Building Your Company’s Next Brand Ambassador

There has been a huge shift recently in how successful companies are realising that LinkedIn and other social media activity is actually a positive thing for your employees to be doing, which can massively improve your brand exposure as a leading market player. This is good news!

Take advantage of your employees’ online activity

It’s impossible to stop your employees from using LinkedIn or any other social channel, so the best thing is to instead use it as an advantage, rather than a threat.

With the right framework and encouragement, individual employees can become the best spokespeople for your brand. If they’re happy with their roles and shout out about the benefits of your company to their followers, this can have a hugely beneficial impact for the company’s reputation.   In our increasingly transparent and super-connected world, the stakeholders (employees, customers, service partners) of an organisation are the marketing department.

How to build brand ambassadors

1.      Encourage them

Create an environment where social media activity is encouraged, as long as it is on-brand and within reason. You don’t need to hijack their profiles, but simply let them know that sharing content related to their fields is a good thing.

This is so easily done when it takes two seconds for a CEO or a manager to share or like a post of a junior colleague, for example, to create a positive cycle of social media activity. If you simply ask your team to get out there and start engaging, you might be surprised by the results.

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The Role of Strategic Implementation in Businesses

In short, strategic implementation is a process that executes plans and strategies. It doesn’t really matter what these plans and actions are, as it is merely a pathway to making concepts and ideas a reality.

Many companies might have creative and skilled individuals who can dream of success and optimised customer experiences, but without strategic implementation, actually bringing this to fruition is difficult – especially when you are a new organisation.

What does it look like?

The strategic implementation plan is a set of steps recorded in a written document that usually details the steps and processes needed to reach specific goals.

As well as timelines and the individuals in charge of each step, it should allow for feedback and progress reports to ensure that the plan is moving forward. If you are in a new company, build an easy-to-use template that your team can follow.

What does strategic implementation achieve?

Strategic implementation is critical to addressing fine details of important plans and strategies. As well the end goal, it will look at the smaller targets that should be put in place. This could simply be larger sales volumes or a greater online brand presence. Each goal will need a map or pathway for reaching it.

It also focuses on the entire organisation rather than just one end goal, in isolation. For instance, if senior members are needed to offer feedback and involvement, then this will be included in the plan so that the momentum of progress is not affected. It involves assigning tasks to individuals and timelines so that no one person can jeopardise the project’s success.

Requirements

A basic implementation plan needs a project leader, such as the marketing manager or the CEO.  This person is responsible for communicating the relevancy and vision of the goal.  They also take an holistic view of the plan for the business to realise synergies and also to prevent any one function or goal assuming over importance.  They are also the “go to” person for anyone who is new to the goal or unclearto seek clarification.

Everyone in an organisation needs to be engaged with the plan.

Performance measurement tools are useful for providing tracking and motivation.

Implementation often includes a strategic map, which is sometimes a visual diagram, identifying the key ingredients that will direct performance.

THE ART OF IMPROVING EMPLOYEE ENGAGEMENT

How employees feel about their work and office environment is a significant driver of success for your entire organisation. Engaged workers are more productive, reliable and can become your greatest brand ambassadors.

Effective leaders know that employee engagement is a fundamental part of achieving success in competitive markets. Ultimately, it helps to increase productivity and achieve better quality work output.

We’ve outlined some essential ways you can improve employee engagement in your business and enjoy the many benefits that come from having employees who actually care about their job.

• Define and Measure Engagement

Engagement isn’t just about the most active or vocal employees in your Monday meetings. Engagement is defined differently in different situations and it is helpful to map out what it means for your business before you plan any future engagement initiatives.

It could refer to how active your teams are when embarking on sales and marketing activities, or how dedicated your creative team is to develop new concepts and briefs. Measuring current levels of engagement can also help identify what’s working for your company and where you need to improve.

• Build a Strategy

Once you have figured out what you want to achieve, create a strategy that recognises employee engagement. This can be part of the overall rewards or bonus program or tied into the individual targets of each employee. Whatever you do, focus on creating organisational alignment by matching other company initiatives with your employee engagement plans.

• Set Expectations

Some believe engagement comes down to how well employees understand the expectations of their role. If they don’t know what is expected of them, how can they possibly strive for excellence?  When the expectations have been set, make sure you recognise and celebrate when they are met and take prompt corrective action when they are not met.

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