Today we’re debuting a new series here on the Employer Solutions blog, the TGIM series, or Thank Goodness It’s Monday. Each Monday our posts will focus on employee engagement and we hope to hear your thoughts on Twitter using the #TGIM hashtag or with a reply to us @SageHRMS.
As a manager or a business owner, you have to employ your unique skills and experience to affect a sense of leadership among your workers. You have to inspire people, and inspiration sprouts from authenticity – people need to know you are genuine. Indeed, they have to know you are human.
In many ways, social media acts as a parable to business management. It’s one thing to interact with people, but it’s more important to engage them.
Think: How do you engage customers through the social web? You provide them with unique and engaging content – material that will incite them to respond. Social users interact with brands when they feel it provides them with relevant material – whether it’s a funny cat video, a thought-provoking question or an article about proper gardening techniques.
Employee management works in a very similar way. If you want to motivate an otherwise downtrodden or lethargic workforce, you need to provide them with incentives. However, this is where it gets complicated, as the method through which you incentivize is critical. Will you leverage a rewards program? Introduce a bonus system? Other managers rely entirely on their own personality and amiability to engage their workers.
Whatever one’s method, managers and social marketers alike need to remember that content is king. Don’t just say “do your job” or “follow us on Twitter.” Provide a reason for them to do so.
Also, like social marketing, it’s important to impart your own individuality or company culture when engaging workers and customers. What’s unique about you or your organization that will pique peoples’ interest?
You can’t control the people around you or even many of the circumstances you find yourself in. However, you can control how you will react to them. More importantly, that example you set will drive the culture your wish to forge.
The same goes for the social web – brand criticism and negative reviews should be expected, not rejected. Learn how to respond in a civil way that asserts your knowledge and expertise. Ultimately, both employees and customers will appreciate your candor.
Do you provide a reason or an incentive (not necessarily monetary) for your employees to do their job? Let us know what you think on Twitter by tweeting with the hashtag #TGIM, or reply to us @SageHRMS.