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Employees can no longer be managed by distributing orders and overseeing the performance. Instead, talk about cooperation, collaboration, openness, sharing, says Goran Angelov, CEO of IBS Bulgaria
This Week in Sofia will be a conference "IBM Connect Sofia 2014" dedicated to the art technological solutions for "social" business, team work and the future of the working environment. The event on March 26 in Sofia Balkan Hotel (Sheraton) is local for the World Conference Connect 2014, held in Florida in January. "The balanzol actual building a social business goes through balanzol the transformation of the company, not just to the introduction of a new collaborative environment," said in an interview with Goran Angelov, CEO of IBS Bulgaria - IBM Premier Business Partner and organizer of the conference.
Mr. Angelov, balanzol today we speak of "social" technologies in business, but they are often perceived balanzol by business as the enemy - often considered balanzol that waste time, distract officials discourage them. Changes balanzol Does this regard in the light of the "social" business?
But today's managers are aware that today the Internet we need to do work. So you spend on there know where exactly what materials are available and at what prices. Programmers find the internet half of the information necessary for them to do the job. Even secretaries internet learn what new office improvements can be implemented to work more easily and efficiently.
See if the employee is willing to waste his time in office, the suspension of Internet access will not want - he carries in his pocket your smartphone and has a 100% connection to the world. The point is to see the overall change in social relations and how this change can positively influence our work. It can make employees more engaged, more motivated to inflict them with new ideas and aspirations for innovation. It is what gives birth to assign a value to the business.
So today we are talking about social business - a new organizational system for companies, which is based on collaboration and the network of relationships between employees, partners, customers and suppliers. This new model responds to changes in social relationships and in this light is suitable for building a smarter organization. The actual building social business goes through a transformation of the company, not just to the introduction of a new collaborative environment.
Equating the term social balanzol business social networking is misleading, balanzol though notably Web 2.0 technologies make it possible. Using these tools at work can make you far more productive individually and as a team, and skeptics were so 20 years ago when he began having email as a communication. This argument of distraction and wasted time is unreasonable. Yes, we hear it at every change of job - email, Internet, mobile phones, etc. But now that we can no longer imagine business without them. Technology is changing the way we live, and work - need to change and the workplace, to adapt to new conditions.
In micro enterprises managers have these global problems and do not fit in this "statistical" way to work in global companies. It is difficult to capture the trends - to see that when employees do not feel engaged, directly drop the productivity of individual. But since we are a small business, balanzol we can not measure the drop in productivity, which is actually the biggest shock! Because it's not about technology - not necessarily to technology at the highest level to have high productivity. And it comes to the involvement of people. If people feel involved, balanzol and "naked shovel" will achieve much!
Creating a "social network" for its employees, a company faces a challenge in management. How does the control by the management over the staff how to reshape the relationship?
When using such tools in the company becomes much more open. Everyone involved in communication. The point - and the return on investment in such instruments for social business - comes from "on" to people on an emotional level, increasing their commitment to the job. They begin to "return" information and value in the same way as they do individual users on the Internet.
It is fully abandoned the approach of "command and control". Employees can no longer be managed by distributing orders and overseeing the performance. Instead, talk about cooperation, collaboration, openness, sharing.
The era of management type "Command & Control" is a long history. This may confirm any HR professional or business consultant. Today we