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  • Larry Alton 6:16 pm on September 27, 2016 Permalink | Reply  

    Around The Clock: Scheduling Your Social Media Engagement 

    Running your business’s social media has become a round-the-clock job, and in an era where a small glitch can send your online presence into a rapid downward spiral, it’s no longer a job that cab be pre-scheduled. No, someone – really, several people – needs to be monitoring your accounts 24/7. But how many staff members does it take to do it right?

    The numbers vary by the size of your business, of course, but assume you’ll need a minimum of four full-time staffers to cover your social media pages. And that number shouldn’t just be the number of people who know the account login and understand how to post; they need to be actual professionals who can keep response times low, while also providing useful and appropriate information. A comprehensive approach might look like the following:

    Shift Change

    Make sure your social media presence always has a team member assigned by setting up recurring shifts. Although there are only three shifts a day, you’ll need four staffers to cover absences and give everyone a semblance of a weekend – but be sure to make the calendar easy to edit in case of illnesses or emergencies. Employees can maintain a well-run schedule with minimal interference. They work as a team to ensure coverage.

    The Math Master

    While their core job is running your company’s social media pages, each team member should also have an additional, related responsibility – a platform they specialize in or a skill they can offer. At least one member of your social media team, for example, should understand the analytics factor. This staffer is responsible for monitoring social KPIs such as reach, number of followers, and brand mentions, that other team members can use to devise and update the enterprise social media strategy.

    The Emergency Responder

    Another key member of your 24/7 social media team is the overnight responder. This person is in a crisis management position, because although the midnight hour isn’t exactly the prime social media use time, if something goes awry at 2 AM, there may not be other staff around to help. Your daytime team members can consult the appropriate colleagues if there’s a glitch or a data breach, but your overnight responder needs to know how to hold back the flood until morning without causing more damage.

    The Optimizer

    Finally, while certain parts of your social media presence can only be executed in real-time, such as live tweeting a meeting, most social media posts today are prescheduled. This includes scheduling a few weekend posts, updates for holidays, and most of your day-to-day content that customer engagement relies on. There are plenty of different programs you can do this, such as HootSuite for Twitter, as well as built-in scheduling features for Facebook.

    By maintaining a steady schedule of social media representatives, while offering team members specialized roles, you’ll get the most out of your online presence. Customers want to know that someone is listening when they write to you, no matter what channel they use; you need to set up the infrastructure to listen.

     
  • Larry Alton 6:56 pm on September 8, 2016 Permalink | Reply  

    6 Social Media Policies Your Employees Should Follow 

    Social media is an amazing marketing tool, but it can be somewhat of a loose cannon if businesses aren’t careful. When people post to social media, the words, photographs, and videos there are immortalized. This can be devastating to businesses looking to maintain a professional attitude.

    Many businesses feel that what their employees post on social media is their own business, but that could be a major mistake. Though you don’t have control over your employee’s personal lives, there are some social media policies that are necessary for protecting sensitive information and the company image.

    When you have some carefully planned and worded social media policies in place, you can effectively avoid disaster. Here are some suggestions.

    1. Avoid Discrimination

    Favoring equality in business is extremely important, and social media can damage this endeavor. Employees have their own opinions, and sometimes those opinions can demean those of certain ethnicities, gender associations, races, and the like. Occasionally, their discriminatory posts can be associated with your business, which will make your company look very bad. Include a non discriminatory clause in your policies to avoid this issue.

    1. Separation of Employee and Company

    Most companies mandate a clear separation of employee and corporate posts on social media. Before an employee publishes something online, they’re required to disclose their affiliation with or without the company. Violation of this agreement can result in termination.

    1. Outline Confidential Information

    Make sure your employees know when they’re dealing with confidential information. Define the type of data employees can share online without legal repercussions. Very clearly spell this out so there are no loopholes and all confidential information remains secure, which is critical since leaked data could mean the end of your business.

    1.  Provide Education

    Have frequent trainings on your social media policies so that no one can claim ignorance when an incident arises. Employees who are well educated on the appropriate use of online media are also less likely to post inappropriate content that can jeopardize your company and their good name.

