the onboarding group, and it’s been viewed 282 times. It’s 9 minutes long, so that’s 2,538 minutes or more than 40 hours of her time she gets back. And we’ve been able to update our records on our time, without trying to schedule an appointment to connect with her.

We’re excited about Jam because it brings this kind of efficiency to your business. Beyond informal or social learning examples, our customers are using Jam to accelerate onboarding, increase learning performance around instructor-led training, and speed clarity around shared goals.

You can also use Jam on your mobile phone to view and comment on what’s on your company’s network. You can also record video and take and upload photos. This is especially popular with groups on the go, such as sales teams and retail employees.

Social Learning Mobile Video

Watch our Social Learning mobile demo.

When we can easily share our expertise and make our colleagues more productive, everybody wins. And when we find the information we need, when we need it, wherever we might be, we can be more productive ourselves. Which means there’s more time for all the other good things in life, like getting home in time for dinner, spending time with our kids, or just listening to music.

SuccessFactors Jam: the rhythm of business.

Nice Guys Finish Last at Work

Raise your hand if you’ve worked with a complete jerk who keeps getting promoted!  Yesterday NBC Nightly News ran a piece on The Cost of Kindness about how people who behave badly at work get further ahead than nicer co-workers.  They cited a new study by the University of Notre Dame that offers insights into the differences between how men and women are treated in the workplace.  The research confirmed many gender-based stereotypes people in talent and performance management already know.  But the conclusion getting all the attention is the one that implies the guys and gals being paid more are the same ones who act like jerks.

Last week there was a similar article from Jonah Lehrer, author of How We Decidepointing to a study on work-based predictors of mortality.  The newsworthy conclusion being drawn there was linking stress (which, as we all know, gets you to death’s door faster) with the perceived niceness of co-workers.  In short, the jerks you have to work with every day are killing you.

My mother always told me “you attract more flies with honey” and even if I hadn’t found that to be true, I don’t enjoy being mean and it rarely ever gets me what I want.  So being a jerk has never been a priority – in life or at work.  But all this workplace research makes me ask, how much does getting along with your co-workers really matter?  Is pay-for-performance about the work you do, what sex you are, or how you behave?

Gordon Gekko image

Party Like a Stock Star

Today SFSF started trading as the first company to be listed on these three stock exchanges simultaneously – the NYSE, Euronext Paris and the Frankfurt Stock Exchange.  This makes us the first company in the world to trade natively on New York, Paris and Frankfurt stock exchanges – and we’re still getting used to the fact that SFSF now trades 21 hours a day!  This is another big day for SuccessFactors becoming even more visible to international investors, and it reinforces how our customers around the world have contributed to our growth.  Given the strong ties Lars and the company continue to have with Europe, it was only fitting for today’s bell ringing to take place in Frankfurt.  The SFSF stock star is on the rise – buy low, sell high!

SFSF Listed on the NYSE and Euronext Paris Today

Today was a big day in the history books here at SuccessFactors! We celebrated our first day of trading on the New York Stock Exchange and the Euronext Paris. Our Founder and CEO, Lars Dalgaard, rang the NYSE Opening Bell with other executives and customers while Peter Prestele, GM of SuccessFactors EMEA, rang the Euronext Paris Opening Bell – both on July 19th. Doug Dennerline, President of SuccessFactors, and other employees shared their excitement as we officially moved from the NASDAQ to the NYSE, Euronext Paris and Frankfurt Stock Exchange as part of our commitment to global growth and our customers in Europe. Cameras were on in New York and Paris today and we’d like to share with you (check out the gallery below). The photos say it all, don’t you think?

Bad Bosses, I’ve Had A Few

Watching the trailer for Horrible Bosses (in theatres tomorrow July 8th) I recognize the over the top stereotypes they’re spoofing – the Psycho, the Maneater, and the Tool.  My first thought was haha! (or it might have been wow! Jennifer Anniston looks hot as a brunette) followed by are those my only choices?  I’ve been managed by way more types than that (the Narcoleptic, the ADD Nightmare, or the AssGrabber to label a few).  Sound familiar?  Jason Averbook from Knowledge Infusion waxes irreverent but also gives sage advice for enabling great managers today.  Also gets me wondering what kind of boss are you?… and do performance reviews help you find out what others think? Or do they make it nearly impossible to know what you are at work?

Horrible Bosses movie poster

JapanHelp Update: SuccessFactors Supports Our Employees in Raising $200K for Japan Relief

We are thrilled to announce that together with SuccessFactors employees, we have raised a total of $200,000 through our SuccessFactors JapanHelp 1:1 Match program to assist with the relief, recovery and rebuilding efforts in Japan. Spearheading the fundraising effort, 318 SuccessFactors employees worldwide donated and organized 4 fundraising events for disaster relief.

The quick response and inspiring initiative of the SuccessFactors workforce was supported financially through 1:1 corporate matching to double the impact of our financial contribution. Rather than looking for a corporate directive, the employees at several SuccessFactors offices took leadership in organizing fundraising right away to support our customers, partners, employees and their families, as well as all the victims who are affected and responding to the disaster.

