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The use of internal blogs is not a new phenomenon. However, they are frequently the result of standalone projects, initiated by an individual who suggests the creation of a blog to manage the project. As they are not part of a strategic vision and do not offer the added value that they could,
Let us examine how internal blogs can enhance management practices.
As a starting point, assume that each employee in your company has a blog. An internal blog is a valuable tool for sharing information in a private and confidential manner, similar to the capabilities of an intranet. It is also important to note that this is not a collective blog or a project manager’s blog where comments can be left. This is an internal blogging platform, the significance of which will become apparent later on. In this professional context, we would prefer to refer to this as a ‘notepad’ rather than a ‘blog’.
Therefore, encourage your employees to blog (or write in their notepads) about their role, achievements, best practices, and ideas, and consider the potential benefits for the company.
1. Capturing tacit knowledge
Tacit knowledge is the part of the employee’s knowledge (and therefore the company’s knowledge) that has not been written or formalised in any way. It is about the informal sharing of knowledge and best practices that occur in the workplace, such as advice passed down from one colleague to another, or tips shared in front of the coffee machine. It could be a senior employee sharing their experience and advice with a junior colleague. It is also a repository of the company’s history and values.
By enabling employees to blog about their work, you can capture knowledge that would otherwise remain unrecorded.
Have you ever found yourself wondering, “How can I possibly do this?” only to discover that someone in your company solved this very issue a year ago, or even yesterday? But then you realize that this individual is in an office on the other side of the planet. It will also be necessary to review the work that has already been done.
2) Improving the status of your employees
It is impossible to know all of the excellent ideas that your employees may have. In the majority of cases, employees will refer to their immediate manager, who will then refer to their own manager, and so on. This often results in the most promising ideas being overlooked. A keyword search allows you to identify individuals with ideas related to a specific topic and provide encouragement by leaving a comment. Consider the employee who feels supported by their manager and encouraged by their company’s leadership. A manager, regardless of their level, can also extend congratulations to those who have demonstrated their abilities.
To truly understand the capabilities and motivations of your workforce, it’s essential for top management to have a comprehensive view of employee contributions. This transparency is vital for fostering innovation and preventing the withholding of information.
3) Identifying skills and potential
You can gain insight into people’s thoughts, suggestions and innovative capabilities. You may conclude that Mr. X in the accounting department has valuable insights into marketing and is seeking career advancement.
Could this be an HR ‘killer app’?
4) Identifying key motivators for your employees
As a manager, you are aware of the factors that drive employee motivation. It is therefore your responsibility to create an environment that encourages and retains high levels of motivation. This method is more effective than an HR survey because it involves continuous observation.
This approach allows you to gain insight into the social dynamics of the company, anticipate potential issues, and enhance the organisation’s stability.
5) Facilitating dialogue
People can provide feedback to one another. They can also form strong connections with colleagues who are facing similar challenges in different locations. The ability to communicate openly and effectively is a crucial aspect of any professional relationship.
It is important to have a reason for contacting someone via email. The notepads allow you to identify individuals and then have a reason to discuss common professional issues. Furthermore, management can view communication patterns and identify potential team members for cross-functional projects.
6) Enhancing collaborative work
The ability to share, co-build projects and information without prompting is a valuable asset in any business environment. The discussion of an idea, enhanced by feedback, can transform it into a tangible project. By commenting, individuals can also share their experiences and assist one another.
7) Reducing distances, enhancing engagement
If you provide insight into your role, your perspective, and your contributions to the company, colleagues will gain a deeper understanding of who you are and what you bring to the table.
It is beneficial to raise awareness of your own identity and to gain insight into the identities of others. This reinforces the group identity and enhances engagement and cohesion.
8) Being aware
All members are seeking information about their own issues and about the company’s business. There is no benefit in retaining information for oneself. Such information must be shared without delay, and blogs facilitate this process.
9) Making the company an intelligent organisation
By fostering co-thinking, sharing, co-building and membership, you are establishing a self-learning and intelligent company. This enables all employees to benefit from the knowledge and expertise of their colleagues.
To be followed.
In fact, whatever human resources or management issues you may have, you can find a solution and implement improvements using the most user-friendly and intuitive community foundation tool on the market.