    1. Overview Contract Agreements

    Remind employees of certain contract agreements that may affect their online activities. If they’ve agreed to withhold affiliation with the company when expressing a personal opinion in the contract, they can be penalized legally for breaking that agreement in their social media presence.

    1. Honesty is the Best Policy

    Remind employees of the importance of being honest and playing nicely while online. Explain how this is important for maintaining professionalism for their personal careers as well the professional image of the company. It seems like this subject goes without saying, but many people simply don’t think before they post. A little reminder can go a long way here.

     
  • Larry Alton 9:00 am on July 31, 2014 Permalink | Reply
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    Cliques in the Workplace 

    Estimated reading time: 6 minutes

    Cliques in the WorkplaceUnfortunately, you didn’t leave behind the cool kid’s lunch table when you left high school. In the adult workplace, there are still cliques, there are still mean girls, and gossip can be just as devastating. It might come with new buzzwords, like “water cooler conversation,” but the reality is that humans (regardless of age) are social creatures and naturally want to form groups. However, we’re also competitive and that can come out fiercer than ever in the real world.

    As a manager, it’s your job to make sure each of your employees can enjoy a positive environment that allows them to flourish, do their job, and enjoy coming to work.

    Like it or not, part of your job is playing social director as well as interior designer. Part of your role is making sure every worker feels welcomed and valued, both from yourself and from everyone else in the office. It’s a tough job being Mama or Papa Bear, but you’re in this position because you have what it takes.

    Playing social director

    There are many ways to encourage holistic socializing both at work and beyond the office hours. For some offices, this means a standing Friday night happy hour at the bar across the street, but you’ve probably noticed that the same people keep showing up (or not showing up), so you’re really just providing an extra avenue for certain cliques to get together. That can be a good thing, but you’re not making serious strides in encouraging the outsiders to join.

    Instead, consider a social function that’s not geared towards the most social butterflies and which doesn’t encourage drinking alcohol. Maybe a lunchtime park cleanup crew, philanthropy group or “club” that welcomes all and tries out a new activity each week or month. You can welcome suggestions by asking everyone to anonymously make recommendations based on something they like, then draw from a hat. Not only will this provide an eclectic range of options, but everyone will also be exposed to a brand new hobby or passion.

    Designing spaces

    The popularity of the open office plan was created to encourage random conversations, creative thinking and a more social area to get work done. However, for some workers a non-stop open space can be distracting and even induce anxiety. Plus, there are some jobs (such as engineers and writers) that really require more private and quiet time for optimal concentration. Instead of a totally open office plan, aim for an open social area.

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  • Larry Alton 9:00 am on June 25, 2014 Permalink | Reply
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    How to manage virtual employees 

    Estimated reading time: 5 minutes

    How to manage virtual employeesThere’s no one best approach to managing virtual employees, but there are sets of best practices you can adopt in a trial and error system. It depends on numerous things like (of course) individual employees, your industry, the tech savviness of workers, how you train and prepare them and what goals you have in mind. As more companies are seeing the appeal of virtual offices, from much lower overhead to happier employees, this is one trend that isn’t going anywhere.

    The simple truth is that, just like a “regular” office, there are workers who will thrive in a virtual setting and those who won’t. The perfect situation is to have some workers performing virtually and others in traditional settings, matching each worker with the best environment for them. If you can swing this, that’s great but that also requires knowing which workers are best matched for which environment.

    If you’re just delving into the world of the virtual office, keep these tips in mind. They won’t work every time and for every employee, but they can help you figure out the right next move.

    1. Provide structure

    This can be in the form of daily or weekly check-ins via chat, video conferencing or phone calls. Nearly every worker still needs their company to provide structure in some regards, but don’t do so just for the sake of it. If some workers do best at midnight and others at 10am and the needs of the company allow for that kind of flexibility, let your employees take advantage of virtual settings.

