Social Work: Why You Should Empower Employees to Use Social Media

Social Work: Why You Should Empower Employees to Use Social Media

Here’s why your employees should use social media.empower employees to use social media

“Come here Mr. Watson, I want to see you.” Those were the words yelled by Alexander Graham Bell over the world’s first telephone connection. Bell had no way of knowing that a little more than fifty years later there would be more than 30 million telephones in use. To be sure, the telephone served as one of the greatest tools of business communication for over a century, but we are now in the midst of a new kind of technological revolution – one that puts social media directly in the spotlight.

The proliferation of social media has spilled into every facet of our daily lives, and the business implications are complex and far-reaching. Even though 74% of online adults are reported to use social media, a study commissioned by Robert Half Technology found that about half of companies block employees from using social media websites at work. Interestingly, 92% of companies indicated social media as a priority in a 2014 study by Social Media Examiner. With most companies managing all social media at the corporate level for functions like marketing and communications, businesses are missing an opportunity to empower employees to be strong brand advocates while making them more productive, more satisfied, and more connected. That’s why businesses should consider extending social media participation beyond their marketing departments.

Social media transforms communication into content, and vice versa. While email still remains a primary vehicle for the transmission of ideas and information for many workplaces, its very nature inhibits collaboration – it’s ideally used as a tool for private two-way communication. On the other hand, social tools capture ideas and conversations of employees and create a public database of employee-generated content. Openly sharing this content, which was previously hidden behind the privacy of email, fosters inclusion and creates a culture of connectedness.

Responding to a fundamental shift in buyer behavior, sales and marketing professionals are increasingly turning to social media to drive growth. No longer are buyers responding to interruption-based sales tactics; instead, they’re listening to online conversations, engaging with peers, and performing their own research to find solutions to their problems. Companies have taken note and in doing so have transformed the way buyers and sellers now connect. Underscoring the importance for companies to adapt to this new way of connecting to potential customers is HubSpot’s finding that 73% of sales professionals using social media outperformed their colleagues who were not on social media networking sites.

While social media has transformed marketing and sales functions, it’s rewritten the rules for human resource functions. Hiring managers now have public access to a wealth of professional and personal information about potential job candidates, making recruitment efforts more comprehensive than ever. Likewise, candidates are increasingly placing more value on soft compensation like social policies and work flexibility when considering employment offers. The parameters of work and personal life are becoming more and more blurred, and employees are finding companies that embrace their use of digital technology most attractive. Companies with rigid tech policies stand to lose out on top talent.

Social media is proving equally as powerful as a tool for employee retention. Employers that choose to ban social media risk alienating Millennials, a group for which oscillating between real life and the digital world comes naturally. Staying connected is so important to this group that a 2011 study by McCann Worldgroup found that 53% would give up their sense of smell rather than their phone or laptop. Considering the increasing number of businesses actively seeking to attract and retain employees from this generation, finding a way to incorporate and leverage social media would likely prove a much better strategy than blocking access altogether.

Businesses that permit – and even encourage – employee use of social media are able to innovate quicker by monitoring and engaging in the online conversations of customers and potential buyers. With over 58% of the entire U.S. adult population on social media, you can be sure there are conversations happening about brands whether or not they choose to participate in social media. Beyond just monitoring what’s being said about a company or brand, active participation in social media allows for nimble adjustments to marketing messages and potential new product development.

Of course, in order to derive value from employee participation on networks of social media, employers must thoughtfully consider the implications of providing access and set clear expectations for employees about its use (or misuse). Rather than arbitrarily opening access to social media, Cheryl Connor, business communications expert and author of Beyond PR: Communicate like a Champ in the Digital Age, recommends managers take a more thoughtful, structured approach. She suggests managers talk through the concept of open access to social media with employees. Knowing how employees feel about social media makes it easier to accommodate their needs. It’s true that unregulated workplace access to social media won’t work for every business or every employee, but companies that manage to find a way to integrate social media into functions where it makes sense will create value and drive profitable action.

