HR-Social Media Tips for Best Employee Morale, Culture



At first, conventional wisdom indicated that social media was important to attract customers. Now, we know social media affects far more.

Social media affects your company’s culture – probably as much as the employees who engage in gossip at the water cooler.

It’s true. Your company’s reputation is affected internally and externally by social-networking sites.

stockimagesWhy? You can be either respected or scorned on social media depending on the mood swings of your workers.

But surely, you want to make sure that social media and your culture bond well.

The trick is for human resources professionals and company executives to know how to enhance recruitment efforts and workplace culture with social networking sites.

How do social media affect your business? Not sure? Take prudent steps to capitalize on it.

Here are five HR-social media tips:

1. Learn how social media affects your company’s reputation among your employees.

You need to know what’s going on. You need to monitor social media to learn what is said and what isn’t.

For example, if you engage your employees and show the right amount of appreciation, positive comments will appear on social media.

However, bear in mind employees who are disenchanted are going to be relentless in complaining about your company.

Either way, employees who were previously unaware – of either their satisfied or dissatisfied co-workers – will be influenced by what they see.

2. Check the social-media sharing to develop image-enhancing strategies.

In effect, employees’ social-media sharing brands you positively or negatively. Scrutinize the employee social sharing.

There are about 300 social-networking sites. At the minimum, you need to observe Facebook, Glassdoor, Instagram, LinkedIn and Twitter.

Develop strategies that will enhance your company’s culture and image.

3. Persuade senior executives to share on social sites.

Google the key phrase, “business leaders on social media,” and you’ll be surprised. Depending the day of the week, Google will indicate the key phrase has more than 100-million search results.

Surely, your executives will see an external marketplace benefit for their companies and for them, personally.

There are also benefits internally. Note that such executives appear more approachable to their employees.

Many employees will feel better about them as a boss. That is, if employees feel they can use social media to connect with company bosses.

Social media affects your company’s culture – probably as much as the employees who engage in gossip at the water cooler.

4. Develop social-networking strategies along with a new company policy.

Social media is a reality. You can either capitalize on it or suffer ramifications by not moving forward.

Join the social-media bandwagon with other successful companies.

By endorsing what your employees are going to keep doing – no matter what you think – you’ll enhance your organization’s internal culture, your image as a desirable employer, and your ability to sell products and services in the marketplace.

However, there are a couple of caveats:

The trend has caught the attention of the National Labor Relations Board (NLRB), which can dictate your social media policy. You need to be aware of a ruling against Costco on social-media policy.

Your company policy also needs to guard against the unprecedented dangers from employees using your company computers for social-networking. Take appropriate safety measures to thwart social-network attacks.

5. Develop and implement an social-media intranet.

Take social media internally. Create a private group on Facebook where only company employees can join.

In this way, employee won’t be mixing their personal social-media sharing with your business.

Another option worth considering is to create another in-house social-media system.

If you do, your employees will be able to communicate with executives, offer tips for company growth, profitable ideas for efficiency, and to have professional-level communication with one another.

Bottom-line

You’ll be using social media to benefit the welfare of your organization.

Morale will be stronger. Employees will appreciate an open communication. They’ll become more aligned with your company’s mission.

Externally on the Internet, employees will be more likely to convey positive information about your company.

All of these are important ingredients for organizational growth.

From the Coach’s Corner, here are links to related articles:

UCLA Psychologists Tell What Triggers People to Share on Social Media — Buzz. Marketers, senior managers, business owners, and consultants crave it for revenue. Career-minded individuals engaged in self-promotion also want it. Another term for buzz is the “salesperson effect.” For the first time, we learn how ideas are spread, what messages go viral on social media, and how to predict it.

Understanding Customers — Social Media Humbles Companies — Marketing is the understanding of your customer for the cost-effective process of selling the right product or service at the right time and at the right price. Inexplicably, Verizon joins the list of big companies failing to understand how poor research and judgment would draw fire from their customers and social media.

Insights into How Twitter Users Can Forge Opinion — If you want to influence public opinion on Twitter, the trick is to get your message out early. Once your message is stabilized on the social medium, it’s too difficult for your competitors to overcome your lead according to research released in 2014. The researchers’ conclusions show how marketers and politicians can achieve greater awareness to influence public opinion.

Make Your Blogging, Social Media and PR Work to Attract Fans — Businesspeople have discovered social media is a work in progress. It takes huge amounts of time, not only to implement innovations, but to succeed.

Tech Trends to Watch in BYOD, Mobile Apps — If you’re like many businesspeople, you’re constantly identifying the trends with the most staying power that will benefit your company. Here are trends to watch in BYOD, an acronym for bring your own devices, and mobile apps.

“Social media is not about the exploitation of technology but service to community.”

-Simon Mainwaring


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Author Terry Corbell has written innumerable online business-enhancement articles, and is also a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.