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  • Rodrigo Escobedo 9:00 am on June 17, 2014 Permalink | Reply
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    4 principles to achieve motivated teams 

    Estimated reading time: 6 minutes

    4 principles to achieve motivated teams When you start working in a coaching process, you use different tools that help boost the team’s alignment with the new work philosophy and the culture that the employer or manager wants for their company. Specifying a vision, mission, cultural values or points, job descriptions and their respective KPI’s, procedure manuals and other tools are really helpful in meeting this challenge.

    However, the current team commonly finds the process exhausting. Taking the team out of its comfort zone is too much for some members who, given the changes, decide to jump ship. In the case of employees who decide to stay, it is important that employers or managers recognise that members are going the extra mile and seek out additional reinforcements to keep their team motivated and achieve greater commitment to the company.

    When thinking about incentives for our employees, the first thing that comes to mind is… money! Although money is attractive for some people, there are 4 principles which we should focus on to achieve greater engagement, generate more trust and increase motivation in the current team:

    Power

    Power means that your employees have the authority to take decisions that are important to their performance and to the quality of their working lives. In companies people are usually given responsibility without authority. This limits the individual’s decision making and ultimately generates frustration. Empowering your employees means that they can decide and then receive feedback. Let them take responsibility and have complete authority over their decisions and their outcomes.

    Information

    This means data, statistics, KPIs, revenues, profitability, customer reactions, etc. Just as many Mexicans are demanding access to information from our government, your team must also have access to your business information. This information must be accurate, current and understandable for employees.

    The more transparent the leader of the company is about its information, the greater the possibility that employees will effectively contribute to achieving strategic business goals. Thus the employee will be able to link the company’s progress towards its various goals to his or her personal contribution to each of these goals.

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  • Raúl González García 10:36 am on January 16, 2014 Permalink | Reply
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    Change Management for Implementing an Enterprise Social Network in Your Organization 

    Estimated Reading Time: 8 minutes

    Photo Change Management for Implementing an Enterprise Social Network in Your Organization

    Implementing a collaboration and communication tool as useful as an Enterprise Social Network entails a certain change of mentality and organizational culture. And all change must be managed in order to display all of its transformation potential. 

    Managing change consists of utilizing a method of maps, indicating the path to the desired goal. One of the most simple and easy methods based in the principles of Change Leadership developed by John Kotter, consultant and professor at the Harvard Business School.

    This author investigated change processes in a multitude of organizations of all sizes, and he identified the phases, challenges, the most common errors and main factors of success in organizational change processes. 

    Kotter presented a very practical model of change, that consists of eight steps every organization should cover in order to manage any change in an effective manner. 

    1. Create a sense of urgency.

    This consists of making the people involved to see that change is necessary, important and positive. What will happen with our organization in the near future, if we do not implement an Enterprise Social Network now, in an era in which there is a progressive and rapid digitization of all sectors? Don’t just give a mere rational explication, because people don’t change with rational arguments. Rather, make them see and feel the need of change. In order to be effective, the message should include a 20% sense of negativity (the consequences of not changing, such as losing competitiveness as an organization, or becoming obsolete as professionals). And an 80% sense of positivity (important consequences and the positives of change, including more effective communication, or development posed to the people involved to acquire digital skills, etc.). (More …)

     
  • Denisse Caballero 9:00 am on January 13, 2014 Permalink | Reply
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    Team Management vs. Leadership 

    Estimated Reading Time: 5 minutes

    liderazgo vs team managementFirst things first: What does it really mean to direct a work team and how does it differentiate with leadership? John P Kotter explains that leaders are people who do the right things, while the directors/managers are people who do things correctly. This does not mean that one is better than the other; in fact, these two roles are complementary to each other and to operate a team at work to be successful, you need to meet both requirements.

    We understand that  the basis of leadership is founded on the vision of the future, how to communicate that vision and helping people to understand and achieve. On the other hand, directors are those responsible for making this vision to be implemented effectively and successfully, in other words “create plans” to achieve that. That said we clarify that a leader is not necessarily a manager and not the opposite, but it is possible that they can be.