Why you need to work less and digitally disconnect

Why you need to work less and digitally disconnect

Why you need to work less and digitally disconnect

It’s true.  You need to work less and stop checking your emails.

Somewhere in California, in the middle of the Redwood Forest, lies Camp Grounded. The school bus on which campers arrive comes alive on weekends with the activity of its new passengers – sing-alongs, face painting, snacks. Undoubtedly that energy is driven by the excitement of what the imminent camp experience will hold. The small cabins, which serve as the home base for campers to rest with their bunkmates in between sessions of arts and crafts, archery, and campfires, are nostalgic throwbacks to the 1930s American camp experience. The camp owners, indeed aiming to recall a slower, simpler time, have built the 2,000 acre camp to offer all the typical activities and (lack of) amenities you’d expect from a secluded camp.

What you might not be able to immediately discern about this camp, though, is that it caters exclusively to adults. That’s right, campers range in age from 19 to 72. The other most striking feature of Camp Grounded is their policy on digital technology; it is strictly prohibited.

Why are these people giving up their laptops, cellphones, tablets? What would make a grown person want to digitally disconnect from the world? Turns out, quite a few things.

A 2014 Gallup poll reported that the average workweek now clocks in at 47 hours a week. And troublingly, nearly four in ten Americans are working at least 50 hours a week. It’s not a far jump to conclude that advancements in digital technology have made it difficult for workers to set firm time parameters for job-related responsibilities. It certainly fits with Pew Research Center’s finding that 61% and 54% believe email and the internet, respectively, to be “very important” in doing their work. The lack of conventional parameters and the pervasive ability for workers to access tools of productivity outside standard work hours has some startling implications for the state of the American workforce and might just explain why adult campers are flocking to Camp Grounded in droves.

Long hours are making employees sick and causing injures.

A University of Massachusetts study revealed workers who routinely work long hours are thought be at risk for numerous physical conditions including high blood pressure, diabetes, chronic infections, and even death. Research has also linked that those who spend four or more hours sitting per day to a 125% increase in heart disease risk, even when controlling for diet and exercise. Another study, in which the University College in London found that long work hours can double the risk of depression, shows the emotional health of workers who log long hours suffers too. Alarmingly, a high number of work hours are also correlated with increased risk of workplace accidents. A National Institutes of Health report states that working at least 60 hours per week increases a worker’s likelihood of injury by 23%.

Workers are stressed as a result of not setting firm work-life boundaries.

Many of the health concerns presented by employees working protracted hours are stress-based diseases and illnesses. Stress can be characterized by a cyclical progression; the cycle of poor performance and impaired decision making, brought on by illness, sluggishness and decreased productivity, can all exacerbate stress. Furthermore, working long hours away from home can cause familial stress since, often times, one spouse shoulders the burden of unequally spilt household tasks and child rearing responsibilities. For businesses, the bad news about stress is just as alarming. Between 5% to 8% of all annual healthcare-related costs are stress-related – passed on to employers to the tune of $180 billion each year.

The more hours employees work, the less productive they are.

Probably a universal experience for office employees is the dazed feeling that comes after spending an extended amount of time working in front of a computer screen. The eyes tend to gloss over, the back becomes stiff, and the mind goes a little fuzzy. The evolution of the modern workweek notwithstanding, it’s interesting to note that logging long hours doesn’t make employees more productive. In fact, it can have the opposite effect. The Economist wrote a piece in 2013 which concluded “with higher working hours, labor output per hour fell.” Meaning, the correlation between working more hours and being more productive simply doesn’t exist. Taxing the mind and body with work for extended periods of time leaves employees tired, sluggish, and unproductive.

Overworked employees are typically disengaged employees.