Photo courtesy of stockimages at www.freedigitalphotos.net

Business Down? 7 Lessons from Ford Motor Company



If your business is performing in a mediocre fashion, chances are your company needs an overhaul. A culture change, if you will. For a positive case study in change-management, Ford Motor Company qualifies.

Game-changing requires an assertive, strong administrator, especially because all such organizations go through humbling experiences. Strong visionaries know how to profit from ego-destroying events and plan for victory.

First, let’s consider one of the salient Ford headlines, such as: “Ford Makes Comeback From the Brink to Billion-Dollar Profit.”

Actually, Ford’s fortunes began to improve when it looked outside the carmaker for solutions to its challenges. The automaker recruited Alan R. Mulally from Boeing.

The irony is that Mr. Mulally had his own ups and downs, of sorts. He had been bypassed twice by Boeing for the CEO’s job. But he was able to put his full talents to work at Ford. 

By the time he retired from Ford, Mr. Mulally had notably installed a competitive, sustainable business model. He simplified production processes. Managers, in effect, were told to change their perspective on change. He inspired a positive balance sheet by taking strategic steps on Ford’s cash flow. 

Unlike Chrysler and General Motors, he didn’t seek a government bailout. This meant Ford was able to focus on being proactive, for example, development of new vehicles – cars consumers would buy. Ford would not be hamstrung by bailout cash-flow constraints. Chrysler and GM became beholden to the government – bureaucrats called the shots. Ford didn’t have to resort to discounting and incentives to attract car buyers.

Ford’s brand image skyrocketed as Chrysler and GM suffered from poor images – they were only able to survive with the help of bailouts and bankruptcies.

In other words, Ford’s success was summed up by this headline: “Ford Says Culture Change Has Led to Success.”

Culture change is not easy to achieve. Six steps are necessary to attain a cultural change for profits

It’s not just a matter of knowing the automotive business. Many businesspeople make a big mistake — they only consider hiring people from their industries without regard for all the necessary skill sets. Mr. Mulally didn’t have automotive experience, but his management and manufacturing skills were transferrable from the aircraft industry. Simply put, solid business principles are applicable in all industries.

Qualities to win

From Ford’s success, here are seven basic ingredients for a business game-changer:

1. Management

True leaders are strong, knowledgeable, and manage risks. They oversee all fundamentals but delegate – finance, marketing, operations, product management and customer service. Executives must also have a team spirit – an environment of collaboration.

2. Vision

Top managers possess skills in analyzing their strengths, weaknesses, opportunities and threats in strategic planning. They avoid complacency and must continually fine-tune the company when appropriate. That means habitually practicing the Principle of Contrary Action, which is a process of learning how to keep an open mind.

3. Focus

Managers must outline their master plan, stay focused and inspire the staff – the frontline responders to the marketplace – where the proverbial tire meets the road. Nothing great has ever been accomplished without enthusiasm and passion.

4. Best Practices

Senior management must inspire best practices for quality in all areas. Creating value is job one.

5. Mobility and flexibility

The 21st century marketplace requires quickness and mobility. This also means empowering all workers in decision-making and in being proactive.

6. Listening skills

Effective managers are approachable. In a proverbial sense, they walk the floor twice a day to interface with their employees. They hire managers and staff members who, too, are effective in listening skills. That’s the first step for a motivated staff and creating profits. Without even looking at financials, an astute outside participant will always be able to ascertain the success potential of a company merely by watching the interactions between management and staff.

7. Communication

Good, open communication is required internally with the team members and with the customers and marketplace. In this way, you’ll take great steps in inspiring loyalty from customers.

From the Coach’s Corner, suggested related topics:

18 Leadership Strategies to Earn Employee Respect — Eighteen strategies to profit from good labor relations, and to leverage the perspective of employees – your company’s human capital.

20 Tell-Tale Signs You’re Underperforming as a Manager — Managers can often struggle whether they’re new or experienced. Poor management, of course, leads to poor performance. As red flags, underperforming managers share one of two common traits with ineffective employees. Such managers aren’t fully aware of their shortcomings. Even if they are aware of deficiencies, they’re afraid to admit it.

Leadership, HR, Marketing Lessons from HP’s Executive Turmoil — It’s been quite the roller coaster ride for Hewlett-Packard. Its shares have rebounded significantly — nearly tripled since November 2012. The rebound was helped by landing a $3.5 billion contract to operate the communication system for the U.S. Navy.

10 Steps to Manage Conflict for High Performance — For progress, a business needs human interaction for ideas and innovation. Sometimes, argument, debate and conflict prove to be productive catalysts for high performance. But such catalysts can be obstacles to success, too. Here are the simplest ways to manage conflict.

“In preparing for battle I have always found that plans are useless, but planning is indispensable.”

-Dwight D. Eisenhower 

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Author Terry Corbell has written innumerable online business-enhancement articles, and is also a business-performance consultant and profit professional.Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Seattle business consultant Terry Corbell provides high-performance management services and strategies.