![]() If it’s possible, get the C-Suite involved. One thing that’s always going to help reboot your employee advocacy program? It creates a friendly competitive environment, and the nature of winning encourages more sharing □Ĭheck out how Chinese tech-titans, Huawei, leveraged gamification to triple user adoption rates! Gamification, in these instances, can be a great lever as it incentivizes your less-motivated employees to do more within the platform. Sales and marketing teams will see the immediate value because it can impact their day-to-day performance by being active on social media, whereas the benefits for a software engineer and fewer and take time to develop. However, there’s no denying that some simply won’t see enough immediate value for them to prioritize it □ It’s debated because, in theory, your colleagues shouldn’t need an incentive to start using your platform if you’ve communicated the employee value proposition from day one. Okay, this one is widely debated, but gamification in the form of leaderboards and rewards can be an excellent way to bring some excitement to your employee advocacy program and to get people using it more. Well, it might be time to give gamification a go □ Maybe you’re not looking to start over and just want to reignite your current program? Grab a free and fully-customizable social media policy template □ Nobody will read it, and as a result, nobody will go near social media □įear not! We’ve got covered. Don’t hide it on page 92 of your employee handbook definitely don’t make it 20+ pages of black and white text full of legal jargon. You HAVE to either update or create your social media policy so that it’s ready for an employee advocacy program, and you must ensure you’re getting this in front of people. So, naturally, if this change in attitude towards “post more on social media” isn’t communicated, then your employee advocacy program will fall at the first hurdle. Let’s start with your social media policy.įor years, the consensus around posting on social media has been “if you talk about our company on social media, you’re in big trouble” or something to that effect □♂️ Identifying your Employee Value Proposition.Creating an employee advocacy-ready social media policy.When it comes to laying the foundations for an employee advocacy program, there are two things you absolutely need to cover: Okay, so let’s look at how to succeed with employee advocacy □ Whatever it is, this is arguably the most valuable feedback you can receive.Ĭonsider writing a small survey with questions about your original program and emailing it to these people. This could be anything from the tool/technology not being good enough to the content not resonating with them □♂️ You need to find out why they became disengaged and what eventually led them to drop off altogether People will rarely stop using something because they got bored of the things they liked. Now, in these instances, it can be tempting to look for confirmation biases and to find out what people loved about the program, but what you’re looking to do here is find out why people stopped using it in the first place. THESE are the people you need to speak with for the best feedback on the first iteration of your employee advocacy program. ![]() No doubt, you will know a handful of people who used your platform more frequently than others, and you may even have had a few “super users” who not only used the platform more than others but also drove some of the most significant results! □ Our top tip and the main takeaway – speak with the people who used the program.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |