Facebook Live is already being utilized as a powerful marketing tool that connects customers with brands and services. But as people become comfortable with it, more and more businesses are now using the live video streaming service for their internal communications.
Rather than hold extensive meetings that take staff away from their duties, these companies are using Facebook Live to get their message out to employee teams quickly and efficiently.
As most people are comfortable with Facebook already, a Live can be very effective at improving employee relations — particularly in the case of union organizing activity. Answering questions, dispelling myths and educating employees all take on a additional degree of credibility and honesty when they’re addressed Live.
If your employees are engaged and valued, they’re less likely to turn to a union – or any outside, third party – to solve internal issues.
We have some great ways you can use Facebook Live to maintain healthy and productive relationships with your entire workforce. Throughout, we’ll also provide you with some great tips (that savvy marketers know) that also apply to connecting with employees – starting with the idea of promoting your own online event!
PRO TIP: About a day in advance, let employees know you’ll be hosting the Live. Tease the content without giving it away, and be sure to make them feel like they’re IN on the company’s latest news!
Your managers can create intimate impromptu meetings at any time with Facebook Live — regardless of where they or your employees are! This can be an effective way to solicit ideas, deliver positive feedback and quickly update the team on business goals. Remember too that these meetings take on a whole different feel when they’re done as a Live. No more awkward conference calls that drag on for what seems like forever! Employees can post questions in the comments, which can be addressed live or even individually after the broadcast is over.
PRO TIP: Keep it short! Don’t expect employees to stick around forever – keeping your broadcast in the 2-3 minute range is ideal.
If you’re used to making big company announcements to employees via email, consider the impact of making that announcement live. Make an event of it for employees who are able to be there, and broadcast Live for those who aren’t. Gathering employees together for a Facebook Live broadcast ensures nothing is lost in translation, everyone hears the same message, and it can help improve morale and engagement.
Atlanta-based Jackson Healthcare used Facebook Live in May of last year to share their ground breaking ceremony with employees. They learned that many more employees viewed the Live after it was over than tuned in while it was happening!
PRO TIP: Expand your audience when the news is good – you can use internal company announcements to make customers and the public feel like part of your success story. Facebook will allow you to “boost” your Live post to an audience of your choosing to make an even bigger splash after the event.
All too often, employees in large companies know nothing of what happens in other departments or locations. By broadcasting tours of various departments and interviewing key personnel, you can give everyone a flavor of what goes on in seemingly remote areas of the business.
PRO TIP: Even if you’re mobile during your live, be sure to use the highest production values possible. Use a gimbal and an external mic, also be sure your internet connection is strong no matter where you’ll be – and of course, be sure your battery is fully charged!
People often feel more emboldened to ask awkward questions when there is safety in numbers. You can give your employees an open forum to get their questions answered by holding Q&A sessions via Facebook Live.
Sometimes it’s even more effective to give them the opportunity to submit questions a day (or at most, two) prior to your Live. Allow them to submit via email, suggestion box or anonymous online form. This gives you the opportunity to review the questions and craft your answer, particularly helpful during a union organizing drive!
This format also has the secondary benefit of bringing in a larger audience, as people often want to hear the answer to the question they’ve submitted!
PRO TIP: When you do a Live meeting, have someone assist by manning the comments. That person doesn’t have to be in the same room as you, but they can post relevant links as well as make sure questions get answered in real-time.
Whether you’re holding a meeting or a Q&A session, there are a few practical tips that should make your next internal Facebook Live broadcast engaging and informative.
Even if you’re not doing a Q&A format, use the hours before your broadcast to gather questions, ideas and discussion topics from your employees. To keep things organized, join companies like Walmart, Dominos and Starbucks by using the new Facebook Workplace app for the entire process.
There are also several other technical tips to bear in mind when communicating with employees via Facebook Live. For example, you should test your lighting levels with other Facebook users in advance. If you’re using your phone’s forward-facing camera, things may be backward! If you’re holding up any documents or demonstrating anything, remember that it’s a mirror image your audience sees. Finally choose a location that is conducive to the type of broadcast you’ll be creating, including external noise, and attractive (and non-distracting) backgrounds.
