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De ce trebuie să am colegii implicați în Social Media: corporatie-viata-privata

Aduci mai mult trafic din Social Media este absolut NORMAL – cum-aduci-trafic-din-social-media

Grafice care arată cum influenteaza în 2014 Social Media – Optimizeaza-Social-Media-Pentru-Trafic

Cel mai interesant material l-am găsit aici: Implica-Social-Media-colegii-din-Firma

As social media becomes an increasing part of their content and marketing strategies, many membership organisations are encouraging their staff to have a professional presence on social media.It makes sense, as the people behind an organisation are its biggest asset and members want to see what the staff are doing on their behalf. But not every one wants to put themselves ‘out there’ and you may find that some of your colleagues are reluctant to engage with social media. Here are seven tips to help you encourage your staff to use social media professionally.

1. Speak to them

Find out their objections and, where possible, overcome them.

2. Offer training and on-going support

Often, the biggest barrier to someone using social media is that they just don’t know where to start. Hold training sessions and ensure that your staff know who they can approach if they need one-to-one support.

3. Be clear on your goals

If they know why you want them to use social media and what you hope to achieve, your staff are more likely to use it.

4. Inspire them

Sometimes even the most enthusiastic user just can’t find something to talk about. Regularly send out posts that you want employees to share or lists of things they might want to talk about.

5. It must be optional

Unless it is really part of their job, you shouldn’t force staff to be active on social media. If you coerce someone who really does not want to, they will either stop posting as soon as they think you are not paying attention or do it badly.

6. Is there another way?

If someone really won’t use social media, is there a way round it? What would their presence achieve? If they are a senior member of staff, perhaps you could manage an account for them? If you want to show what employees are doing on your members’ behalf, you could have team diary in which everyone makes notes of the meetings and conferences they are attending, so that they can be talked about on the main corporate accounts.

7. There are also some things you need to consider…

• Do you have a social media policy for employees? It is a good idea to set boundaries and expectations of conduct, especially if they are going to be using their personal accounts in a profession capacity. If you do, the policy needs to be clear and accessible. • Keep a list of employee accounts and follow them, so you can identify any issues quickly. • If they are using their personal account, be aware that should they leave the company, they are likely to take the account and its followers with them. Have you had any issues with employees using social media?




Good reasons why to invest in social media
There are seven ways in which we can use social media to engage our staff:

  1. Effective employee communication
    Using internal channels and communication methods, management are able to communicate with staff quickly regardless of where they are located. This effectively means that all relevant employees and branches can receive the same information simultaneously, rather than outlying divisions and lower hierarchical departments perceiving that they are less important because their information filters down over a period of time.
  1. Dealing with unsatisfactory posts
    Many big companies are concerned that staff might post negative comments about the company or industry on their social media. The issues to consider here are as follows:
    • If a staff member is not happy, they are likely to express that dissatisfaction anywhere, regardless of whether they are online or not. If there is a risk of damage to the brand, it is going to happen anyway. The only problem is that comments made offline can seldom be traced, recorded or in fact even known about by the company. So, damage is done without knowing what has happened.
    • When someone makes any comment about your company online, simple tools like Google Alerts and other media trackers can let you know that your company has been mentioned. You can then drill down to the relevant post, assuming it is public, and see what has been said. If the comment is positive, you can thank or acknowledge the person who has endorsed you. If the comment is negative and inaccurate, you can address the situation and present the correct facts. Where it is negative and accurate, well that brings us to the third point.
    • Often the things we are afraid of seeing online happen to be the things we know are the truth. Whether it is something negative about our company, or just a negative expression from a staff member, it is time to deal with the matter at hand and fix it. It has been said that the majority of scandals in modern politics are not about the original issues themselves, but about the cover ups. So when something is wrong, the best solution is to fix it rather than try to hide it or get it offline.

Make teamwork a priority by making it part of the performance management system. This begins with performance expectations when someone joins the organization, Weisman says. “I was speaking with a prospective client last summer who was complaining about this very thing–that their people were not working well together–so I asked her, ‘Well, do you assess their contribution to teamwork as part of your annual performance review process?’ She looked at me like a deer in headlights and responded as if it was a master stroke of genius.” If you don’t measure it and give people the expectation at the very beginning of their role with the organization, it will not be seen as priority.
Pinpoint the issue. “Explore your feelings and behavior toward your colleagues,” says Parnell. “Social and professional relationships are inextricably symbiotic and interactive, and much of the communication that occurs is both subconscious and reactive.” If your colleagues seem to be difficult, they may actually be reacting to the signals you are giving off – whether consciously or unconsciously. While this might be a bitter pill to swallow, you may be the very root of the problem and the first step toward recovery is discovering this.

