In this episode, I speak with Michael Idinopulos, Chief Marketing Officer at PeopleLinx, a social marketing software provider and Gartner Cool Company award recipient. Companies have traditionally used social media to broadcast messages, mostly from the marketing department.
A company's brand is influential to a large number of people with a few assets such as the company website, the company blog, social media channels, advertising media, etc. Customer facing employees have a special set of activities that are improved by social behavior starting with establishing credibility. Employees should build relevant networks with the people that matter to you in your business. The e-book How to Develop an Employee Advocacy Program provides a visually compelling table for operational metrics for an Employee Advocacy program on page 11. We showcase organizations around the world that have a powerful social business story to share featuring their business results achieved through social culture and social technology. Sponsors are social business technology providers whose customers have a powerful story to share on our show. The Social Business Engine Podcast includes content from each episode, plus interviews with thought leaders and influencers who will inspire your thinking on your social business journey.
Every organization needs a staff or employee address book to store employee contact details.
The simplest way is to create an a document or a spreadsheet that will contain a list of all employees and their contact information. Once an address book document is created it can be placed at a network folder with read permission for everyone or sent via email to all employees. File based organizational address book is the cheapest and simple way to setup an organizational address book but definitely not the most efficient one for the person in charge of updates, for the users and for the company. A document based organizational phone book requires manual update, in most cases,  by a single person – probably the office administrator. Employees who need to use the organization’s address book need to remember where on the network this file can be found.
More efficient ways to manage internal contact directory can be by using an intranet employee directory. If your organization uses Oracle HR module to store employee information and contact details you may want to check Applaud’s Employee Directory.
A more efficient approach to organizational phone book would be such that allows self update. Corporate Directory is a simple zero configuration install and it does not require a server. Clipping is a handy way to collect and organize the most important slides from a presentation. From the author of Me and Earl and the Dying Girl comes a novel about music, love, friendship, and freedom. A 2012 State of the Sector survey compiled by Gatehouse, in conjunction with the Institute of Internal Communication, reveals that improving leadership communication has emerged as a top priority, with 60% of respondents naming it as their main focus over the next 12 months.
When things aren’t going so well with your business, you have to take the bull by the horns and deliver the bad news to your employees. Creativity inspires, builds emotional commitment, and can promote optimism when business isn’t so good.
Creativity exercises involve conversations, which are likely to have more brand impact than marketing campaigns. Employee engagement is key, and creative types of engagement are the best kinds at times when morale is low. Encourage your team members to collaborate with you in networking, community, or charity events. As with creativity, encouraging learning amounts to trying to take active steps to get out of trouble. Always remember the most successful leaders build a competitive, creative, social environment where credibility thrives. This is a timely post… But sometimes it can be hard to lead when you are going through a rough patch. I can relate to being in a position of fear, frustration, and anger, not having money to invest in the business.
I love this article because I believe that focusing on bringing the best out of your team really is the key to success in small business (and large business). Employees today are looking for a purpose to their work that is easily stated, outwardly directed, and makes a real difference.
Therefore, perhaps the most important merger that leaders can pursue these days is internal.


Interestingly, many of the factors employees found most compelling were intangible—regular communications, access to management and leadership, and values and beliefs. What sets these and other exceptional organizations apart is that once they know their why, they embed it into their operations so that it becomes their how—a corporate signature instantly recognized as a unique, branded way to get things done. Defining, embedding, and living core beliefs set the stage for executives and employees to connect. Deloitte’s survey found that while nearly half of the executives we polled said social media has a positive impact on workplace culture, less than one-third of employees agreed. Our survey indicates that the norms for cultivating culture remain intact despite social media’s growing use.
But upon closer inspection, both organizations truly understand and appreciate the power of their cultures. For executives and employees alike, getting to we is a merger that will yield great value—and a destination well worth the journey. We discussed key take aways from an e-book Michael co-authored with Neal Schaffer titled: How to Build an Employee Advocacy Program. A Google search for a person's name will likely return their LinkedIn profile and Twitter handles first. If employees are not connected to the right people, your message isn't getting to the right people. When executives embrace and champion an employee advocacy program, they must walk the walk. Some examples include providing a badge, or public recognition, or a designated parking spot or even a certificate if you offer a formal training program. By empowering the entire employee base on social business best practices, companies can exponentially increase the size of their “social selling” channel.
That person will soon find out that constantly chasing after phone or office location of all employees is very frustrating task.
These emails themselves are something that employees have to spend time on saving the attached file or printing it. Not only it is a real burden on the phonebook administrator, this phone book when updated is normaly sent by email to all employees.
Corporate Directory is an Active Directory Phone Book that allows users to find contact details of anyone in the organization in less than 1 second.
However there are instances wherein enterprise apps seem to be unappealing to the employees. Enabling JavaScript in your browser will allow you to experience all the features of our site.
While decisions made by management may be perfectly rational, poor communication can leave employees confused, worried or disinterested.
Prior to his career in communications he was a financial and technology journalist, writing for a range of publications, including the Financial Times, Euromoney and The Middle East. Being a people person and building relationships is the most important detail for small businesses, and often the one detail that is overlooked. It can be overwhelming and incredibly difficult for business owners to have the inspiration and courage to change. One of my greatest assets is using the resources I do have to be resourceful because if you can solve a problem with a checkbook you really don’t have a problem to begin with. This begins with "knowing your why." For exceptional organizations, profit is not confused with purpose.
Transforming why from aspirational to actionable is a turning point in every organization’s journey to become exceptional. Through actions that consistently convey who we are and how we act, executives can inspire employees to believe in the organization’s values and buy in to its brand. In addition, more executives (41 percent) than employees (21 percent) believed that social networking helps to build and maintain workplace culture. It requires a clearly stated purpose, values and beliefs, as well as regular and candid communications from leadership up close as well as from afar. Employee Advocacy is about working with your employees to help them tell your story on behalf of the brand. The employees represent the long tail with the ability to reach people across social media channels per employee reaching a finite number of people with multiple digital assets for each employee. The first and most important benefit is the opportunity to establish credibility with strong profiles in both social channels. It's starts with a clean LinkedIn profile, weekly activity on LinkedIn and Twitter demonstrating thought leadership. Of course, the incentive you choose to offer should align with the culture of your business.


