What do you think? Does this surprise you?
How should you be communicating to your employees — GenY and otherwise?
Making the HR Connection,
I read this recently article from Time.Com, Social Media: Sex, Alcohol and Oversharing and on this Friday morning, as we look forward to the weekend, I wonder how many of us are “oversharing.” Hopefully those of you who are job seekers understand the line between what is appropriate for social media and what is not. People ARE looking — when I’m hiring, I’m not sure that I’m necessarily looking at people’s facebook account — although I’m for sure looking at people’s LinkedIn. But… just because I’m not looking doesn’t mean that others on the interview panel or other co-workers aren’t. Same is true anyone really — be mindful of what you share, who you tag (“where you tag” if you’re using locations), and who you share it with.
On a personal note re: oversharing — IF I know YOU as a real person outside of social media — then I really don’t mind. Likely its something that you would have told me in person anyways – and I’m probably already used to the “TMI” affect — we’re friends and we’ve already established that relationship. I know a person who gave a very detailed account of the birth of her child (DETAILED!) — but she doesn’t do it very often and it was in the spirit of information sharing for other expecting mothers or those who were thinking about it. I think of it as a way of connecting with others and trying to share a common experience.. and to show a sign of trust.
Ask yourself: Is your online persona an accurate reflection of you from the POV of a close friend? a total stranger? What does your social media profile SAY about YOU? Friends AND strangers DO make a judgement call about who you are once they look at your social media outlets — once it out there, its out there.
What do you think of Social Media Oversharing? TMI or just people being authentic?
Making the HR connection, yours, the girl in HR (TGIF!)
There it is. On your Facebook feed: a picture of a tall, clear glass full of what looks like a red smoothie. “That looks good,” you think. And then you read the caption: “Mommy’s First Placenta Shake. It tastes like heaven. I put lots of pineapple, orange and mango sorbet. Yummmm!”
Congratulations: you’re a victim of an extreme social-media overshare. Maybe your annoying neighbor told everyone about his appendectomy. Or perhaps you sister posted too much about her attempt to conceive Baby No. 3. Either way, you’re surrounded by people who blab their business online — and it’s happening more and more
Under mounting pressure from activists and advertisers, Facebook is ramping up efforts to stamp out hate speech, particularly depictions of violence against women.
The move, announced Tuesday, came after a weeklong campaign by women’s groups targeting pages that celebrated or made light of rape, domestic violence and sexual degradation of women.
“In recent days, it has become clear that our systems to identify and remove hate speech have failed to work as effectively as we would like, particularly around issues of gender-based hate,” Marne Levine, a Facebook vice president in charge of public policy, wrote in a post on the site.
“In some cases, content is not being removed as quickly as we want. In other cases, content that should be removed has not been or has been evaluated using outdated criteria. We have been working over the past several months to improve our systems to respond to reports of violations, but the guidelines used by these systems have failed to capture all the content that violates our standards. We need to do better — and we will.”
Here are six things the Grammys did right on social this year — plus one they didn’t — and what folks who run other events, especially conferences, can learn from the awards show:
1. Be semi-obnoxious: The Grammys did what I say to anyone trying to promote their use of social media: be semi-obnoxious, telling people what your hashtags and handles are, and what platforms you are on. You can’t be shy about it. You need to, more than once, tell them how and where to follow you. For a conference, be sure to print the hashtags and handles on the official program and even the invitation, if possible.
2. Tell your audience what they will get for following you on social media: On at least four occasions, host LL Cool J @llcoolj was on camera talking up the night’s official hashtag — #grammys — and reminding viewers to tweet to the official handle. He also told the audience that he and @TheGrammys were posting behind-the-scenes photos and other exclusive content on Twitter.
3. Let people know you are listening: Just as importantly, he appeared to read select tweets on the air, giving the impression that he — or at least some on the Grammys social media team — was browsing the tweets. Letting it be known that there’s someone reading tweets is a great way to trigger more tweets. At a conference, the emcee or moderator can read out selected tweets.
