Stop the Next PR Disaster: Protect Your Brand with a Clear Social Media Policy

WEBVTT
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Our hook this week is the fact that Christie is sitting across the table from me with.
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This completely frightened.
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Look on her face.
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We're going to talk about personal social media, and we're going to talk about it from two angles.
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Both of your employees and of your own.
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Yes. That deep sigh you're hearing is crazy.
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Go ahead. Everyone, pop your. Xanax.
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We'll be right back.
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Oh. She's the CEO.
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He's the marketing and operations guy.
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If it's broken, you need.
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The business fix.
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Happy 25th episode.
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Does the fact.
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That we have made it to 25 episodes that.
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Are silver episode, I think. Sure.
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Okay, sure.
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Yeah, I want I want to go back to.
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It's when we, when we started this journey, I was like, hey, would you want to do, like, a business podcast together?
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And you answer that like, yes.
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And I was like, oh, that was almost a scary yes.
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I was so excited.
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You were. And I mean.
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Then we recorded like two episodes and we launched one, and then we were like, the first episode did fairly well.
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Yeah.
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And then I was like, do we do this weekly?
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Because I know the work that goes into it.
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Yeah. You knew the work that went into it.
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And you're like, if you're I remember you're like, if you think you can handle it from a production standpoint. Yes.
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And I was like, I don't know.
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But let's do this.
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See how it goes.
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Right.
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Here we are, 25 episodes later.
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Meaning it's. We're about six months in. Yeah.
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Which is weird. It is.
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It feels like it's been really, really short.
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And then it also feels like it's been, like, forever.
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Well, there's. Getting that cadence.
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Yeah.
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And there's been a couple of times where we've spent like three hours in the studio together.
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Yes. And that is there. It's the room is padded, not just because of sound.
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There's trouble there.
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That wall right back there.
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I have fully expected to find a Chrissy shaped hole.
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And you haven't done that?
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No, I haven't run yet. No.
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That that that is where I will plug the resiliency thing. Yes.
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You have. Proven 25 episodes in.
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You have shown how resilient.
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You can be as you have made. 25. Happen.
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So congratulations.
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Thank you.
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Proof of concept.
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Resilient operating system.
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See, in case anybody wonders, it does work doing uncomfortable things.
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Speaking of doing uncomfortable things.
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That seems like a great segway. Yeah.
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Into this week's topic.
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Okay. You're like, damn it. Yes.
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He found a way to segway it.
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I was hoping we were just going to.
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Talk for 40 minutes. What?
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I was hoping. For 40 minutes of banter, and then we'll pick.
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A different.
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Episode. Right, right, right. Hey.
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Goodbye.
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Right, right. Social media.
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Everyone's an expert.
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Yeah.
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Everyone's a publisher. Yes.
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The lines because of social media have been blurred between personal and professional. Yes.
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There's posts that have caused a stir.
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But what does that mean for, like, a business owner?
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If they're the ones opposed to it?
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What happens when your employee posts it?
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A social media post from an employee that seems a little wonky.
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Offends another employee.
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Ends a customer.
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Oh, yes.
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Yes. Yes.
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Today is the.
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Episode where Chrissy and I walk barefoot on Legos.
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Yeah.
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I feel like I'm doing a lot right now.
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Right, right, right.
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Clear.
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Policies obviously are a big thing.
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My. Policy is don't just.
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If you're on social.
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Media, we're not hiring, you. Know?
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From your perspective.
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Yeah.
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What are some key policies?
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Procedures?
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What are some things as a business?
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Yes, that.
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You need to have in place that, it puts the proverbial, like, steel shield over your ass? Yes.
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So I would say first, as we start with the right foundation.
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So whether you like it or not, as a business owner with employees in the climate that we are in.
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You have to have a clear written social media policy, and you cannot hold people accountable to something they were never clearly told.
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You have to tell them.
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So every business, big or small social media policy that lives in the employee handbook.
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It's not buried.
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It's not vague. And it is absolute clear.
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And that policy should cover what is expected during work hours.
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Guidelines for public facing content that could reflect on the business confidentiality expectations as an employee, and then what crosses the line?
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Bullying client info.
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Speech that may or may not be, inflammatory.
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And so you also need to have and make sure this is the most important part of a social media policy. Josh.
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It has to be reviewed and acknowledged as in a signature during onboarding.
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That policy specific policy specifically.
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I mean, it can be in your handbook, but I prefer my recommendation is this one.
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Specifically, I want you to review it and I want you to look at it.
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And I need your signature because you don't want to have these conversations in the dark later on.
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A sweaty ten minute conversation.
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This is yes.
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Because you're going to have sweaty ten minute conversation regardless.
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Yeah, it wouldn't be.
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It would be much better if you have these conversations ahead of time.
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Like a great example to is if you are using LinkedIn as a business, you have salespeople that are using LinkedIn.
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There are some organizations and ours is one of them, where we have the expectation of we, we are going to use the things that you are doing in this organization, and you are going to post them on LinkedIn, because LinkedIn is something that we pay for some of our employees to have to be able to use as a sales tool.
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So if you're not, you've got to be able to do it.
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And that was like first day new sales person started where like, here's a social media policy review.
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What we're going to talk about it. We're going to make sure that you understand it.
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He's like, oh no problem.
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Here's a question for you.
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Oh, with that first day. Yes.
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Why not interview day.
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Why not interview day? Is there a point?
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Is there a reason to bring that up in an interview or. No?
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I mean, you could talk about it.
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So, you know, we do have a clear social media policy.
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Okay. You don't have to.
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This is one of those like, you've signed your offer letter because you don't give them.
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You usually don't give them the handbook until you.
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They're right.
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Right. So.
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Right. Yeah. It's just how much do you want to bombard people?
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Do you want to terrify them?
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So they run screaming?
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But most of the time on social media, it's innocuous.
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It's just we need to make sure that, you know.
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Sure, sure. So.
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Yeah. It it's more than just it protecting you as an owner, though, correct?
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Yes. Policies protect everyone.
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They don't just protect the company.
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That's how. Yeah.
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And it's. It's not just for you.
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It's for everyone.
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No, it's not about micromanaging people.
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I mean, they're about giving people the clarity they need to succeed.
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So what, you know, well communicated policy removes that gray area.
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That means less stress for leadership and for employees.
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So you know, what can and can't I post?
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So I mean, if you are part of a, you work for an organization that has, a religious bent to it.
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There may be certain things that you are and are not allowed to say in your personal social media.
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It depends on like what your employment contract reads, different types of things.
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I mean, a great example is, you know, there are different media personalities that have certain rules around what they can do.
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They get paid millions of dollars.
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So as a result of those millions of dollars, there are some things that they can and can't say.
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I think oftentimes we get confused between free speech and speech free of consequence.
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Yeah.
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That's I mean when we were talking about doing this episode, you, you even texted that because and I, I feel like that is a huge thing just because we have and I mean if you read the actual Constitution. Yes.
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Well Bill of rights is what that is, is that is the I mean, that deals with the press, that deals with what you can say about the government.
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As far as the government is concerned. Yes.
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Not as far as your boss is concerned.
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Correct.
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Or as far as I don't know, the person that sits at the desk next to you is concerned. Yes.
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Which is why when you have a good policy, it ensures that when conversations have to happen, usually it's because somebody said something on social media that offended somebody else.
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They're rooted in those expectations.
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They're not rooted in personal judgment.
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Sure.
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Whether we like what somebody said or didn't say.
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Yeah. No, I like that.
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So inevitably, especially as companies grow. Yes.
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You have more than one person.
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Correct. Yeah.
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The smile on your face right now.
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For those of you that are just listening, Christie has this smile on her face of I'm about to lose it.
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I am doing everything that I can to keep it together.
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And not explode.
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Which to me, I love because it's it's it's it's wonderful to see you under pressure for one time.
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Oh, thanks.
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How do you tiptoe around these things with, But, I.
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Mean, this is a tough issue, and it's why we're addressing it today.
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Yeah. What happens?
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Not if, but when.
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Someone decides to.
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00 in the morning on a rant on Onex that happened to be.
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I assisted.
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Okay.
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The deep breaths.
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That's it. All.
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So the first thing as the leader is you.
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As frustrated or as emotional as it may be for you in that moment, you cannot react.
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Okay.
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You got to pause and review the facts.
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So you screenshot the post or the content.
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You do not rely on second hand report.
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Someone may give you a second hand report.
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That's fine.
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Show me. Or where can it be?
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And if it's if it's not there, when you go look, I mean, sometimes people post things at 2 a.m.
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that they didn't mean to post and then they delete them.
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So you got to deal with that too.
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But, you know, review your company policy.
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Then in that moment, are you holding them accountable to something that is clearly outlined?
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If somebody doesn't agree with your political affiliation and it's not outlined in your social media policy, which it really shouldn't be.
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You don't have any context.
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Now, if they're writing something that's inflammatory about your company or they're writing something that could be inflammatory and cause an issue with your customers, and you know that that is a problem that's different.
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So you got to pause and review the facts.
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Next is plan the conversation.
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I say this again.
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Plan the conversation.
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All right.
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We go back to difficult conversations.
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Have a whole episode on this. Yes.
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So you think about what that outcome you want is.
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Is it is it a learning moment or is it a disciplinary one or is it both?
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So you've got to know what is it that I really want to convey to this team member.
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And then you lead with context and care.
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So conversation framework. All right.
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Are we listening?
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This is what I would say.
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I've said it in the past.
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I was about to say I feel like I should be.
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Taking notes here. Yeah.
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So this is, you know, I want to have a quick conversation with you about something I came across online.
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Right?
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I saw a post that could be interpreted as misaligned with how we show up as a team.
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And I'd like to hear more about your intention behind it.
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And I want to talk to you about how this might be perceived by others, especially since it's connected to your public profile.
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I mean, so that's it's a really clean way to put it.
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Don't say, hey, I saw you post this on X and what is wrong with you?
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Don't do that.
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This is a help me understand moment.
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Hey, I saw this.
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Help me understand what you were thinking in this process.
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Because I think it could be misconstrued as being misaligned with our values and could come off offensive, potentially to either other individuals that work in the organization or some of our customers.
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And then that's a dialog.
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You're not saying you did something wrong.
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Do not point.
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Do not glare.
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Do not hold up your phone and show them what they did wrong.
