Make your event’s website as awesome as the event itself. Plus: how to deal with bullies in the workplace.

Think of your website as your association’s sidekick—and your event’s glued-at-the-hip partner. A well-built, easy-to-use site can be your ticket to a surge in attendee sign-up. Need some tips? BizBash has 10 of them.

More in today’s Social Media Roundup:

Party Planner

Checklist: 10 Vital Things to Have on Your Event Web Site: http://t.co/D5jQimgXPF #eventprof

— eventgrid (@myeventgrid) January 16, 2014

What to know if you’re planning an event: You’re toast if your website is not up to par. Writing from BizBash, Jenny Berg offers her suggestions (gathered from the pros in the web and event-planning field) for what it takes to build your event’s superstar site. “It sounds basic, but don’t forget to offer a quick event overview,” Berg writes. Your attendees want to know what’s in it for them, so answer the boilerplate questions in your “About” section. Give them the basics (when and where—think FAQ). Pump up the engagement on your social networks—Facebook, Twitter, LinkedIn, Instagram—to draw them back to your site. And of course, don’t forget that registration link: Make sure your site’s registration section clearly labeled, easy to access, and simple to use. What do you consider must-have add-ons for event web pages? (ht @myeventgrid)

Friendly Reminder

RT #think Why bullying is an issue, and why employers must take action http://t.co/xk9zsGFl5h #asae #iacc #ceo

— ceVoke (@ceVoke) January 16, 2014

Bullies don’t belong: There’s no place for bullies on the playground, and even less of one in the business world. Bullying “can be quite harmful to employees …  and it can be extremely detrimental to the victim’s work performance,” writes human resources expert and MonsterThinking contributor Katie Loehrke. Her bullying red flags include employees excluding or isolating coworkers; falsely accusing others of making errors; and, if in more of a senior position, reprimanding some employees differently than his or her colleagues. She adds that employees must be held accountable for their actions. It starts with the leader weighing in: “The leader should discuss the effects of the individual’s words or actions and the specific reasons the company will not tolerate the behavior. If there’s a policy about workplace conduct that the employee has violated, the leader should mention that as well,” Loehrke writes. (ht @ceVoke)

Have you dealt with a bullying situation in your office? How’d you handle it? Tell us in the comments.