Social media sites have become very popular within large enterprises. Still, employees are experiencing difficulties in engaging efficiently. In this paper, we present a study of a personalized action recommendation system in an enterprise social network. Following a previous study on how to raise one's social eminence in the enterprise and a set of interviews, we built an innovative recommendation system which provides employees with concrete personalized recommendations on how and where to engage. Differently from other systems, it presents recommendations in context of limiting social network behavioral patterns. The recommendations goal is to assist employees in growing out of these patterns. The paper presents the interview findings, the innovative recommendation system and results of a wide survey investigating the effectiveness of such a system.

Social media platforms have become popular in many enterprises. Employees build their social eminence by effectively engaging on these platforms. Becoming socially eminent in the organization is a personal journey and many employees need guidance to succeed. In this paper, we describe a tool called Personal Social Dashboard deployed within our enterprise. The tool provides feedback to employees on how effectively they engage in the enterprise social network by maintaining a set of scores covering different aspects of one's social role, such as Activity, Network, Reaction, and Eminence. We provide a description of the tool with a subsequent study of its use within the company and effect on employees' behavior in the company's social network.

Companies are motivating their employees to become socially engaged in enterprise social networks as a means to raise employee engagement. This is also beneficial for employees as it provides an opportunity for them to get a voice and raise their eminence. Unfortunately, not all employees are born "social butterflies" and many have difficulties in becoming more socially active. Failing to engage in an effective manner creates frustration which over time decreases their activity and lowers their chance to become socially eminent. This paper is a first of a kind study that reveals insights on social behavioral patterns of socially eminent employees. We extracted a comprehensive set of tips and recommendations to help employees become more socially eminent and investigate if and how eminent employees engage differently than others. We conducted interviews with top socially eminent employees and a quantitative inspection of bloggers behavioral patterns. Furthermore, we show that indeed best practices stated by socially eminent employees are fulfilled by eminent bloggers and less by others. We also found differences in how socially eminent employees engage compared to less eminent employees.

The emergence of social media allows people to interact with others all over the world. During interaction, people leave many traces behind that can reveal things about themselves, or about how they perceive others: having many followers may indicate that one is an influencer; forum answers that gain high ranking, are likely to testify for expertise; people who gain high ranking in eCommerce sites are likely to be trustworthy. In this paper, we examine whether public online traces can be used for inferring the reputation of a person as perceived by others in relation to trustworthiness, influence, expertise, and impact. We describe a study performed on indicators of reputation that employees leave in a rich organizational social media platform. We compare different indicators, and report the results of an extensive user study with over 500 participants who provided their perception of thousands of others through a set of hypothetical scenarios.

Enterprise social media can provide visibility of users' actions and thus has the potential to reveal insights about users in the organization. We mined large-scale social media use in an enterprise to examine: a) user roles with such broad platforms and b) whether people with large social networks are highly regarded. First, a factor analysis revealed that most variance of social media usage is explained by commenting and 'liking' behaviors while other usage can be characterized as patterns of distinct tool usage. These results informed the development of a model showing that online network size interacts with other media usage to predict who is highly assessed in the organization. We discovered that the smaller one's online social network size in the organization, the more highly assessed they were by colleagues. We explain this inverse relationship as due to friending behavior being highly visible but not yet valued in the organization.

A proliferation of travel-related web sites enable people to share their travel plans, review hotels, offer advice, and more. In this paper we study social travel planning in the enterprise. While business travelers and leisure travelers have different preferences and needs, employees may benefit from sharing information and travel plans within the enterprise. We present a study collecting the requirements for social travel from employees, detail the design principles of a social travel application in the enterprise, and present Voyage, the outcome. We evaluated Voyage based on qualitative and quantitative data and discuss the results using four perspectives: collaborative activities, social information impact, usage patterns, and sharing behavior. Employees expressed their growing satisfaction from the social information contributed by fellow employees. Moreover, we observed that Voyage shortens the reservation time, thus saving costs for the enterprise.