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Have a conversation.
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And if you know that your views are very, are opposite of the person that you're going to have this conversation with, and you can't have a face to face conversation, walk and talk.
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Because if you walk in talk, it is easier for you to disagree in moments on things that may not necessarily have to do with your policy, but you can at least have a dialog.
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So that's that's one thing that I think is really important in this dialog.
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I kind of got a little bit off track now.
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Things that you avoid.
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Accusatory tone.
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Jumping to conclusions.
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Making a personal super easy.
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Yeah.
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Those are those are the three mistakes that I. Yes.
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I see so many people turn to emotions with this.
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And that's what makes social media.
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Social media is they go emotional.
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They do.
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You need to pump the brakes.
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Pump the brakes, bring it back.
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You want to focus on the behavior, not the identity.
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Because often when we're talking about something that could be offensive, that is either I mean, political, religious speech, some of those things do not talk about the behavior.
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Talk about the how.
00:15:10.043 --> 00:15:10.960
Talk about the what.
00:15:10.960 --> 00:15:21.543
Don't talk about sometimes the thing you want to focus on impact, not just intent, because sometimes it's, hey, I know that your intent may have been to be funny.
00:15:22.293 --> 00:15:23.876
It didn't listen to funny.
00:15:23.876 --> 00:15:26.085
That landed really offensive.
00:15:26.085 --> 00:15:30.001
And so it's so focus on the impact and then the values of your organization.
00:15:30.001 --> 00:15:32.751
Hey, we've got four core values at ROI and clarity.
00:15:32.751 --> 00:15:36.376
I don't know that what you said aligns with our values, but I could be wrong.
00:15:36.543 --> 00:15:37.460
So let's talk about it.
00:15:39.168 --> 00:15:40.626
Give them that opportunity.
00:15:40.626 --> 00:15:41.835
Yes. Yeah.
00:15:41.835 --> 00:15:45.876
And I've been in situations where people said, oh my gosh, I am so sorry.
00:15:45.918 --> 00:15:47.960
I'm not I'm going to delete it right now.
00:15:47.960 --> 00:15:50.293
And is there anybody I need to apologize to.
00:15:50.293 --> 00:15:51.460
And then I've also been in a room.
00:15:51.460 --> 00:15:52.960
So like yep, I said it.
00:15:52.960 --> 00:15:54.710
And what are you gonna do about it.
00:15:54.710 --> 00:15:58.960
It's like, okay.
00:15:58.960 --> 00:16:00.126
We we now just.
00:16:00.126 --> 00:16:03.460
Expanded this to a 15 minute sweaty conversation.
00:16:05.960 --> 00:16:15.001
And you don't know what you're going, you don't know how to prepare for the conversation and that, like, what could happen if it goes horribly wrong, but just anticipate that.
00:16:15.001 --> 00:16:15.793
You know what?
00:16:15.793 --> 00:16:19.585
Often I would say most times people don't realize what happened.
00:16:19.876 --> 00:16:28.210
They don't realize what they said or they were upset in that moment, or they were they they thought it was going to be in a different direction than they.
00:16:28.418 --> 00:16:28.751
Yeah.
00:16:28.751 --> 00:16:38.460
If you react, if you react with emotion to something that someone said from an emotional place that just jacks up the emotional level, dies every single time.
00:16:38.460 --> 00:16:41.376
And it's like, bring this back. Let's.
00:16:41.376 --> 00:16:43.085
Yeah, no, totally makes sense.
00:16:45.335 --> 00:16:49.918
I loved and I, I have repeated this numerous times now.
00:16:50.751 --> 00:16:57.043
Vision values, are really just bad wall art, unless you.
00:16:57.293 --> 00:16:58.876
Live them and breathe them.
00:16:58.876 --> 00:17:00.626
I love to the wall art.
00:17:00.626 --> 00:17:06.085
To me, that is the the best statement I, I've, I've, I've used that now I've given you credit, so don't worry.
00:17:06.085 --> 00:17:07.917
Thank you.
00:17:07.917 --> 00:17:10.917
Why does like the vision in that matter?
00:17:11.085 --> 00:17:27.042
Well, I mean, when you're dealing with a difficult conversation or you're dealing with a conversation around values of the person and how they're expressing themselves online, it also can tie back to the vision and the values that you have for your organization.
00:17:27.042 --> 00:17:29.085
So I mean, your team understand your vision and values.
00:17:29.085 --> 00:17:33.125
It becomes much easier to talk through and about behavior through that lens.
00:17:33.125 --> 00:17:37.750
And so you're not just correcting behavior, you're realigning it with your culture.
00:17:37.750 --> 00:17:40.085
And so I think that's where things are really important.
00:17:40.085 --> 00:17:50.500
I mean these conversations are easier when you've already been reinforcing what your brand stands for and what leadership looks like and how employees represent your mission on or off the clock.
00:17:51.585 --> 00:18:03.667
I love that, and I I'll probably talk a little bit to that on also clock thing because there's, there's there's two pieces to that that I, that I feel like there's, there's ways to make sure that you have that.
00:18:03.667 --> 00:18:10.750
So yeah. Like so wrap this up and do like a ball here okay.
00:18:10.875 --> 00:18:13.000
I mean.
