I just read an interesting article written by Search Engine Journal, about motivating employees to contribute content to a company’s web presence. How To Motivate Employees to Contribute Content
The premise:

“Lets face it, many people are not motivated unless they are compensated for their time. Which is understandable. If someone is going to take time out of their day or work on something at night or on the weekend, they should see some reward or gain from it.”

I agree that people need to be compensated, acknowledged, and inspired to help a company grow. I am not sure that I agree with paying per activity, unless that is part of their contract. I think a company should focus on hiring employees that want to be part of the vision, that they buy into the company’s mission and want to contribute to building something together. Bonuses, special acknowledgment, and perhaps some perks are wonderful incentives and should be used for more than just the web marketing strategy.

To execute a successful communication plan you need to create a strategy, bring in the right people to contribute, and then implement and monitor your progress. I think everyone can contribute in their own way, but the majority should be done by those that have an understanding of the plan, are trained, and can be held accountable for results.

What do you think?

We walk a fine line between our personal and professional lives, and though employees do not want to hear that they represent their companies even when they are off the clock, unfortunately that is the case. Let’s take a look at a public figure like Ben Roethlisberger, though he has not been convicted of a crime he represents the NFL and his team the Pittsburgh Steelers, and his conduct in their eyes reflects poorly on the organization so he will penalized for his actions. You do not have to be a public figure, celebrity, or politician to have your personal opinions, bad behavior, or an ill-conceived joke result in the loss of a job. Just ask the two ex-employees of Domino’s Pizza that thought it would be funny to post a prank video on Youtube or the Geico voice over actor that thought calling the Tea Party to voice his views would be a good idea.

When employees are interacting personally on social media sites, they are also representing their professional life. Creating a social media policy is not about limiting personal interactions but more about guiding employees in protecting their privacy, the privacy of their friends and family, and the privacy and reputation of their employer. There should be a general policy that is malleable enough to keep pace with the changing face of the internet and growing digital communication tools.  All employees should have their privacy settings set properly on their social networking accounts. Employees should be advised to restrict photos and other very personal content from work friends and professional contacts, because even in their personal lives they are identified as employees of their company.

What a company does not want to do is limit employees so much so that you lose the benefits that can be obtained through social networking. Social media interactions can build brand awareness, enhance customer service and support, create sales opportunities, and generate revenue. As long as everyone understands that company guidelines hold true online as they do off ine social media sites can benefit both the employee and the employer.

Some areas to consider covering in your social media policy:

• Company Purpose
• Create Value
• Be Honest
• Be Responsible
• Stop and Think
• Be Accountable
• Respect others
• Opinions vs Facts
• Copyright and Creative Commons
• Protect Confidential and Proprietary Information

A few articles and resources to check out for inspiration in creating a social media policy

10 Must-Haves for Your Social Media Policy

Social Media Governance 126 Policy Database

16 social media guidelines used by real companies

Social Media and Online PR – Digital Marketing Template Files