Despite all the aforementioned negative consequences employees are willing to endure in order to work long hours, there’s really little employees or employers are getting in return. That’s because, for all the extra hours workers are putting in, it actually drives disengagement. Left wholly left unchecked, the culmination of issues arising from an unbalanced work-home life can increase absenteeism and turnover. Simply put, employees logging long hours are significantly more prone to burnout.

After being presented with the destructive effects clocking long hours can have on our bodies, relationships, and careers, revisiting the issue of a voluntary digital detox seems like a virtuous approach to our constant connectedness. But you don’t have to shell out hundreds of dollars in order to reap the benefits (device-free! no j-o-b talk!) Camp Grounded offers. Start by setting firm boundaries for work and home life. Ask a spouse or partner to hold you accountable. Block access to email on your devices during nights and weekends. If that seems too extreme, consider delaying your email responses until the next work morning. Implementing these small changes in the way you interact with your job responsibilities outside typical business hours can improve your physical and mental health and advance your career. If you find that you need a little more motivation to unplug and disengage from work, you’ll likely find it in the sing-alongs and talent shows performed by weary workers, turned cheery campers at Camp Grounded.

Why you need to work less and digitally disconnect

Why you need to work less and digitally disconnect

Why you need to work less and digitally disconnect

It’s true.  You need to work less and stop checking your emails.

Somewhere in California, in the middle of the Redwood Forest, lies Camp Grounded. The school bus on which campers arrive comes alive on weekends with the activity of its new passengers – sing-alongs, face painting, snacks. Undoubtedly that energy is driven by the excitement of what the imminent camp experience will hold. The small cabins, which serve as the home base for campers to rest with their bunkmates in between sessions of arts and crafts, archery, and campfires, are nostalgic throwbacks to the 1930s American camp experience. The camp owners, indeed aiming to recall a slower, simpler time, have built the 2,000 acre camp to offer all the typical activities and (lack of) amenities you’d expect from a secluded camp.

What you might not be able to immediately discern about this camp, though, is that it caters exclusively to adults. That’s right, campers range in age from 19 to 72. The other most striking feature of Camp Grounded is their policy on digital technology; it is strictly prohibited.

Why are these people giving up their laptops, cellphones, tablets? What would make a grown person want to digitally disconnect from the world? Turns out, quite a few things.

A 2014 Gallup poll reported that the average workweek now clocks in at 47 hours a week. And troublingly, nearly four in ten Americans are working at least 50 hours a week. It’s not a far jump to conclude that advancements in digital technology have made it difficult for workers to set firm time parameters for job-related responsibilities. It certainly fits with Pew Research Center’s finding that 61% and 54% believe email and the internet, respectively, to be “very important” in doing their work. The lack of conventional parameters and the pervasive ability for workers to access tools of productivity outside standard work hours has some startling implications for the state of the American workforce and might just explain why adult campers are flocking to Camp Grounded in droves.

Long hours are making employees sick and causing injures.

A University of Massachusetts study revealed workers who routinely work long hours are thought be at risk for numerous physical conditions including high blood pressure, diabetes, chronic infections, and even death. Research has also linked that those who spend four or more hours sitting per day to a 125% increase in heart disease risk, even when controlling for diet and exercise. Another study, in which the University College in London found that long work hours can double the risk of depression, shows the emotional health of workers who log long hours suffers too. Alarmingly, a high number of work hours are also correlated with increased risk of workplace accidents. A National Institutes of Health report states that working at least 60 hours per week increases a worker’s likelihood of injury by 23%.

Workers are stressed as a result of not setting firm work-life boundaries.

Many of the health concerns presented by employees working protracted hours are stress-based diseases and illnesses. Stress can be characterized by a cyclical progression; the cycle of poor performance and impaired decision making, brought on by illness, sluggishness and decreased productivity, can all exacerbate stress. Furthermore, working long hours away from home can cause familial stress since, often times, one spouse shoulders the burden of unequally spilt household tasks and child rearing responsibilities. For businesses, the bad news about stress is just as alarming. Between 5% to 8% of all annual healthcare-related costs are stress-related – passed on to employers to the tune of $180 billion each year.

