Ready, aim and fire! Internal blogging for an HR department

Archer aiming an arrow

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Are you with me so far? Together, we’ve talked about benefits and risks of adopting enterprise 2.0, we’ve considered how to determine the return on investment for enterprise 2.0 and we’ve taken a closer look at some blogging strategies. There are many benefits to internal blogging: it can improve productivity, improve management effectiveness, provide updates on company goals and build community.

Once you’re convinced it’s time to start blogging internally, what are some strategies for adopting blogging for an HR department?

Strategy: Increase employee blogging throughout the organisation

  • Increase (or start) usage of existing tools and applications, these might be applications such as sharepoint, yammer and confluence
  • Conduct training and awareness systems for all senior managers and any interested teams
  • Reference high-quality blog content in emails, newsletters and intranet updates: building on the network effects to get more value out of existing content
  • Participate in all kinds of employee blogs with comments and feedback

Strategy: Use blogging to share knowledge between HR advisors

Arrow hits target bullsey

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  • Identify thoughtleaders and experts and allow them time (say 2 hours a week) for building their internal blogs with a target of weekly blog entries for 3 months
  • Create a group blog to focus on one key function that feedback suggests in inconsistent between HR team members
  • Establish metrics and measure success, build expertise and understanding of value

Strategy: Use blogs to connect with key stakeholders

  • Identify pain points for key stakeholders that could be addressed with better communication and target blog entries, for example finding current policies or navigating particular processes
  • Follow and comment on stakeholder blogs to strengthen relationships
  • Create compelling content with well-written, considered blog entries and by monitoring engagement and reach of blog entries to continually improve

Strategy: Make a plan and then throw it away

  • Construct a strong business case to build strong management buy-in and support: there are innumerable case-studies demonstrating benefits at other organisations
  • Evidence from web 2.0 and enterprise 2.0 usage shows many benefits are emergent outcomes, they were not expected at initiation and are the result of people finding value and solutions to problems specific to their environments and capabilities.

10 thoughts on “Ready, aim and fire! Internal blogging for an HR department

  1. Pingback: Internal Micro-blogging Strategy for HR Department « e2karen

  2. Hi Amanda,

    that was a great post!
    I totally agree with you – especially with the increasing employee blogging within the organisation. I can think of nothing more but benefits for that. To elaborate, it definitely can bond employees at all different levels.

    It can also help employees from different departments understand what their colleagues from other departments are doing and going through in their day-to-day work.

  3. Using blog as alternate way to convey information will really help the HR department. The team members will be able to know what the member want and go together with the same direction. For others employees, they will also be able to get to know more about the HR department and can work together better.


    Prapat W.

  4. Hi Amanda,
    Nice post, I find really interesting specially the strategy of use blogs to connect with key stakeholders, this could be very helpful and a great way of knowing problems, however I think that it is important to go back a bit in the time and remember that is important also for this strategies set a privacy policy in order to maintain everything in the right way. Prevention is better.

    I recommend you to check this link, is very useful


    • Thanks for the link Danny. Initially I thought you wouldn’t bother with privacy settings for internal blogging but maybe there is sensitive HR information that could be shared with the appropriate people (maybe just within the hr dept) that would need privacy settings? Personally, I’d be inclined to have a policy that required bloggers to keep confidential information private, than risk blogging about something that shouldn’t be made public. What are your thoughts?

  5. Hi Amanda,

    Nice blog. very interesting, i didn’t know blogging was used this way but its really good it allows for a good updated knowledge base for the department and definitely will improve work productivity.

  6. I agree with the last point onI agree with the last point on continuously review the strategy and make changes where necessary. There might not be a one-size-fit-all approach, so we should be flexible to adapt and change to suit the need of the organisation or individual team.

    Personally, I would like to see the reduction of emails specially around notifications, updates and newsletters. It would be great to transition these type of emails to the blogging or microblogging platform.

    • Yes, the avalanche of emails each day is the bane of my existence, yiu’ve identified another benefit. I wonder if that is a quantifiable benefit, the reduced infrastructure required for email server and storage capacity?

  7. Pingback: 5 Key Microblogging Strategies for Finance Corporation « LET'S Enterprise 2.0

  8. Great post as usual Amanda, I particularly like your section on using blogging to connect with stakeholders. I think a lot of businesses could benefit from attaching themselves in a more personal manner to their stakeholders. No one wants to invest time or money into something that feels stone cold and un inviting. As you mentioned it is as easy as playing a game of comment tag in order to strengthen a relationship with a stakeholder so why not do it right!. Thanks again for the great post Amanda.

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