In the past few years social media have become so commonplace you could say they’re boring if we didn’t find something of value in them: our networks. Our access to heaps of information and more friends, acquaintances and complete strangers on another continent than we ever had contact with before has had, and will continue to have, a profound effect on the way we view our lives and our jobs.*
A grassroots movement
This new perception is trickling into the fabric of every organization – through us – through all the individuals who show up for work every day. We’re oozing global networks from every pore. One side-effect may be that employees who’re not allowed to be on social media check their Facebook updates when they visit the bathroom, and get notably upset if they drop their smartphone into the toilet.
You don’t want that sort of thing. It’s bad for productivity, and it doesn’t smell pleasant either. By now, most businesses have a social media policy. The level of strictness varies widely.
How do people turn into social business people?
Our present-day collective experiences don’t translate directly into employees being ambassadors for their own company. Not even the ones who are actually proud of working for or with you.
It didn’t work that way offline, and it doesn’t do so online.
So how can you help people adjust to a social business role that comes more or less naturally to them?
How to make social media ‘work’ for you
This may either sound completely silly, or so obvious you can’t believe I’m bothering to say it. I’ll risk it anyway. Have you considered:
- taking inventory to see what types of people work for your organization;
- thinking up ways to ‘market’ the uses of social media for business to each group? How would you approach someone from accounting, or in HR?
I’m talking classical market research and segmentation here. My next paragraph is for you if you lack time, resources, knowledge, or interest to get involved in ‘real’ market research.
Your people in the picture: cutting a few corners
Sit down with a few colleagues. List all your teams or departments. Then jot down every conceivable prejudice you could have about each team. I’ll help you get started with two unresearched examples 🙂
- maniacs for details. Never challenge them on details, unless you value emails longer than this post 😉
- cautious types: will always come up with rules we might be breaking. Share half a profile on social media – if they’re there.
- allergic to marketing talk which seems all promise and no accountability, unless they actually know responsible-sounding marketing people (what are the odds?)
- will talk all day just for the sake of communicating.
- tech dummies. If a printer breaks down in HR the mechanic will find half a dozen people discussing how they have no idea what to do about it.
- allergic to technical explanations.
Don’t forget your own team, if only for the fun of it – or to avoid being unfair to others. Establish a rule of no rules and you should have an amusing and productive session 😉
Next up would be to find out what’s true of all the stuff you’ve collected, or you skip that step and work out an approach for every group. What characteristics and natural affinities in each group can you use? What issues do you need to address?**
Use your people’s strengths
Anyone who wants to turn a company into a social business by influencing the employees should assess people’s strengths and ambitions and build on those:
- Support people who want to help others by making room for peer2peer support;
- Train people who want to represent your company to guide online conversations.
- Help people with a passion for reading and writing find subjects to write about, and train their writing skills.***
I’d like to conclude with a few tips for conversations in an advisory role:
- Make sure you know what you want from the conversation: are you checking your assumptions (or prejudices), or finding out what skills and ambitions people have that you could use in a future ‘social business’?
- Clarify what you want to achieve by asking questions, and why. Especially if you’re in a company that has prohibited social media use in the past, you had better come up with a good and honest reason.
- Practice serious listening.
- Don’t offer to fix anything – this tip is aimed at tool-selling specimens 🙂
Good luck, and let me know what else you’d like me to talk about!
* In case you missed the introduction to my ‘social business’ writing project, here’s my post from last Friday.
** There is any number of books about personality types and communication styles. One I’m familiar with is Management Drives (scroll down for the English text). Knowing a little about the subject may help you in conversations.
***Lou Hoffman wrote about writing skills, Experimentation in Content Marketing Offers Promise of Competitive Advantage, November 4, Business2community.
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