The more hours employees work, the less productive they are.

Probably a universal experience for office employees is the dazed feeling that comes after spending an extended amount of time working in front of a computer screen. The eyes tend to gloss over, the back becomes stiff, and the mind goes a little fuzzy. The evolution of the modern workweek notwithstanding, it’s interesting to note that logging long hours doesn’t make employees more productive. In fact, it can have the opposite effect. The Economist wrote a piece in 2013 which concluded “with higher working hours, labor output per hour fell.” Meaning, the correlation between working more hours and being more productive simply doesn’t exist. Taxing the mind and body with work for extended periods of time leaves employees tired, sluggish, and unproductive.

Overworked employees are typically disengaged employees.

Despite all the aforementioned negative consequences employees are willing to endure in order to work long hours, there’s really little employees or employers are getting in return. That’s because, for all the extra hours workers are putting in, it actually drives disengagement. Left wholly left unchecked, the culmination of issues arising from an unbalanced work-home life can increase absenteeism and turnover. Simply put, employees logging long hours are significantly more prone to burnout.

After being presented with the destructive effects clocking long hours can have on our bodies, relationships, and careers, revisiting the issue of a voluntary digital detox seems like a virtuous approach to our constant connectedness. But you don’t have to shell out hundreds of dollars in order to reap the benefits (device-free! no j-o-b talk!) Camp Grounded offers. Start by setting firm boundaries for work and home life. Ask a spouse or partner to hold you accountable. Block access to email on your devices during nights and weekends. If that seems too extreme, consider delaying your email responses until the next work morning. Implementing these small changes in the way you interact with your job responsibilities outside typical business hours can improve your physical and mental health and advance your career. If you find that you need a little more motivation to unplug and disengage from work, you’ll likely find it in the sing-alongs and talent shows performed by weary workers, turned cheery campers at Camp Grounded.

25 Ways to Generate More Leads Using Social Media

25 Ways to Generate More Leads Using Social Media

social media lead generation

How your business can use social media to generate leads.

Leads are essential to the growth of your business, and your marketing strategy is built around finding and connecting with leads. So when 92% of all marketers indicate that their social media efforts have generated more exposure for their businesses, you should take note and make social media part of your prospecting strategy.

Building a network of online connections is an effective way to find new leads. And with social media, you can find new leads by doing something called social prospecting. Social prospecting is the art of searching the social web, identifying potential prospects for your business, and engaging them in a manner that draws them to your company’s website and through your funnel. At the core, social prospecting is about listening. It’s about listening to social media conversations in order to generate leads for your business. It goes beyond monitoring keywords to engaging people that may or may not know what your business can do for them.

As you build your social prospecting strategy and develop new approaches to connect with leads, keep these 25 handy tips close by to guide your efforts.

 Twitter

  1. Post content that draws prospects back to your website.
  2. Aim to share useful content on Twitter two to three times per week.
  3. Make customers feel appreciated by prioritizing their questions.
  4. Keep prospects engaged by retweeting some of their organic content.
  5. Favorite tweets with content that leads share.
  6. Respond to and offer help to industry peers’ questions.
  7. Delight customers by replying or favoriting tweets when they mention your company.
  8. Engage with potential prospects by offering help using relevant content.

LinkedIn

  1. Post at least twice a week to your company’s LinkedIn page.
  2. Join five LinkedIn Groups that could connect you with potential prospects.
  3. Join conversations in the group where you can add value with your content.
  4. “Like” content that others are sharing in the group.
  5. Share your own content to the group.
  6. Use LinkedIn Answers to respond to questions posted by others in your industry.
  7. Make a habit of routinely reviewing the content posted within your groups.
  8. Comment and add value to posts from others in the group.
  9. Ask for an offline meeting with your most engaged prospects.