    On one hand, a real manager will provide order, therefore organize and promote compliance with the company’s plans, this will do it by making decisions and delegating functions using a formal structure to generate stability and avoid poor performance. A leader will establish a communication process and will push his/her team together utilizing informal relationships to establish bonds, of which will motivate the workers to transmit said energy to the rest of the team.

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  • Francisco Eguiza 10:05 am on January 10, 2014 Permalink | Reply
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    Talent Drain- Why Do Businesses Experience Staff Turnover? 

    Estimated Reading Time: 6 minutes

    talentoWhy can entrepreneurial talent make the decision to leave a work team? It is not an easy decision for the employee. However, despite how difficult it could become to find a new position, some businesses suffer from constant employee turnover. Let’s analyze concretely possible reasons and solutions to this problem.

    Main reasons staff turnover can happen in a business

    There are two principle reasons why talent is in constant rotation:

    • Selection: Remember that not all who quit are proportional to a lack of motivation or inability to retain a satisfied work team; on many occasions, the problem is in the selection of staff, in the recruitment policies and the definition of the profiles from Human Resources.
    • Retention: Is the most common reason, in short, it is the lack of internal communication and largely results in the inability to convey specific messages and quality to our team.

    But then, what should you do? Working on the basis “little actions generate big changes”, is only a question of adjusting strategies and of obtaining the correct tools to initiate an efficient and productive communication.

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  • Virginio Gallardo 9:00 am on December 20, 2013 Permalink | Reply
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    12 Behaviors of a Transformational Leader 

    Estimated Reading Time: 5 minutes

    Note from the Editor: Today we bring you this article that Virginio Gallardo published in his blog which we found interesting to open a new discussion thread at Zyncro. What types of leaders are there in businesses? What type of leader transforms an enterprise into a social enterprise? What characteristics should this leader have? Tell us in the comment section 😉

    We are in a new age where talent management requires new leadership. I suggest that we analyze the characteristics of the new transformational leader from six leadership styles that include different levels of performance from emotional self-management to the management of internal and external communities.

    Style 1 : Emotional Manager (central axis): Leadership is managing emotions designated as emotional intelligence that is at the center of leadership development; starting to lead ourselves can lead others towards self-knowledge, self-regulation being one of the most important bases for managing teams.

    • Behavior 1: Recognize the motives and intention strengthening the trust between individuals with objectives on the team
    • Behavior 2: Create a trusting emotional environment that appropriately fosters apprenticeship and innovation 

    Style 2: Motivator for achievement (present/results): Objectives are clearly established, giving demanding monitoring while in accordance with each employee’s potential. This is the base of attainment for some excellent results. Results are the best expression of leadership and innovation, but they are also one of the elements that reinforce excellent performance.

    • Behavior 3: Promotes the generation of ideas leading actions that improve results  
    • Behavior 4.: Appropriate demands for results from the potential and abilities of each employee 

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  • Francisco Eguiza 9:00 am on December 12, 2013 Permalink | Reply
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    5 Mandatory Books Every Director, Manager and CEO Must Read 

    Estimated reading time: 5 minutes

    No one person knows everything! Not even a manager, director or CEO of a big company. Are you a director, CEO or leader of an organization? The following titles are must read books for your body of information.

    Getting to YES: Negotiating Agreement Without Giving In – by Roger Fisher and William L. Ury

    Roger Fisher (pseudonym), former director of the negotiation and innovation project at Harvard, specializes in conflict management and negotiation. In his book “Getting To Yes”, he demonstrates the structure of interpersonal negotiation, by underlying a reference to the labor and teamwork delegation.

    This book gives us improved practices to address problems, interests and conflicts, exhibits the power of mutual agreement, business collaboration and the unspoken power of objective thought.

    Survival is Not Enough – by Seth Godin

    Seth Godin is the guru of marketing. In this book he transforms the Darwinian theory of specie evolution in a metaphor arguing how companies need to constantly change in order to adapt to a unstable economic environment. Godin’s original approach, arguing real cases, make this book an imperative read for any great business person.

    Godin’s convincing proposal offers each reader a reflective element about the importance of adaptation to changing realities and technological forces that move today’s businesses, especially culture 2.0.

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