In this final article of our three-part series about the key role of Digital Workplace Manager, Tammy Triplett of Leidos shares her secrets to executing a plan for successful engagement and adoption.
After exploring the importance of the Digital Workplace Manager and hearing about Tammy Triplett's big wins with Prism, Leidos' digital workplace, it's time to hear about Tammy's "secret sauce" for planning and executing initiatives that drive engagement and adoption.
“If you build it, they will come.” If you’ve managed a Digital Workplace, you know that this is simply NOT TRUE. Employee engagement and adoption can be one of the biggest challenges we face as Digital Workplace Managers.
As the Digital Workplace Manager for Leidos, I’ve implemented key Engagement Campaigns which have helped us overcome this challenge.
How did we do it?
1. Overall Drive to the Platform
- We start at new hire orientation with a brief overview of the platform.
- New hires receive several communications in their first few weeks as employees, all of which link back to Prism content and resources.
- Since new hires are the future of the company and bring a fresh perspective, starting next month, we will be formally asking for their feedback on the platform at their 60-day mark. We will use that data to help shape the future of Prism.
- We also have the Prism homepage set as the default landing page (see Igloo's Engagement Tactic: Always On) in our standard computer image, so whenever a browser is launched, users see the Prism homepage before they go anywhere else. And once they are on the homepage, they can find anything they need as Prism is the portal to everything in the enterprise, including resources across Prism and all other systems.
- We have also optimized the header navigation to drive users to the content they most need in addition to adding links to the top resources right on the homepage.
- The homepage is updated daily (see Igloo's Best Practice: Making your Homepage a Destination) with fresh, curated content and even includes content that is customized based on the logged-in user to ensure employees see content that is relevant to them.
- Beyond the homepage, we work with our page administrators to ensure we maintain an organization of content that is user-friendly, regardless of whether it matches the organizational structure of the function.
2. Executive Engagement
Executive engagement in a community goes a long way to foster adoption and engagement by other users. This is often difficult to achieve in larger organizations, including for us.
- First, we proxy post their communications to give employees a way to respond. The executives see the responses in the notifications they receive but usually, do not comment in reply, so we also have others monitor their posts, and if there’s something that warrants an executive reply, we assist in making that happen.
- We also continually talk to them about Prism and ask that they do the same. Most of them do! In fact, in a recent video of our CEO, he ended the video with “see you on Prism.” That goes a long way!
3. Remote Employees
More than half of our employees work outside of a Leidos location; some telework, but most are embedded with their customers. This is a very difficult audience to reach since their allegiance often is to their customers more than to Leidos.
- One way we work to get this audience to Prism is to email them but link back to Prism.
- Users can access Prism from their mobile device via MobileIron browser, but we are looking forward to improving that experience and hope to see more usage once we are able to deploy the mobile app.
I hope you find inspiration from the experience that we've had building engagement in Prism at Leidos! Hope to see some of you at ICE 2019!
Up Next: How to maximize Executive Engagement in your Digital Workplace!