Don’t shove everything off to HR. Supervisors can play a huge role in motivating staff and increasing engagement. Plus: Social media management is a group effort.
Looking to maintain office energy and employee positivity? Get your supervisor in on the action. A compliment from the one in charge can provide a big boost for morale.
Learn more in today’s Social Media Roundup:
— Meredith Bower Holt (@meredithholt) February 4, 2014
Super advice: They say a little compliment goes a long way—but trust it to go further if it comes directly from the boss. “Direct supervisors who set their teams up for success, observe them in action, ask for feedback, identify the root causes of employee concerns, and then follow through with meaningful improvements have happier, more engaged employees,” writes Harvard Business Review contributor Rob Markey. So why, he asks, does the task of employee engagement fall to HR? Supervisors should be reaching out to employees directly, showing genuine enthusiasm and giving encouragement that, in turn, prompts greater employee engagement. “Open up the dialogue between employees and their supervisors. Put teams in charge, and let the center provide support. That’s what it takes to help your employees get so fired up that they approach their jobs with energy, enthusiasm, and creativity,” Markey writes. (ht @meredithholt)
— Mike Gargan (@mgargan1) February 4, 2014
Fundamentally, social media management is a team effort—from training on usage to launching a strategy. So why separate all the social teams across departments? As Nonprofit Quarterly’s Jennifer Amanda Jones writes, the hub-and-spoke model is one way to ensure your social efforts are working in tandem. “Using a hub model, the central department would take the lead on strategy, branding, staff training, developing social media policies, and more. The hub would receive the incoming client engagement and delegate it to the appropriate spokes. The spokes would have input and attend trainings, but would focus primarily on engaging constituents,” she writes. But as Jones notes, that model may not translate neatly to your nonprofit’s setup. If that’s the case, she touts the benefits of training specific staff and creating social media policies that can be taught to other employees. “This education improves the company’s bottom line and doubles as an employee benefit,” she concludes. (ht @mgargan1)
Any advice on social media management you’d like to offer? Tell us in the comments below.