00:18:13.000 --> 00:18:13.750
It's really easy.
00:18:13.750 --> 00:18:15.750
It's we talk about it in other podcasts.
00:18:15.750 --> 00:18:18.375
Brené Brown says, to be clear is to be kind. Sure. Right.
00:18:18.375 --> 00:18:19.960
So clarity is kindness.
00:18:19.960 --> 00:18:25.917
So you can protect your culture and preserve relationships at the same time, but only if you lead with clarity and not fear.
00:18:25.917 --> 00:18:31.042
So you've got to walk into these conversations with I am going to understand, we're going to realign on our values.
00:18:31.042 --> 00:18:32.335
We're going to have a conversation.
00:18:32.335 --> 00:18:37.335
We may not agree on everything, but there are certain things that we can't agree on or you can't work here anymore.
00:18:37.335 --> 00:18:39.792
One is our mission, vision and values.
00:18:39.792 --> 00:18:41.875
So be proactive, not reactive.
00:18:41.875 --> 00:18:45.210
Don't avoid those conversations because delay makes it harder.
00:18:45.460 --> 00:18:52.293
So specially with social media, you need to address it calmly but as quickly as you can.
00:18:52.293 --> 00:18:55.293
Address it calmly and document that conversation.
00:18:55.293 --> 00:18:59.210
It's not because you don't trust the person, but because it's part of running a responsible business.
00:18:59.210 --> 00:19:03.710
So when people are like, you had this issue, I saw this and you're like, and we handled it as an organization.
00:19:03.710 --> 00:19:11.500
And it's not it's not something that you necessarily need to show everybody your documentation unless you're in litigation. But hopefully you're not there.
00:19:11.500 --> 00:19:12.168
You're not there.
00:19:12.168 --> 00:19:12.835
I would hope not.
00:19:12.835 --> 00:19:22.543
But you can say, you know, we address this and we're sorry that that this is something that maybe offended you or this was something that you, you thought, but this was misconstrued and that doesn't align with our values.
00:19:22.543 --> 00:19:23.960
And we appreciate the opportunity.
00:19:23.960 --> 00:19:26.000
Continue to serve you.
00:19:26.000 --> 00:19:27.168
I love all that.
00:19:27.168 --> 00:19:35.210
That's I mean, the the documentation piece is one where I think a lot of people fall short where they're like, hey, we talked about it.
00:19:35.500 --> 00:19:37.750
Yeah. No, but put something down.
00:19:37.750 --> 00:19:38.750
About what?
00:19:38.750 --> 00:19:45.250
And when you have it signed, when you already know what the policy is ahead of time, it makes it very easy to have those conversations.
00:19:45.625 --> 00:19:49.793
This is this is ounce of prevention is better than a pound of cure.
00:19:49.793 --> 00:19:53.085
So let's just let's be proactive in these things.
00:19:53.210 --> 00:19:55.043
Or the pounding headache that you're going to have.
00:19:55.043 --> 00:19:56.293
I list so many.
00:19:56.293 --> 00:20:01.460
Things or the phone calls or the nasty emails or the rant in video.
00:20:01.460 --> 00:20:03.543
Retaliation. Like it's just you.
00:20:04.668 --> 00:20:05.418
I've been there.
00:20:05.418 --> 00:20:07.250
You don't to do.
00:20:07.250 --> 00:20:09.293
That's not good.
00:20:09.293 --> 00:20:11.500
And there are some businesses having a PTSD maybe.
00:20:11.500 --> 00:20:23.210
Yeah, I am, I'm having I mean like we had it we had an issue at one point in time where, an employee quit and they went they, they went in and on YouTube were ranting.
00:20:23.710 --> 00:20:31.460
And so I am in a meeting and I've got someone knocking on my door and I'm like, I'm in a meeting.
00:20:28.835 --> 00:20:31.460
And then my phone just starts going off.
00:20:31.460 --> 00:20:34.335
Ping ping ping ping ping so-and-so's on YouTube.
00:20:34.335 --> 00:20:38.335
But I'm like, I don't know, I'm supposed to do with this right now, but it was you have to handle it.
00:20:38.335 --> 00:20:46.335
So you got to deal with, you know, this is the this is the confines of a yes, you have left employment, but that doesn't allow you to say the things that you want to say.
00:20:46.335 --> 00:20:52.460
And because you're upset with someone because they said something that offended you and you decided to quit, you're now on YouTube.
00:20:52.460 --> 00:20:54.418
So it's like you have to get the lawyers involved.
00:20:54.418 --> 00:20:55.875
You have to the cease and desist and you have.
00:20:55.875 --> 00:21:03.750
And then I get the email like you have silenced me. And I'm like, I have because it wasn't something you were supposed to do in the first place. You're welcome.
00:21:03.750 --> 00:21:06.375
Yeah. You're welcome.
00:21:06.375 --> 00:21:09.375
We can talk more offline about that.
00:21:10.210 --> 00:21:14.960
I, I think after we're done with this episode, we're both going to just, like, take a nap.
00:21:15.168 --> 00:21:16.210
Yeah.
00:21:16.210 --> 00:21:18.875
Anybody wants to message me about how do you deal with some of these things?
00:21:18.875 --> 00:21:21.875
I'm happy to talk like I'm not talking in this podcast about it.
