Monday, October 13, 2014
Digital Leadership Blog Post - Week 7
Hi classmates,
Here we are at our LAST blog week of the entire semester! Crazy how fast these weeks flew by. Let's try to make this week the most engaging yet! I think it is a perfect topic for the end of the semester, as well as in line with our Storify final papers right around the corner.... yikes!
This week we are looking at how to measure the success of a social media campaign and evaluate return on investment, or ROI.
This is such a highly debated topic in the industry because there isn't really a "right" way to measure ROI (although, there are some ways that are more effective than others!)
For our readings this week, we are examining two different topics: how to improve your social media performance, and then, how to track that performance and express it's success.
For your blog posts this week - use the reading provided by our professor, and your own experiences, to determine the "best practices" of high social media performance, and then, the most effective ways to track that performance. Feel free to use outside sources and think about how this will relate to your Storify papers.
Happy blogging!
x
Tuesday, October 7, 2014
Week 6 Response - Shana Barnes
Wow! Week 6 already! This semester is flying by.
Our group leader, Shana, choose to discuss the topic of employee rights and guidelines when it comes to discussing the workplace on social media. I know for many companies, employees are prohibited from making statements about their company online, and sign social media policy agreements prior to being hired. However, as Shana pointed out in her blog post, employees may be legally protected more than they think when it comes to what they can and cannot say online. However, I personally do not think it smart to post anything negative about your employer online anyway - what are your thoughts on this? When is it appropriate to use social media to talk about your work, and when is it not?
Shana posed these questions for this week:
1. Discuss why (or why not) you believe it is important for employers to have social media policies.
To protect the company, and the employee, I do agree that it is important to have social media policies. Although I think it should be self explanatory, employees should have restrictions on what they can and can't post online. Especially with big corporations. For example, I work for a large pharmaceutical company. A lot of the information that employees are privy to is confidential, and should only be communicated to the public through the appropriate approved channels. If not, the reputation of the company could be jeopardized and wrong information could be distributed. This would put the company in jeopardy, but also the employee. Which is why to protect everyone, guidelines should be in place.
2. Out of the nine principles discussed by the NLRB, chose two that you either agree or disagree with implementing in the workplace, and provide specific examples on why.
#2. AGREE: Employers may restrict employees’ commercial use of company marks.
I agree with this statement because the use of a company logo on a personal account could confuse the public and to who has ownership and responsibility of what is being said. For example, if an angry McDonalds employee posts on their blog about about McDonalds employee are underpaid and over worked, and they attached the logo with the blog post, consumer may think that someone within McDonalds corporate is stating this, and the identity of the opinion could become confused. Logos for companies should only be used on approved materials put forth by the company as to know confused messages online.
7. DISAGREE: Opinions are largely protected.
I disagree with this policy because I think it is hypocritical to the rest of the NLRB policies. I also do not like it because I think the word "opinion" is too vague and leaves open too many opportunities for misuse. I do not think that the workplace should be discussed on public social media forums in any capacity, and I think any employee, or at least one who wants to keep their job, should refrain. For example, who is to say what is an opinion versus what is fact when discussing work place environments, etc. What may be acceptable to one employee, may not to another, and then this leaves for discrepancies. Also, depending on who the manager is, one employee could have a very different experience with the company than someone else. If an employee has an issue with their work place, they should address it appropriately with Human Resources.
Our group leader, Shana, choose to discuss the topic of employee rights and guidelines when it comes to discussing the workplace on social media. I know for many companies, employees are prohibited from making statements about their company online, and sign social media policy agreements prior to being hired. However, as Shana pointed out in her blog post, employees may be legally protected more than they think when it comes to what they can and cannot say online. However, I personally do not think it smart to post anything negative about your employer online anyway - what are your thoughts on this? When is it appropriate to use social media to talk about your work, and when is it not?
Shana posed these questions for this week:
1. Discuss why (or why not) you believe it is important for employers to have social media policies.
To protect the company, and the employee, I do agree that it is important to have social media policies. Although I think it should be self explanatory, employees should have restrictions on what they can and can't post online. Especially with big corporations. For example, I work for a large pharmaceutical company. A lot of the information that employees are privy to is confidential, and should only be communicated to the public through the appropriate approved channels. If not, the reputation of the company could be jeopardized and wrong information could be distributed. This would put the company in jeopardy, but also the employee. Which is why to protect everyone, guidelines should be in place.
2. Out of the nine principles discussed by the NLRB, chose two that you either agree or disagree with implementing in the workplace, and provide specific examples on why.
#2. AGREE: Employers may restrict employees’ commercial use of company marks.
I agree with this statement because the use of a company logo on a personal account could confuse the public and to who has ownership and responsibility of what is being said. For example, if an angry McDonalds employee posts on their blog about about McDonalds employee are underpaid and over worked, and they attached the logo with the blog post, consumer may think that someone within McDonalds corporate is stating this, and the identity of the opinion could become confused. Logos for companies should only be used on approved materials put forth by the company as to know confused messages online.
7. DISAGREE: Opinions are largely protected.
I disagree with this policy because I think it is hypocritical to the rest of the NLRB policies. I also do not like it because I think the word "opinion" is too vague and leaves open too many opportunities for misuse. I do not think that the workplace should be discussed on public social media forums in any capacity, and I think any employee, or at least one who wants to keep their job, should refrain. For example, who is to say what is an opinion versus what is fact when discussing work place environments, etc. What may be acceptable to one employee, may not to another, and then this leaves for discrepancies. Also, depending on who the manager is, one employee could have a very different experience with the company than someone else. If an employee has an issue with their work place, they should address it appropriately with Human Resources.
Subscribe to:
Comments (Atom)