Archive for July, 2009

There has been a lot of focus on social media marketing over the past year.  I get at least one email per day stating that the sender is an expert in the use of social media marketing yet I doubt they have any more experience than the average user.

The entire concept of social media marketing is an ever-changing, unstoppable force.  It’s like the Lance Armstrong of marketing strategies.  It seems as if a new idea is unleashed every day that makes social media more enticing to its users.  How therefore can one become an expert?

Many companies have jumped on the band wagon and started pages/groups on LinkedIn and Facebook.  Some have even succumbed to peer pressure and created their own Twitter handles.  Why are they doing this?  Some say it is to broaden their reach into their marketing pool.  Others say they have developed a social media presence in an attempt to woo potential candidates for employment, especially Generation Y.

Let me remind you that I am a member of Generation Y.  If we had cards, I would even be a card carrying member, that’s how proud I am! 

Now I appreciate your attempt at catching my eye by bombarding me on Facebook but your ability to set up an account isn’t going to quite cut it if there is nothing to back it up.  Companies need to realize the importance of developing a complete social media marketing strategy, even if it means reworking their mission, vision, values and goals.  I recently read an interesting post on this subject by Laurie Ruettimann over at Punk Rock HR.  Take a look, I’ll wait, it’s not that long. 

In Laurie’s post the company describes itself as a “traditional manufacturing company with a conservative approach to policies, politics and principles.” Gag me. 

Now I cannot speak for all Millenials but that sounds boring and stuffy.   I want to work some place innovative and flexible and that offers a technologically advanced working environment, like Google.  If you are going to try and recruit me with your social media applications the least you could do is jazz up your corporate culture to make it more enticing. 

Sure, reach out via Facebook, Twitter and LinkedIn, but if the sparkle ends there and you fail to let change filter through your organization you’ll probably drop off most of us Millenials’ radars.

Earlier this year, one of my staff made the comment in a meeting that “Today is my five year anniversary of working here!” Caught off guard, I responded that “it seemed like only yesterday when we were interviewing you…” 

This person is an excellent employee who we hired shortly after she graduated from college.  Typical of her generation, she is good at multitasking, accustomed to change, and easily juggles multiple tasks and priorities. Untypical of her generation, she has stayed at her first job for 5 years.  I could not find any statistics to support my assumption, but I believe very few Gen X or Gen Y employees work five years at their first job.  

I could have responded in a much better way. Not only did I not realize that she was at a milestone, but I did not respond in a way that let her know how much I valued her contributions to our team. 

My daughter has worked for a fairly small (approximately 45 employees) company in Washington, DC for almost 4 years.  It is unique in many ways, but especially in the way it celebrates employee milestones.  On my daughter’s one year anniversary, everyone gathered for lunch and she was presented with a tape dispenser that looked like a frog. (She actually collects frogs!) Her second anniversary was also celebrated with a luncheon and a small present. When an employee has worked there five years, there is an office dinner and gift and at ten years, there is a luncheon and a donation to a charity of the person’s choice.  The CEO believes in the importance of celebrating her employees’ contributions to the success of the company.  The turnover at my daughter’s office is minimal. During the past few years, business has increased and the company has grown.  Salaries are not what hold the employees there – it is having challenging work and knowing they are valued and appreciated by their CEO. 

What a simple idea for retention!  Celebrate the employees’ contributions while they are actively engaged in the work of the organization, instead of waiting until they have chosen to go elsewhere.  I have since added staff anniversary dates to my calendar and this year I will do a better job of letting my employees know their contributions are valued. Though not everyone can afford lunches, dinners or gifts for their employees, we can all afford to say “thank you”. 

Have you ever worked on a project for so long that it begins to feel like your baby?  Maybe you’ve had certain responsibilities that you’ve focused on and now your role has changed in your organization and they aren’t your responsibility anymore?  It’s tough isn’t it?  For the sake of the rest of us, please let it go!

I take my work, whether professional or volunteer, seriously.  I pour everything into making what I’m working on the best it can be.  I am passionate about business and human resources and it shows in the work I do.  I would love it if everything went “my way” but I realize that my way may not always be the best way for the organization.  Managers everywhere need to remember that!

I’ve learned that just because a manager or employee may do something in a way that I wouldn’t doesn’t necessarily make it the wrong way.  As a manager I’ve had to learn how to encourage others to share their ideas and make them feel appreciated.  Don’t be that stubborn manager who goes on a tirade every time something is done differently than you would have done.  All this will accomplish is to discourage creativity and employee involvement – you won’t gain respect this way.

Chill out.  If it doesn’t fall under the reigns of your job duty any more let it go!  If you have done your job correctly individuals will feel comfortable stepping up to the plate and taking lead on projects, even something that you may have led.  Watch patiently and provide mentoring when necessary – encourage change, be a good manager. 

The last thing we all need is another tyrant in the office!

Have you had to deal with an office tyrant who wont “let it go?” If so how did you handle it?  Have you ever had a problem letting something go that has been your responsibility?  What got you through it? Please share!