4. Spell it out: Before going to some of the commercial breaks, there were promos for social media channels, as you can see from this Tout video of the broadcast, urging people to look at Grammy.com as well as Twitter.com/thegrammys, Facebook.com/thegrammys and GetGlue.com/thegrammys:At a conference you can remind the audience, from the podium, what the handles and hashtags are and, during breaks, run a tweet wall on the main screen. You can use VisibleTweets or Tweetbeam to run tweets, but best to do it only during breaks so that the audience isn’t distracted as the tweets rush by behind the speakers.
5. Be active on social media during your event: The various Grammy platforms were active throughout the broadcast. At a conference, it’s important to have active official accounts to direct, guide, and enhance the conversation, so you aren’t just relying on attendee participation.The official Grammys account tweets about the Bob Marley tribute by Sting, Bruno Mars and some of the Marley children.A promo poster for The Grammys featuring Rihanna.
6. Think about social media long before the event: The Grammys were promoting the ceremony on various platforms and not waiting for the last minute. Even the playful “#The World is Listening” campaign of posters featuring Rihanna, Linkin Park, Taylor Swift, and others hinted at the social aspects of the show. Thankfully, the producers didn’t actually use what would have been the world’s worst hashtag. For a conference, think about adding the handles and hashtag to the invitations, reminder e-mails, etc.
7. Use social media to help the viewer keep up: On every awards show, it’s hard to keep straight who’s on stage. Between the introducers of the performers to the performers to the winners, it’s easy to lose track of who you are watching at any moment. And even if you know who is on stage, trying to tweet about him or her often means having to look up the person’s Twitter handle. This is the one area where future Grammys shows could use some improvement. While the Grammys tweeted about who was on stage, the on-air titles could easily have shown some of the relevant handles, thus helping viewers stay on top of things — especially for people like me who don’t keep up with popular music.At conferences, make sure the slides announcing a panel or keynote have the relevant handles on them. Or have the moderator or emcee mention ways in which attendees can connect with the speakers, and do it multiple times. Another idea: Every nametag should have printed on it the conference’s hashtag and the attendee’s Twitter handle, if available.
Check out the top 25 “Must Read Blogs for Employers” — (so excited that some of my fellow HR soc media friends made the list! Big Congrats!!!)
Here are the first 5 on the list — click below and get the full list!
1. HR Bartender is run by author and HR pro Sharlyn Lauby, with frequent updates on timely issues. Like any good bartender, Lauby weighs in on the issues of the day and promotes conversation among a lively group of commenters.
2. The HR Capitalist is the blog of HR pro Kris Dunn, who has built a following with a mix of great, timely information and his fun blogger personality.
3. SHRM (the Society for Human Resource Management) is a great source of information for all HR professionals. The site has up-to-date information, surveys, and more to keep busy professionals in the loop with the latest issues in hiring.
4. Tribe HR is a great blog to find detailed posts about everything from hiring to maintaining a good workplace culture.
5. ERE.net is one of the best blogs when it comes to thought-provoking, timely content focused on the issues facing human resources professionals. Not only is ERE a top blog with quality content, it also has a dedicated base of great commenters bringing their own knowledge to the table.
In today’s tech and social media world – companies and HR professionals are really looking for the black and white areas in a very grey topic.
Most “social media” experts will tell you that the best policy is no policy. I’ve always had trouble with that mantra — to me, great in theory, but really not practical for the real world. I think that policy may be a strong word — and “guidelines” might be a better one. Its a good idea to set expectations and boundaries. That’s why I really like what the GAP has done with their policy. Its simple, easy to understand, but very clear — and I think stands up as a good guidance regardless what kind of corporate environment or culture your company has.
They divided their policy up into three major buckets: “Keep in Mind”, “How to Be the Best”, and “Don’t even Think About it.” Check out the policy here. The policy encourages people to use social media — and be themselves with it — but it also gives great points to consider whether you consider them common sense or not.
And weigh in .. what do you think — should companies have a formal social media policy?
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