Social media for HR
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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.
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Social media for HR
- 1. Social Media for HR By Doug Shaw
- 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
Editor's Notes
- 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.