00:21:24.168 --> 00:21:25.418
That's that's that's a call.
00:21:25.418 --> 00:21:26.960
Clarity. Right.
00:21:26.960 --> 00:21:29.085
That is what a 2% call clarity.
00:21:29.085 --> 00:21:32.418
So I want to get out of my uncomfortable and let's talk about operations please.
00:21:32.668 --> 00:21:33.500
Sure. Okay.
00:21:33.500 --> 00:21:34.043
Sure, sure.
00:21:34.043 --> 00:21:37.043
So, this isn't just a people problem, right?
00:21:37.043 --> 00:21:38.960
From an operation standpoint, it's a brand problem.
00:21:38.960 --> 00:21:43.293
So how can business owners approach this from really a strategic point of view?
00:21:43.335 --> 00:21:46.210
This is the part that gives me hives when I think about it.
00:21:46.210 --> 00:21:52.543
When someone goes out on social media, like how when do you consider the roles might be different for a sales person versus an accountant?
00:21:52.543 --> 00:21:58.000
For sales person versus customer service, where just like sales, sales is different. So I want to hear.
00:21:58.960 --> 00:22:03.668
What's so interesting about it is, is you have to look at all of this from a brand perspective.
00:22:04.335 --> 00:22:07.250
And there are some brands that are okay saying offensive things.
00:22:07.250 --> 00:22:08.500
Yeah.
00:22:08.500 --> 00:22:11.668
There's a company that I work very closely with.
00:22:11.668 --> 00:22:17.585
They have very, I mean, big ties to, like one affiliation.
00:22:17.710 --> 00:22:18.835
Yeah.
00:22:18.835 --> 00:22:21.710
And they are very proud of that. And.
00:22:21.710 --> 00:22:28.335
Okay, they, they've made that conscious decision to go that direction. Yes.
00:22:29.625 --> 00:22:34.460
And for them, if the CEO's there and everyone's there, great.
00:22:34.750 --> 00:22:35.875
That's fine.
00:22:35.875 --> 00:22:40.585
If they want to make that part of their brand, part of who they are, that's fine.
00:22:41.293 --> 00:22:46.918
To me, I like if you go look at, like, my social media, I mean, you have it's.
00:22:46.960 --> 00:22:49.000
I have it's all motorcycle.
00:22:49.000 --> 00:22:51.085
It's either motorcycles or it's stuff from here.
00:22:51.085 --> 00:22:52.960
That's it, that's it.
00:22:52.960 --> 00:22:53.293
Okay.
00:22:53.293 --> 00:22:57.043
Occasionally it's something dumb, weightlifting, but typically it's motorcycles and stuff from here.
00:22:58.085 --> 00:23:01.293
Do I have opinions on a lot of stuff?
00:23:05.500 --> 00:23:07.125
Same I have we.
00:23:07.125 --> 00:23:09.210
Both have a lot of strong opinions.
00:23:09.210 --> 00:23:15.085
I don't necessarily feel the need to tell them to everyone. No.
00:23:15.460 --> 00:23:19.168
I feel the need to tell them to people that I think are concerned.
00:23:19.168 --> 00:23:20.793
People that care.
00:23:20.793 --> 00:23:22.750
Social media doesn't typically care.
00:23:22.750 --> 00:23:38.293
So having people like in your organization that realize that is one piece to it from if if a CEO, CFO or someone says something that's let's say outside of your guidelines, that's got to be an instant act.
00:23:38.293 --> 00:23:42.043
And that is now that is something that has to move into PR.
00:23:42.335 --> 00:23:43.335
Yeah.
00:23:43.335 --> 00:23:49.710
You need all, all the policies and everything that you talked about are the same. You have to have all that.
00:23:49.710 --> 00:23:53.835
If you don't, you're you're setting yourself up for issues.
00:23:53.960 --> 00:24:01.085
Yes. It from the like I said, from the marketing, from the PR aspect of it, it's CEO, CFO.
00:24:01.085 --> 00:24:05.625
If they say something just incredibly outlandish, whatever.
00:24:07.460 --> 00:24:13.710
I mean, you have to address that from a PR standpoint, but it also has to fit the handbook. Yes.
00:24:14.500 --> 00:24:22.375
If the CEO goes out, let's say you have something about hate speech and the CEO says kill all rabbits.
00:24:24.000 --> 00:24:27.000
You kind of got to be like, well, okay, bye bye.
00:24:27.543 --> 00:24:29.585
You have to show that you mean it.
00:24:29.585 --> 00:24:31.125
Yeah.
00:24:31.125 --> 00:24:37.543
It it it's unfortunate because sometimes, like you said, there's that 3:00 in the morning text.
00:24:38.710 --> 00:24:40.793
I loved the thing that you said earlier about.
00:24:40.793 --> 00:24:41.835
There's people in the news.
00:24:41.835 --> 00:24:51.168
There's when you are at, any sort of management level, any sort of leadership level, you are held to a higher standard.
00:24:51.168 --> 00:24:53.918
You are. That's part of your pay.
00:24:53.918 --> 00:24:58.750
Yes. Is being held to a higher standard just in life, in general?