These prints can accumulate to large numbers if every employee prints his copy of it and does that ever and over again whenever the address book updates.
Most of them will spend time on such frequent emails and many of them will actually print every time an update phone book document is sent. It has the fastest search mechanism that shows result immediately as you start typing partial name, last name, title, department or phone number.
This can directly impact the levels of engagement and performance across an organization.Strategic Internal Communication offers a holistic approach to building engagement, performance and cultural integration. For acquiring companies, the excitement is almost always about where they are going—that is, their strategy for gaining greater growth and productivity. Many businesses find their culture organized around a dangerous fault line known as us and them, with executives on one side and employees on the other.
Without positive indicators to confirm that their efforts contribute to success, employees can drift and become distant, disaffected, and ultimately, disconnected.
When employees join executives in truly owning the responsibility for business success, an exciting new sense of teamwork takes hold. At the heart of each beats a well-defined set of core beliefs that its people are required to live and honor. Essentially, it's an extension of "everyone's in sales," made possible by a social culture and a social mindset. Employee advocacy is rapidly emerging as a new category in modern business strategy. Regarding trust, it's proven that 84% trust recommendations from people they know, but only 15% trust recommendations from brands.
Promoting thought leadership positions that employee to be top of mind when someone has a need.
This activity sends a clear message to employees that the activity is encouraged and expected of them. And, it need tools and technology to empower employees to strengthen their profiles, expand their network and enable content sharing.
It looks at the relation between the traditional silos of internal organizational communication, HR and employee engagement and demonstrates how communication is a key factor in breaking down barriers. Starbucks’s why addresses the dignity of human labor, preserving and enhancing the environment, and improving working and living conditions in coffee-origin countries.
The leaders of exceptional cultures express theirs at close range, within touching distance, rather than mail it in from afar through tools like social media.
Training teams provide intensive instruction about their cultures—delivered one message, one value, and one behavior at a time. Employees should be taught to listen for opportunities, to engage to create relevant connections and to create relevant experiences. And, tools should provide the ability to measure the impact of an Employee Advocacy program. Using the Dialogue Box approach, an efficient framework for assessing the needs and impact of internal communications, it allows managers and leaders to understand the emotions of their company and how this links to the ways employees interpret events and information.
In fact, leaders who rely solely on social media to build culture may widen the divide between themselves and employees, rather than narrow it. A phenomenon we can all understand is how most of us commonly trust product reviews online by people we don't know when the review has been written in a relevant manner that relates to our needs. Lastly, measuring the social activities of employees helps to determine the impact of employee advocacy. Said otherwise, an Employee Advocacy program without infrastructure will probably fade the same as any other business initiative that requires infrastructure. Inspiration can come from the places least expected, a neighbor, a colleague, a friend, a parent, a child, or motivational videos, books, CD’s or live events from Tony Robbins, Deepak Chopra, Jim Rohn, Les Brown, Jim Lutes, Dr. Measuring click throughs on content, engagement levels, new opportunities, new relationships established, etc.,  allow a brand to measure business results from employee advocacy.
For both organizations, culture-building is an in-person, hands-on process of defining, embedding, connecting, believing, belonging, and owning the identity of an elite organization.
Their culture and their unwavering commitment to serve is the reason for their being – and the basis of their sustained excellence. To provide messaging guidelines, the materials, best practices and provide support and assistance.



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