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Tagged with: Employee Communication
From large corporations, to political campaigns, to sellers on etsy… innovative businesses leaders and marketing professionals have quickly recognized the utility of social media as a powerful marketing tool to attract consumers and build a positive brand image. However, more and more organizations are embracing social media for employees as well.
Social media provides a fast and easy way to stay connected to what’s going on in the world, with the things they care about – and the can also stay in touch with your organization. By staying informed on public opinion of their company, these team members are also forming their own opinions of their employer. For smart organizations, social media can open lines of communication between employers and employees, increasing employee engagement and positively impacting the company’s ROI. Additionally, active social media engagement helps the organization position itself as a cutting-edge, caring, and fair enterprise. These traits are especially important to young professionals, who expect transparency and forthrightness from their employer.
Beeline Labs, a marketing strategy firm, recommends the following guidelines for successful implementation of social media applications into an organization’s communication strategies:
Real-world applications
Oracle, General Motors, and Motorola have experienced success incorporating Web 2.0 applications into their internal communications strategy. Using blogs, wikis, tagging, personal employee profiles, and chat functionality, these organizations have improved communication among executives, employees, partners, and suppliers.
Michelle Newell, senior director of applications marketing for Oracle Corporation, acknowledged that online chatting, blogging, viewing Facebook pages, or accessing information in wikis can appear counter-productive; however, she encouraged business leaders to look at these activities as opportunities as for gaining information about competitors or sharing best practices among colleagues.
In her article, “Is Twitter a Viable Tool for Employee Benefits Communication,” Jennifer Benz asserts that the technology, if used effectively, could streamline benefits communication. According to Benz, Twitter would allow human resource professionals to deliver precise (140 character limit) responses to specific questions quickly. Twitter would also provide transparency for benefits communication, which would make it simple for employees, new hires, and their family members to receive consistent answers to their questions.
Projections Inc., a provider of custom employee communications, notes that companies should encourage open conversation among employees and management about the effects of labor organizing on the company and their job. Projections suggests that organizations use an array of resources, including Web applications, to educate managers and employees on labor relations issues. Social media is a powerful tool for not only disseminating information, but also for empowering employees and reducing the risk of employees feeling alienated and ignored by upper management.
Social media is crucial for your business, and sometimes negative feedback or bad reputation can affect the way other see your business, that is why if you do not want to be affected by this you can choose to hire content removal service to take down any damaging content on the internet.
Social media is based on the desire of people to connect with one another and build communities. This is not counter-productive to business objectives – instead, it offers organizations an innovative method for building strong relationships with employees and building a reputation as a caring and innovative organization in a consumer-driven market.
In over 25 years of helping companies connect with their employees, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.