It’s important to use Facebook Live as an interactive tool. Be ready to respond to comments as and when they’re written, and address commenters by name when you reply.
The way the world’s largest companies communicate with their employees is changing, and this was demonstrated recently by Delta Air Lines. The company wanted to thank all of its 80,000 employees for a great year, and did so with a 50-hour Facebook Live broadcast.
Marie Osmond, Jeff Foxworthy, Naya Rivera and other celebrities took turns to thank each and every one of Delta’s employees by name. The mammoth broadcast also featured world record attempts, entertainers and coverage of art creation. Delta’s so-called “Big Thank You” was communicated to business partners, customers and employees using the #DeltaProud Twitter hashtag — thus maximizing viewing figures.
Whether you’ve got big news, regular updates, or you’re just keen to keep your organization union-free, communicating with your workforce via Facebook Live can help you to maintain an open, honest and mutually respectful working environment.
Forging meaningful connections via social media is a goal of most people. It’s not just individuals though; about 50 percent of large companies and 75 percent of small businesses use social media.
Companies use social media largely to increase brand awareness or as marketing and sales tools. However, it can also be an excellent way to engage your workers meaningfully.
In the past, monitoring the reputation of your company was more of a word-of-mouth process. In addition, you could look at your BBB rating, scan the newspapers, and, more recently, run a Google search for the company name. However, none of these actions can give you an accurate picture of how the public and other business owners perceive your company. You need to actively use technology to keep an eye on your business’s reputation. Here are three simple but highly effective strategies you can implement today.
Subscribing to an RSS (Rich Site Summary), rather than checking individual websites on your own can save you hours of investigation. First, you will need to choose an RSS Reader such as Newsgator, Amphetadesk and My Yahoo. Then, when you visit a favorite Web page, you can choose the RSS icon. In the future, the site’s content will be delivered to your reader automatically, saving you time and serving as a constant reminder to read pertinent articles about your company.
Setting up Google alerts for your company is another simple and effective way to monitor your company’s online presence. Google will send you an email each time the keywords you choose show up in Google content. For instance, you can simply put a name in quotation marks (“Your Business”) and that exact phrase will trigger a Google alert. However, you need to do more than set a Google alert for the company name. You should also set Google alerts for the names of your company’s leaders, top customers, and any products you manufacture.
Unfortunately, websites are hacked daily. Google Alerts can help you guard against unpleasant public fallout if you set certain keywords. You can set up a string of words like “sex” followed by your website name. If improper content shows up on the site, you will be instantly alerted and can take steps to correct the situation.
Glassdoor.com is a website that promotes transparency in the workplace. Employees, current and potential, can sign up for the website to look for jobs, find proper salary ranges, and check employer reviews. If you want to recruit the best employees, staying abreast of your company’s reviews is particularly important.
Employers need to know how their employees perceive them and to take corrective action if company morale is low. You are unlikely to get the full truth by interviewing your own staff, but employees will be blunt when they can voice their opinions anonymously. Remember to check Glassdoor once a week and keep an open mind about what you find there. Truthful feedback is the best way to cultivate positive employee relations.
When you are union-free, staying abreast of your employees’ feelings is crucial. If you want to be UnionProof, your company must provide a healthy, happy workplace with high employee satisfaction. In addition, you must be fully aware of public perception of your company to stay competitive. Monitoring your company’s online reputation protects the business and employees by enabling you to adjust your practices and do damage control by advancing good press relations.
Your human resources department can save the company much grief by being alert to the online content out there, both positive and negative. These simple actions can give you the information you need to protect your company’s online presence and stay ahead of both competitors and union organizers.
How do companies get a reputation for being a great place to work? In the past, it was all word of mouth. Employees would share stories with their friends, and your company slowly would build a reputation. Hopefully, a positive one.