Facebook

  1. Link to your blog from Facebook.
  2. Add calls to action to posts.
  3. Promote a special product or service offer solely for Facebook fans.
  4. Create and post visual content, like infographics and videos.
  5. Share a quote or industry statistic with your fans.
  6. To draw more comments from fans, pose a question.
  7. Create a Facebook event to promote trade show appearances or webinars.
  8. Update your company’s profile and cover photos routinely.

Ready to build a more full-bodied social prospecting strategy? We’ve laid out the quickest ways for you to find more leads and prospects on Twitter, Facebook, LinkedIn, Pinterest, and Google+ in our social prospecting workbook. In a dedicated worksheet to each of those social media platforms, you’ll find every worksheet includes: a short preparatory work to make the actual prospecting easy; visual instructions on how and where to find prospects; pro tips that will help you get the best results; prescriptions (Marketing Rx) for success; and take-home exercises for follow-up prospecting. To get started growing your prospecting opportunities and building alternative lead generation and nurturing strategies, download our free workbook.

Curious about what we’re up to on social media? Find out.

25 Ways to Generate More Leads Using Social Media

25 Ways to Generate More Leads Using Social Media

social media lead generation

How your business can use social media to generate leads.

Leads are essential to the growth of your business, and your marketing strategy is built around finding and connecting with leads. So when 92% of all marketers indicate that their social media efforts have generated more exposure for their businesses, you should take note and make social media part of your prospecting strategy.

Building a network of online connections is an effective way to find new leads. And with social media, you can find new leads by doing something called social prospecting. Social prospecting is the art of searching the social web, identifying potential prospects for your business, and engaging them in a manner that draws them to your company’s website and through your funnel. At the core, social prospecting is about listening. It’s about listening to social media conversations in order to generate leads for your business. It goes beyond monitoring keywords to engaging people that may or may not know what your business can do for them.

As you build your social prospecting strategy and develop new approaches to connect with leads, keep these 25 handy tips close by to guide your efforts.

 Twitter

  1. Post content that draws prospects back to your website.
  2. Aim to share useful content on Twitter two to three times per week.
  3. Make customers feel appreciated by prioritizing their questions.
  4. Keep prospects engaged by retweeting some of their organic content.
  5. Favorite tweets with content that leads share.
  6. Respond to and offer help to industry peers’ questions.
  7. Delight customers by replying or favoriting tweets when they mention your company.
  8. Engage with potential prospects by offering help using relevant content.

LinkedIn

  1. Post at least twice a week to your company’s LinkedIn page.
  2. Join five LinkedIn Groups that could connect you with potential prospects.
  3. Join conversations in the group where you can add value with your content.
  4. “Like” content that others are sharing in the group.
  5. Share your own content to the group.
  6. Use LinkedIn Answers to respond to questions posted by others in your industry.
  7. Make a habit of routinely reviewing the content posted within your groups.
  8. Comment and add value to posts from others in the group.
  9. Ask for an offline meeting with your most engaged prospects.

Facebook

  1. Link to your blog from Facebook.
  2. Add calls to action to posts.
  3. Promote a special product or service offer solely for Facebook fans.
  4. Create and post visual content, like infographics and videos.
  5. Share a quote or industry statistic with your fans.
  6. To draw more comments from fans, pose a question.
  7. Create a Facebook event to promote trade show appearances or webinars.
  8. Update your company’s profile and cover photos routinely.

Ready to build a more full-bodied social prospecting strategy? We’ve laid out the quickest ways for you to find more leads and prospects on Twitter, Facebook, LinkedIn, Pinterest, and Google+ in our social prospecting workbook. In a dedicated worksheet to each of those social media platforms, you’ll find every worksheet includes: a short preparatory work to make the actual prospecting easy; visual instructions on how and where to find prospects; pro tips that will help you get the best results; prescriptions (Marketing Rx) for success; and take-home exercises for follow-up prospecting. To get started growing your prospecting opportunities and building alternative lead generation and nurturing strategies, download our free workbook.

Curious about what we’re up to on social media? Find out.