Evidence suggests that an organisations external Social Media activity has a hugely positive impact on employee motivation. Specifically, organisations are finding that their external Social Media platforms most notably, Facebook, LinkedIn and Google+, are of interest to their own employees. These individuals frequently and enthusiastically support their company’s Social Media activity through ‘likes’ and ‘favourites’. Why you may ask? Well, this helps employees feel empowered; by breaking down traditional organisational silos, it allows all employees to not only see what is going on within the company but to also feel part of the business through supportive social media activities. In a nutshell, employees value being in touch with external communication messages, giving them an internal importance that was not possible before. This is also a benefit to businesses, having social media support from their staff allows brand messages to be spread much further and thus these employees quickly become important internal communication assets! This is good news for employee communication; active use of social media has resulted in employees reporting higher levels of commitment and attachment and as a result has added more value to their own job. Surprisingly perhaps, researchers did not find that Social Media use increased employees own ‘sense of belonging’, also referred to as social cohesion.
However, organisations need to learn how to harness positive outcomes from their Social Media activity and link it to their internal communication strategies. Therefore, it is worth investing in the new Social Media skills and competencies required for success. Consideration should also be given to how HR strategies can be developed and communicated using the kind of communication techniques that may, until now, have been the focus of marketing activity for customers. Implications for not engaging or motivating people in your organisation may not only result in lost opportunities, but may also create much more damaging reputational consequences.
T: 07779 345 499 E: email@example.com We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people. Here are some examples of approaches that can be used and tailored to your individual needs:
- Special projects, secondments and assignments
- Mediation, to address workplace conflict
- Personal development activities
- Individual and group coaching…Coaching – a powerful way of developing people
- Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
- Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
- Straight Talking: …Straight Talking create change through conversations