Get Your Advantage with Social Media Skills

Every leader needs specific set of skills for him to spearhead the implementation of plans and goals of an organization. Roland Deiser of the Drucker School at Claremont Graduate University and Sylvain Newton from GE interestingly wrote about the skills that leader must possess. These skills should be used effectively in enhancing employee engagement among organizations. The six dimensions that Deiser and Newton wrote are: producer, distributor, recipient, adviser, architect, and analyst.

Producer

A leader that is well versed in the field of social media can effectively deal with producing compelling and authentic content for his readers. Through the unique ability of conveying thoughts and persuading other people, the leader can effectively enhance and give emphasis about the value of employee engagement among the working class. The message can be spread through blogs and videos that are most visited by people.

Distributor

The flow of information in an organization can be from the inside or outside. By being a good distributor of information you can help create and co-create information among your employees. There are accompanying duties of being a distributor and it will include the responsibility of informing your employees on what is going on inside and outside the organization. You can also help your employees express their views and co-create information based on new insights. This will greatly enhance the result of an effective effort when employee engagement survey companies conduct their study.

Recipient

Leaders have the responsibility to know what is going on in their environment. They should be well updated on matters that will affect the organization. It will help when they have a ready access to information and when they can easily give their views or comments on such matters.

Adviser

The use of the social media in promoting organization’s activities is valuable. This is why you need to be a good advocate on the usefulness of the social media in achieving your goals. Do the responsibility of advising, enabling, and supporting the social media literacy among your organization’s members. Be a catalyst of change and a great innovator of new resources that you can utilize in performing better business strategies. This would enhance employees’ abilities and learning and will reflect on employee exit survey.

Architect

As a leader, you have the responsibility to structure the good standing of the social media in your organization. You must structure it for openness, sensitivity, and accountability. The social media is a public avenue where you can express your views or promote your welfare. This would require you to have the accountability for everything that you express in the social media. Balancing openness and accountability is a good point to consider when dealing with the social media.

Analyst

Leaders should be well updated with the latest trends and innovations in technology in the social media. It is expected that by the year 2020 there will already be 50 billion devices connected to the internet. You should also learn how to experiment new methods on employee engagement from using the social media. Business performance consulting will greatly help you when you have to consider the wide influence of social media use in your organization’s success.

How Employee Engagement Affects the Performance of Duties

Central to any business organization is the dedication of its employees towards the organization’s operations and goals. An organization with a loose association of its employees has difficulty in implementing guidelines on the achievement of different goals. The success of the organization will also depend on the degree of the employee’s loyalty and engagement to their individual duty. Dedicated employees tend to be more productive and well performing with the quality of their output. You cannot expect a company to easily succeed without its employees laying their cards on the table. If employees look at their work as a passion and not just merely a form of mercenariness, the organization will be a whole new group.

Large companies in the country depend on their workforce as a great help in achieving their business goals. This is why they often conduct performance evaluation to determine their employees’ capacity to perform their functions. Companies don’t fall astray with this strategy of maintaining check and balance among their employees. It helps them to gauge the dedication of the employees on their work and it also brings them to brighter solutions or remedies on different issues on their employees. Some even hire employee engagement survey companies to do the math and the assessment on the employees’ performance of their duties.

Companies who take the survey use a variety of factors in their assessment to bring out the exact standpoint of any employee on their duty. This would help business companies to reconsider solutions like adding trainings for their employees and giving them ample time to get back and learn things for their individual duty. When companies focus on finding ways to improve the performance of its employees, its objectives will be easily dealt with in the achievement of success. The help of business performance consulting companies will guide the organization in shaping its employees as its partners in business operations.

The role of third party companies in doing the duty of employee engagement survey is valuable in guiding business organization’s steps in assisting its employees to go in line with the company’s missions. It will properly determine the degree of engagement to duty of each employee thereby giving the company a good starting point on how to improve its manpower on its service. The satisfaction of each employee on their work environment will also be tackled when employee engagement is touched with details. Their satisfaction will also be determined on the employee exit survey by their company once they opt to terminate their duties and responsibilities.

Employee engagement is really a vital factor in the performance of each employee. It will effectively determine the degree of their passion towards the performance of their duties and responsibilities.

Sirota Business Principles

As you go out of your home to start the day, you will see a man on his bike throwing newspaper rolls to the each door in your neighborhood. Then, you would think that it is his job, his business. As you go cross another street, you will see shops selling variety of products. There are people inside, other than the customers, organizing goods into the shelves, cleaning the glass windows, and smiling at the people who approach the counter. They must be the employees.

 If you are the typical type of employee, you might have wondered how a business grows in a way the owner/s would enjoy each day he opens his shop door for customers and feel good at night for he had earn a big amount. How compensating, right? Well, everything before getting big starts with principles.

Sirota Consulting, a company in Purchase, New York that deals with organizational assessments and employee survey programs came up with business principles that are proven to be applicable not only for small businesses but for large organizations. Sirota is also one of the employee engagement survey ompanies that is dedicated to help organizations succeed in meeting their respective goals.

Unlock Potential. Sirota believes that by gaining insights, an organization is able to unlock its potential and increase productivity. Each employee is hired by a company believing that one would contribute to the expected outcome of the business but certainly each person has a hidden potential that needs to be unlocked. An improved performance would add up to the production of the company.

Unique Approach. Businesses are unique from one another in their own way. Two shops may be selling a common good but what makes the difference is the method they use to attract customers and get more sales. What Sirota does to ensure that an organization is on the right track using its own approach is business performance consulting. This is a way they monitor if the business is still productive and in an acceptable level of competence.

Business is not a project but a relationship. In a certain group, it is the kind of relationship that exists that makes everything harmonious. Who would want to work under great pressure and stress? But because that is something unavoidable in a workplace, there should be a good relationship in between each employee and the employees to their leader. Working to accomplish a certain task with proficiency is not a matter of who the gives the instruction. It is more of how each member of the organization contributes to have it done. It is not a matter of superiority but a matter of how a leader gives equal treatment to his subordinates.

Share your knowledge to gain knowledge. What you know might not be common to your workmates. If you think that it can help in finishing a particular task then why not share it? A knowledge that is stagnant is useless. When an employee knows how to share his insights, it is there where other new forms of strategy are created. Knowledge comes from other knowledge. It is a continuous derivation of thoughts. If individual employees think then surely it will not be a burden to come up with a powerful solution to the company’s challenges.

This is what Sirota Consulting has learned from its own experience they have had while in business. Everything counts and given with equal attention – from assessment including employee exit survey, down to the execution of each strategies vital to organizational growth and improvement.