00:24:59.835 --> 00:25:10.710
So if it's a back of house employee that says something that may be construed as mildly offensive, then I would address it internally.
00:25:10.710 --> 00:25:15.460
But realize that you have to look at the broader effect that's going to have on the company.
00:25:15.460 --> 00:25:27.793
If this is someone that's if you have a factory that's got 10,000 workers and someone says, hey, I don't like this political affiliation, you kind of get to be like, okay, whatever.
00:25:27.793 --> 00:25:35.460
Address it with them as whatever fits in the handbook, address it with them, but then just realize, move on with your life.
00:25:35.500 --> 00:25:35.960
Yeah.
00:25:35.960 --> 00:25:40.750
The difference between the back of house employee and the executive or anyone in management.
00:25:40.750 --> 00:25:42.418
Because anyone in management.
00:25:42.418 --> 00:25:44.210
Anyone below them?
00:25:44.210 --> 00:25:47.875
Yes. If they see it differently, could be offended by that.
00:25:47.875 --> 00:26:00.625
So yeah, once again, to me, the the piece that you said about the social media thing, like as a separate piece in the handbook that you have to sign this specific page in the handbook.
00:26:00.625 --> 00:26:04.960
To me, when someone is promoted into a leadership position.
00:26:05.293 --> 00:26:07.543
This is something that you once again, you go.
00:26:07.543 --> 00:26:08.085
Over it again.
00:26:08.085 --> 00:26:14.875
You just have to go over and you have to tell them, look, you are in a position now where other people are looking to you.
00:26:15.375 --> 00:26:16.500
You have to.
00:26:16.500 --> 00:26:20.625
We want to make sure that you are doing things appropriately.
00:26:20.625 --> 00:26:24.543
Yes. Well, I would say social media is not the problem.
00:26:24.543 --> 00:26:25.793
It's the symptom.
00:26:25.793 --> 00:26:33.418
The real problem is how do we teach people how to have dialog, which is why when you're promoting people, they're moving up.
00:26:31.668 --> 00:26:35.625
They're learning about, okay, now I still have to remember the social media policy.
00:26:35.625 --> 00:26:40.293
You're also giving them the soft skills training around what it means to actually have constructive dialog.
00:26:41.043 --> 00:26:53.293
That was something that we did within our organization, especially in 2020 and 2021, as political climate got a little bit dicey, was instead of putting our people through, these are the things that you will and will not do.
00:26:53.293 --> 00:27:10.293
We took them through tolerance training and how to have constructive dialog and what it truly means to be tolerant, because tolerant does not necessarily mean you're going to fit in with all of the subscription of what the political or, the framework of of what the day is the flavor of the day.
00:27:10.293 --> 00:27:12.418
It means that we are going to be tolerant no matter what.
00:27:12.418 --> 00:27:25.960
And so I think that's another aspect, as you're talking about some of the things you can do in operations, it's really training your people to be tolerant and be able to have constructive dialog, because otherwise you get into the nuance and then it just doesn't go anywhere.
00:27:26.335 --> 00:27:34.543
The other thing that is a piece that I look with this is this really comes back to culture in so many ways.
00:27:34.543 --> 00:27:34.835
Does.
00:27:34.835 --> 00:27:42.125
So, and one of the ways that I look at this is as you are hiring, I mean, if you've had an employee for 30 years, great.
00:27:42.125 --> 00:27:43.335
They've been there for 30 years.
00:27:43.335 --> 00:27:46.335
They are part of the culture. Awesome.
00:27:43.335 --> 00:27:46.335
Yeah.
00:27:46.335 --> 00:27:55.793
But if you are looking at a new employee and you happen to look at their social media and it is nothing but inflammatory statements one direction or the other.
00:27:55.835 --> 00:27:59.418
You have to realize, does this fit with my culture?
00:28:00.835 --> 00:28:09.375
It's once again it's these clues that tell you if a person is going to be a good fit for your organization. Yes.
00:28:10.335 --> 00:28:24.585
If it's someone that has a far, far different view than you do on almost every single topic, you, they might be a fit, but realize they also might be a risk.
00:28:24.625 --> 00:28:25.543
Yeah.
00:28:25.543 --> 00:28:33.000
And those are the things that I think so many people, they when when they're hiring, they overlook that culture piece about it.
00:28:33.000 --> 00:28:35.960
They're like, oh, this is whatever.
00:28:35.960 --> 00:28:42.460
No. And yeah, you have you absolutely have to dive into that and dive deep into it as you can.
00:28:43.500 --> 00:29:01.210
If you see someone like if like me personally, if I see that there's someone that's posting political stuff, doesn't matter which which end of the spectrum, if I see them constantly posting political stuff, I'm like, I don't know if this is someone that I want working for me.
00:29:01.210 --> 00:29:03.460
And part of the reason for that.
00:29:03.460 --> 00:29:12.250
They can once again, free speech is not necessarily free of consequences, but I want people that are going to talk about things that they can work on.
00:29:12.250 --> 00:29:13.543
Talk about things.
00:29:13.543 --> 00:29:21.168
If they talk about local government, if they talk about like things that they're involved with on social media, then I'm like, hey, this is a doer.
00:29:21.335 --> 00:29:22.000
Yeah.
00:29:22.000 --> 00:29:24.375
This isn't someone that's just going to scream about stuff.