Do not complain to management. “Mommy, mommy! Jimmy isn’t being nice!” isn’t going to cut it here. In fact, it will just make things worse. “Going over someone’s head to leverage them with authority is the best way to gain faux cooperation that is backed by insidious, Machiavellian game play,” Parnell says. “Take whatever steps are necessary to remedy your situation first, and only turn to management as the last resort.”

Ask for advice. Again, you don’t want to go to your boss or upper management to complain about a co-worker, but you can ask your supervisor for advice on how to improve your work relationships. “They will certainly appreciate the fact that you came to them first because you want to improve the team dynamic,” Teach says. “This will help your supervisor see that you are truly a team player.”

Communicate directly with them. “I think that this is perhaps the most important factor when it comes to improving a work relationship,” Teach says. “It’s totally understandable why you and a co-worker don’t work well together but the onus is on you to improve the situation.”

If you complain to your boss, he or she will most likely just ask you to speak directly with your co-worker to try to improve the situation. So instead, ask your co-worker if they have some time to speak with you, maybe at the end of the day once all of your projects are completed. Just state your feelings in a non-accusatory way, tell your co-worker that you’d really like it if you can help each other in the future and work better together, and ask them what you can do to make this happen. “It’s possible that they are not even aware of their shortcomings or perhaps they don’t realize that there is a problem between the two of you so hopefully they will appreciate the fact that you are bringing this to their attention,” Teach says.

Parnell agrees. “I know this may be a cliché, but you should address the problem head on. If someone seems to be abrasive or even combative, relay your concerns to them and ask if there is something you can do to help.” It is uncomfortable, potentially embarrassing, and certainly not the easiest route; it is, however, the most effective, he says.

Engage the law of reciprocity. “If you happily help people first, others automatically will feel a sense of obligation to return the favor,” Weisman says. When you have an extra free minute or two ask your co-workers if they need help with anything, or engage in another act of kindness. Maybe your colleagues will reciprocate, and thus improve the way you work together.

Give your co-worker an incentive. You may present your case to a colleague as to why they need to work better with you–but without an incentive, they may not be accommodating, Teach says. Explain to them that by improving the work relationship between both of you, they will have more support from you, they will enjoy their work more, and they will get better results. Tell them that this can potentially lead to more appreciation and recognition from upper management, which hopefully will lead to a promotion and raise down the line—and that by not working well together, this scenario will be more difficult to achieve.

Celebrate and reward great teamwork. Unfortunately, most employees won’t go out of their way to work well with others, unless there’s something in it for them, Weisman says. If you’ve already explained to your co-worker how they can benefit from working with you better, and he or she still isn’t doing it, talk to your boss about implementing some type of rewards or recognition program.

Shane believes employers should acknowledge workers regularly for their team efforts and loyalty, both in private and to the entire team. “Set up a ‘Team Player of the Month Award’ that the team votes on and reward that person with a dinner out, gift certificate or cash,” she suggests.

This should help motivate your colleagues to be better team players.

Go out to lunch or for a drink. When colleagues don’t get along or don’t work well together, it simply might be that they don’t really know each other, Teach explains. The best way to get to know a co-worker better is to spend some time with them away from the office. “Offer to take them out to lunch and just chat with them as an equal,” he says. You can also ask to meet them after work for a drink, when he or she might be more relaxed and perhaps not as cautious when it comes to discussing your relationship. Use the time to find out what you have in common outside of work.

“Of course, use your social barometer to monitor the depth of your plumb, but dig deeper and add some foundation to your relationship,” Parnell adds.


Find out their challenges and obstacles. Don’t always assume that the reason why a co-worker doesn’t work well with you is because it’s personal, Teach says. It may be that they don’t have the aptitude for the job or don’t have the training necessary to do a great job. “If this is the case, offer to train them or to help them in any way. They will see you in a new light; as an asset and not a liability.”



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