A common challenge organizations face when rolling out an employee advocacy program is engagement. Having worked with hundreds of organizations on the rollout of their social advocacy programs, it’s clear that in order to get your employees engaged, they need to understand why doing so will be of benefit to them.
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By Cameron Brain, MIG Blog writer, on May 23, 2018
Submitted by BambooHR
Workers of the world, we have a communication problem. Some 70% of managers say they are uncomfortable “communicating in general” with staff, according to a recent Gallup survey. Making matters worse, workers are more likely to perceive negative feedback as a psychological threat and try to avoid the person offering criticism, according to research from Harvard. It might just be a matter of breaking the ice: Gallup’s survey reveals that workers want to speak more regularly with managers, which could end up benefiting everyone. A regular interaction may give managers the communication practice they need, and it may show workers that they are valued — a critical ingredient for effective feedback, according to the Harvard researchers.
There’s a new trend growing in corporate America called Performance Management, where companies are having a positive impact in their company’s culture, and the way it’s changing the Manager/Worker relationship for the better.
At many organizations, a mere mention of “poor or less-than-satisfactory performance” and employees become terrified, managers become vilified, and feedback isn’t given for fear of retaliation or received for fear of termination. And the problems don’t stop there. Consider the hours wasted, work interrupted, and happiness tanked, and you’ve got a full-fledged performance management nightmare.
The good news is, it doesn’t have to be this way. Many organizations are harnessing performance management as a culture enhancer and valued benefit. By pivoting their approach, they’re increasing employee satisfaction, developing internal leaders, improving work relationships, and saving time. All while managing and improving employee performance more effectively.
Even Better – You can do it too! BamboHR has published many resources on just this subject. Click here to get a free copy of their eBook: “Making Performance Management a Positive Part of Your Company Culture” (PDF).
BambooHR is the leading provider of tools that empower the strategic evolution of HR in small and medium businesses. Using BambooHR software, HR professionals can automate HR tasks like PTO and perform big-picture activities that improve their workplace (and make themselves vital leaders in their organizations). BambooHR ensures that HR professionals can create great places to work for themselves and their people.
Two-thirds of new recruits regret accepting the offer, and half of them resign within six months, according to CareerBuilder. But quitting isn’t always the right call, writes WSJ’s Sue Shellenbarger. It pays to take a breather, ask yourself what it is you don’t like and see if there’s room for change. Starting a new job is a high-stress endeavor, so situations that prompt panic during your first days may seem different in a few weeks. But if you’re determined to give notice soon after starting, make it a respectful exit. It’s much easier to land a new job if you leave your current one with all bridges intact.
Most of us prefer to avoid conflict and for good reason. When we express dissent, we run the risk of being ostracized. But disagreement is too valuable a tool to go unused. As HBR’s Amy Gallo points out, companies that encourage constructive conflict have more satisfied workers and develop more creative ideas. So, how do you get past that fear of conflict? Here’s what Gallo suggests:
- Aim for respectability, not likeability. Not everyone is going to like you or what you think, and that’s fine. If you’re respectful, you’re on solid ground.
- People are tougher than you think. You might think you’re being rude or hurtful by disagreeing with a colleague. You aren’t. If you don’t make the situation personal, chances are they won’t either.
- When in doubt, pretend. If expressing dissent is not in your character, play a different character altogether. Acting the part is sometimes the first step toward living it.