00:29:24.375 --> 00:29:25.625
This is someone that's a doer.
00:29:25.625 --> 00:29:27.793
I want those people. Yes.
00:29:27.793 --> 00:29:30.125
Give me, give me, give me all of those people.
00:29:30.125 --> 00:29:33.710
So it's it's once again, be intentional about this.
00:29:33.750 --> 00:29:38.625
There's people out there that still don't have Facebook, Instagram, LinkedIn, whatever, and that's fine.
00:29:38.625 --> 00:29:44.418
But look, if you're hiring someone more than likely they've got a social media channel.
00:29:42.293 --> 00:29:44.418
They do.
00:29:44.418 --> 00:29:45.210
Go check. It out.
00:29:45.210 --> 00:30:21.125
And if you're going to be someone who you like being inflammatory online and you're looking for a job, lock your social media down, because if you don't have it lock down, everybody's looking at it every if you if we are getting ready to make an offer to a significant employee or for a client, and they have a significant I mean, I mean, budget is budget, but someone's leading an organization, you better believe we're scrubbing your social media to see who you are, what you are, what you've done, how you handle dialog.
00:30:22.210 --> 00:30:23.418
It's important.
00:30:23.418 --> 00:30:36.460
The the thing that I always like about this is what's so interesting is how many of my clients come up as suggested, Facebook friends, because once I enter a client's phone number, they're into my phone.
00:30:37.085 --> 00:30:39.585
Facebook is like, ooh, give me those contacts.
00:30:39.585 --> 00:30:42.960
And it look, if someone's there, they may look.
00:30:42.960 --> 00:30:44.585
Yeah, you're one click away.
00:30:44.585 --> 00:30:48.625
They're like, oh, hey, I was thinking about buying something from Josh or Chrissy.
00:30:48.875 --> 00:30:51.875
Click.
00:30:48.875 --> 00:30:51.875
What are they going to find? Exactly.
00:30:51.875 --> 00:30:56.085
And that's where if you if you have a space where I'm congruent.
00:30:56.085 --> 00:31:05.750
So if you're my Facebook friend or you're my LinkedIn friend, you're getting the same content most of the time, same occasionally you're going to get a picture of me, more so on Facebook just because it's easier to post.
00:31:05.750 --> 00:31:07.500
But you're going to see the same thing.
00:31:07.500 --> 00:31:19.210
I am not going to say a lot of things that we be considered inflammatory, because I said with what we do in our business, we have to sit in the middle with some of the things that I do and nonprofit and government work.
00:31:19.335 --> 00:31:20.918
I have to sit in the middle.
00:31:20.918 --> 00:31:24.918
Doesn't mean I don't have opinions, but you are not going to see them on social media.
00:31:24.918 --> 00:31:31.375
We have a conversation together, not necessarily off the record, but not on a recorded line.
00:31:31.668 --> 00:31:33.250
Then you're probably going to hear a little bit more.
00:31:33.250 --> 00:31:39.375
I mean, a great example is I like it better when people don't always know where you stand on social media.
00:31:39.418 --> 00:31:50.043
They know what your market is, they know what your brand is, they know what you truly care about and are passionate about, but they don't know where you go to church, who you voted for, who you align with.
00:31:50.043 --> 00:31:51.668
Great segue. It's totally fine.
00:31:51.668 --> 00:32:12.000
Great Segway because my next thing is, is how many times have you sat across the table from someone and you say something and they like, no, there has been many times where I have been talking with people and they say, political or religious or some other view that is 180 degrees from what I believe.
00:32:12.000 --> 00:32:16.335
And they say it to me like, I totally agree with them. Yep.
00:32:16.500 --> 00:32:20.793
And when you do that, like it's everything that I can do.
00:32:20.835 --> 00:32:22.168
You correct them.
00:32:22.168 --> 00:32:23.418
And because I.
00:32:23.418 --> 00:32:32.375
Don't, as I say, I typically do not know because in most cases I'm like, okay, I look uncomfortable enough that they'll probably get the idea.
00:32:33.710 --> 00:32:39.000
In many in other cases, I'll, I'll just be like, oh, okay.
00:32:39.375 --> 00:32:43.835
And hope that it passes because once again, I'm there to get something done.
00:32:43.835 --> 00:32:51.250
I'm there to I want to get to know people, and it's fine if some views leak out, it's fine.
00:32:48.375 --> 00:32:51.250
If you want to discuss those things.
00:32:51.250 --> 00:32:54.918
But don't assume that everyone has these opinions.
00:32:56.085 --> 00:32:59.960
Brands are the same way.
00:33:00.043 --> 00:33:01.460
Yes, companies.
00:33:01.460 --> 00:33:08.918
I mean, if you're doing your marketing right, you are carefully like cultivating your brand image and where it sits. Yes.
00:33:10.335 --> 00:33:12.750
I mean, it's a big thing.
00:33:12.750 --> 00:33:17.335
A single employees personal post can really clash with that.
00:33:17.335 --> 00:33:22.750
And then at that point you're you're looking at like, and this doesn't matter.
00:33:22.750 --> 00:33:27.710
CEO, CFO, whoever if you clash really hard with that.
