The following slides are from a recent talk I gave on social media for HR. The talk was designed around how to utilise social media to speed up communications and boost trust within organisations through greater transparency and to explore the impact of social media on HR and internal/external communications and service.
Contact me at http://stopdoingdumbthingstocustomers.com/ if you would like more detailed information on the talk.
2. Introduction
The following slides are from a recent talk I gave on social media
for HR. The talk was designed around how to utilise social media
to speed up communications and boost trust within
organisations through greater transparency and to explore the
impact of social media on HR and internal/external
communications and service.
Contact me at http://stopdoingdumbthingstocustomers.com if
you would like more detailed information on the talk.
11. a social framework william tincup
• editorial calendar
• create once, use 10x
• develop tone / voice
• true thought leadership
• test, test, test goal
content • whom/what is important to you
• what metrics are you tracking
• quality vs. quantity
• share vs. self-promotion
• lead vs. follow
audience
• focus on promotion, 30 days
• focus on the ones that matter
• tools change, don’t fall in love
• abc –always be comfortable
mediums • make it work around your lifestyle
you
william@tincup.com http://www.linkedin.com/in/tincup
http://www.tincup.com http://twitter.com/williamtincup
469-371-7050 http://www.facebook.com/tincup
12. Social Media for HR
By Doug Shaw
http://stopdoingdumbthingstocustomers.com
Notes de l'éditeur
Maximising Engagement and Participation Through Social Tools• utilising social media to speed up communications and boost trust within organisations through greater transparency • exploring the impact of social media on HR and internal/external communications and service: examining the impact on process and infrastructure.
Do you want to play or not? Up to you.Policy v guidelinesBad and good – Johnsons (unaware) and Barclaycard (positive – solutions focussed)
Your voice – not someone else
Where what you say and what you do overlap you get trust, and that’s cool. Where they don’t, you get trouble – and that’s what you deserve.
Appropriate connections
Typical organisational profile, not a good way to learn
On my level – and supportive. Blogging experiment BT internal and external saving money and improving customer experiences. Eye care and mobiles. BIG Lottery
Look ma – no stabilisers, we can all do it. In fact I wish I’d never fitted stabilisers in the first place – made learning more difficult.
Power through trust and togetherness – ask/tell, self/others, positive/negative. Healthy teams collaborate internally to compete externally.