These days, it’s possible to manage your own brand as an employer, and social media can be the driving force behind it. But how does a company leverage social media to demonstrate that it’s an attractive place to work? Here are a few things to consider:
If you have an account that just posts details of vacancies, you will only attract job-seekers. If you post content that’s interesting, informative and entertaining, you will attract everybody. This is the real aim of employer branding: to build a positive reputation on a large scale and to passively recruit people who may not be actively seeking a job. Video is an excellent way to catch the attention of passersby on social media, as are catchy viral articles. If you create something great, people will share it, increasing your reach by orders of magnitude.
Who knows more about your values as an employer than the people who work for you? They can provide you with stories, anecdotes, photos, cases studies and details of the social side of working life in your organization. They can help you give your company a personality, which is a key element of all branding. Talk to your people about your social media plans and see how they can help.
Social media places a huge emphasis on authenticity. To build a successful employer brand on social media, you have to talk honestly about who you are, where you’re going and how you intend to get there. Most of all, you need to talk about the values at the core of your company. Never try to advertise yourself as something you’re not. Instead, be proud of what your company stands for and let the world know about it.
Social media is not a broadcast. It is two-way conversation. Everything you post is an opportunity to start a dialogue, which shows that you are responsive, dynamic and approachable. It’s also important on a one-to-one level in terms of passive recruitment, as even minor conversations can help to form a relationship that may lead to that person applying for a job.
For a little more than a decade, Human Resources and Employee & Labor Relations departments across the country have been on a mission to figure out how to connect with employees on social media — and it’s proven to be a very difficult task. Employees sometimes aren’t as open to corporate communications on Facebook and Twitter. Even on LinkedIn, reaching employees can be challenging, and sometimes even fruitless. Nevertheless, employee engagement is key to union avoidance, as well as a healthy and happy workplace culture.
Luckily, there are other more powerful ways to connect with employees that don’t involve social media and can help with limiting vulnerability to union organizing. Here are a few innovative ways to engage employees and foster meaningful connections.
Online video is quickly becoming the most popular and most consumed form of media. It’s even been estimated that video traffic will account for 82 percent of internet traffic by 2020. And it’s easy to see why — video is both incredibly popular and highly affordable. Plus, the possibilities with video content are endless. Host a live Q&A session, create a mini-series of training videos or share interviews with executive leadership to keep employees tuned in and motivation turned up.
With plenty of free services like Survey Gizmo, Google Forms and Survey Monkey, it’s never been easier to create employee surveys and analyze the feedback. This can be a powerful tool when you’re looking to craft positive relationships with your employees. Keeping a pulse on how your employees feel about your workplace can help you overcome culture challenges and anticipate potential problems. But be aware of anonymous feedback when giving surveys, as they could encourage unproductive conversations and skew the facts.
Sometimes the best way to create positive employee relations is to unplug. Walking through the office to chat with employees a couple times a week is the most simple yet most powerful way to connect. Personal, face-to-face interactions remind employees that you’re a resource to them and create a bond that can’t be made over SnapChat. Taking five minutes to check in once in awhile might be just what your employees need to feel supported and connected to your company. Plus, you’ll be able to gauge the energy in the room, something digital platforms can’t measure.
Ask managers and supervisors to take the same online training classes so they’re reviewing identical material at the same time. The process of learning collaboratively will give them an opportunity to connect among themselves, online and off. Follow up a week of training with a group discussion to reinforce the lessons. It will reinforce your company’s values of continual learning, foster a culture that supports growth and remind your teams that you care about their professional development.
After the end-of-the-year seasonal parties, employees are usually feeling connected and energized, having just made new memories together. This is why you shouldn’t limit the fun to just once a year. Host quarterly or bi-annual parties that bring people together to do nothing but have fun and bond as a team. The relationships developed over a hamburger at a cookout in the summer will translate to stronger relationships in the office. And stronger relationships in the office will translate to happier, more motivated and more fulfilled employees.
Make your company an employer of choice by driving meaningful connections in person, not just on social media. When you’re looking to improve your employee engagement practices, remember that there are plenty of innovative ways to connect offline as well as on. However, one size does not fit all. What works best for one company might not work at another, so it’s important to find the most effective methods of reaching your employees. Try one, two or all five of these tips to see which work best for you, your team and your culture.