“The immediate support for Japan from our international teams and individual employees has been truly overwhelming,” said Yusuke Kinoshita, country manager of Japan, SuccessFactors. “In the midst of this tragedy, it is powerful to be part of a group so dedicated to making a difference. Thank you to all who have donated.”

As relief efforts continue in Japan, we are reviewing aid organizations for donation of the SuccessFactors JapanHelp 1:1 Match program. We recognize that effective disaster relief is coordinated with long-term recovery and rebuilding efforts, and will be providing updates on the recipient organizations chosen for their critical impact on ongoing, on-the-ground needs.

By mobilizing through individual donations, SuccessFactors employees will extend their aid impact in the Japan relief efforts through the corporate matching funds of the JapanHelp program. Thank you to all who donated, and updates will be posted throughout the JapanHelp donation process.

The JapanHelp efforts are a proud initiative of the SuccessFactors Foundation, our Corporate Social Responsibility (CSR) Program launched in 2011. Supporting the issues that have special meaning for our employees, customers and partners, the SuccessFactors Foundation has made international disaster relief support part of its ongoing commitment to the global community.

Please visit www.successfactors.com/foundation for more information.

Help Japan

Learning Lessons in Workforce Analytics

Last week, I had the opportunity to deliver a workforce analytics presentation at the HR Tomorrow conference, hosted at the University of Minnesota’s Carlson School of Management.

A key theme of the morning’s sessions was building a commitment to learning—personally and professionally. Steve Miranda, CHRO for SHRM, spoke of the importance his family placed on education and being a “learner” (someone who can track quickly with new ideas) rather than the “learned” (who relies on past knowledge).

Ironically, Steve’s experience contrasted significantly with an example I used to kick off my afternoon session—the subjectivity of U.S. Presidential performance rankings. One of the presidents typically ranked near the bottom is James Buchanan, who, during his presidential tenure (1857-1861) vetoed a bill to expand the number of universities, stating “there were already too many educated people”!

Steve shared his belief that today’s HR leaders must have math skills and be comfortable using data—“numbers are the language of the business”. In many cases, HR has the data but is not sure what to do with it. Functional heads should be coming to the table armed with talent management knowledge that is backed up by quantified conclusions.

The last 5 years have seen a dramatic uptick in the number of HR leaders being cited for analytics excellence in a variety of business publications, but we still have quite a ways to go toward establishing workforce analytics as a core competency in how HR delivers business impact.

The demand for workforce analytics will only increase, a fact which heightens the pressure on HR to identify new ways of infusing data throughout the process of talent management. Leaders getting in front of this challenge have been successful in aligning business priorities with workforce decisions and data, and are teaching others with similar functions about the application of analytics to day-to-day activities.

At SuccessFactors, we place great emphasis on learning and will be sharing examples of how industry leaders are changing the way their organizations are harnessing the power of workforce analytics.  We hope you will join us at one of our upcoming events to continue your own learning journey.

In my next post, I’ll share some more thoughts on the workforce analytics presentation I co-facilitated at HR Tomorrow.

Finally, on a side note, I am currently writing an article on “HR Data in the Boardroom” and would love to hear your ideas—feel free to send me an email with suggestions.

Does HR Have What It Takes for Strategic [Workforce] Planning?

I had a brief exchange with my good friend and former colleague, who is also a Strategic Workforce Planning Leader in a non-HR corporate function, about where within companies Strategic Workforce Planning (SWP) flourishes. My company, SuccessFactors (formerly Infohrm), has long maintained that SWP is a business process that HR contributes to (or facilitates). But too often we see entire SWP initiatives and programs pigeonholed into HR, where “flourish” turns to “flounder.” In many firms, traditional HR cannot handle the burden of SWP.

Reasons we discussed for this challenge seemed to fit HR stereotypes, starting with risk aversion—the fear of exposure when attempting to perform Strategic Workforce Planning (and the requisite tandem analytics) while having incomplete knowledge of what / how the process actually works.  How many HR Generalists have we met that don’t fear losing their credibility with, and trust from, their Business Partners/clients?

Look at the typical IT approach, where people constantly lead / direct others on technology they do not know how to build themselves. In contrast, the CHRO is probably well-qualified to do almost all of the jobs in HR, with the relatively new exception of SWP and analytics. This practice, therefore, requires a different facet of leadership that may not be present in the head of HR. When this is true, it creates forces that drive analytics / SWP back into traditional “HR stuff” like OE, surveys, etc.

In a perfect world, Strategic Workforce Planning is:

> Committed to and driven from C-suite objectives,
> Appropriately resourced with skilled SWP professionals, and
> Structured and allocated in a manner that doesn’t subject it to the restrictive paradigms of traditional HR.

But if the demand for Strategic Workforce Planning comes from HR, or if the responsibility is pushed entirely onto HR’s desk, the initiatives have a stronger risk of failure. An SWP program won’t succeed unless a traditional HR organization can undergo major change in itself to drive change in how HR fits within the business. HR must gain the appropriate new SWP skill sets (to name a few: strategic acumen, business demand discussion facilitation, quant and qualitative analysis, and forecasting). And then HR should dedicate itself to changing the covenants of its relationship with “the business,” so the work is truly shared; i.e., driven by long-term business objectives and confirmed by business leadership and management—even if HR “owns” the process.