00:33:27.710 --> 00:33:33.043
Like for us success is a shared thing is our I mean that's our core value.
00:33:33.793 --> 00:33:37.210
If my social media manager if my editor.
00:33:37.210 --> 00:33:52.375
Hi Nico by the way, is if if Nico would go out and say something like, I hate all these people, you realize that suddenly all of that stuff that we have done, first off, Nick is never going to say.
00:33:52.460 --> 00:33:53.793
No, she's not.
00:33:53.793 --> 00:33:55.960
She deals with us all the time. She's never gonna say no.
00:33:55.960 --> 00:33:59.250
But you realize that if one person says that, that really.
00:33:59.293 --> 00:34:02.293
I mean, that can tear down that entire brand.
00:34:02.710 --> 00:34:05.918
The way that set up brands spend a lot of time.
00:34:05.918 --> 00:34:07.543
It's a reason why we talk about in podcasting.
00:34:07.543 --> 00:34:10.960
We are building no like and trust.
00:34:11.043 --> 00:34:14.250
Yes, trust is the hardest piece to earn.
00:34:14.710 --> 00:35:08.039
And suddenly if you say something that goes against your company's core values, against your company's vision, you have destroyed countless hours of marketing, branding, and these should be things that once again, are natural, but they still take effort.
00:35:08.039 --> 00:35:14.205
And for those of you that don't think ours are important, then think of it in dollars and how much you spent in how much time.
00:35:14.914 --> 00:35:17.248
The time value of money ever.
00:35:17.248 --> 00:35:18.414
One statement.
00:35:18.414 --> 00:35:21.539
Everyone talks about the amount of money they spend on.
00:35:21.539 --> 00:35:22.705
Marketing.
00:35:22.705 --> 00:35:25.873
And just think of that just I mean walking.
00:35:26.330 --> 00:35:27.414
It just lit on. Fire.
00:35:27.414 --> 00:35:32.039
I was just about to say walk outside, soak it in diesel fuel and light it on fire.
00:35:33.330 --> 00:35:34.539
The flip side of that.
00:35:34.539 --> 00:35:34.873
Yeah.
00:35:34.873 --> 00:35:41.748
Since we're both about ready to like, I mean, try and take Xanax ourselves into next week.
00:35:42.955 --> 00:35:44.289
There's good pieces to this.
00:35:44.289 --> 00:35:46.164
There are.
00:35:46.164 --> 00:35:48.122
There. Are. Social media can be great.
00:35:48.122 --> 00:35:49.705
The look of relief on your face.
00:35:49.705 --> 00:35:52.497
Since I said that.
00:35:52.497 --> 00:35:53.872
Can be good.
00:35:53.872 --> 00:35:56.872
Let's talk about the good things that happen here.
00:35:57.372 --> 00:35:59.497
You you already mentioned LinkedIn.
00:35:59.497 --> 00:36:00.330
Yeah.
00:36:00.330 --> 00:36:09.289
If you've got people, especially salespeople, I mean, just people that are coming in contact with your clients, their LinkedIn can be huge.
00:36:09.330 --> 00:36:10.914
They can be.
00:36:10.914 --> 00:36:18.080
I mean, and like to me, the this is a tool that you not only need to encourage them on it, you need to help them on it.
00:36:18.122 --> 00:36:18.830
Oh, absolutely.
00:36:18.830 --> 00:36:22.664
Alignment and cohesion in your LinkedIn branding is so important.
00:36:22.664 --> 00:36:26.330
And that's and I, I like my people.
00:36:26.455 --> 00:36:28.164
I would say sometimes I love my people.
00:36:28.164 --> 00:36:36.414
I don't always love how they write, but we have people that can help them do the writing to help them sound even more professional and better at what they're doing.
00:36:36.414 --> 00:36:39.622
And our goal is like, we can make you shine something similar to what you're doing.
00:36:39.622 --> 00:36:42.497
Yeah, and all the work that you do, we're gonna make you shine.
00:36:42.497 --> 00:36:44.789
It truly is. It's it's.
00:36:44.789 --> 00:36:56.955
And what I hate is when I see companies, they tell their employees, repost this, Or you must post every day and you have to post on the topic, but they don't know how to write a LinkedIn post.
00:36:56.955 --> 00:36:58.830
They don't know how to engage on LinkedIn.
00:36:58.830 --> 00:37:01.830
They're like little LinkedIn hostages.
00:37:02.414 --> 00:37:04.997
And you can see them in your feed.
00:37:04.997 --> 00:37:07.705
You scroll through and you're like, oh, they had to make that post out.
00:37:07.705 --> 00:37:10.039
Oh yeah, I'm going to like it, right?
00:37:10.039 --> 00:37:12.205
Only because I'm got to have engagement.
00:37:12.205 --> 00:37:13.664
I'm sure there's a metric tied to it.
00:37:13.664 --> 00:37:14.330
I feel bad.
00:37:14.330 --> 00:37:17.247
Those are usually the ones that I put the the support.
00:37:17.247 --> 00:37:17.997
Yeah. Or because.
00:37:17.997 --> 00:37:19.705
It is the hostage. Situation.
00:37:19.705 --> 00:37:21.872
So I support them.
00:37:21.872 --> 00:37:22.205
Yeah.
00:37:22.205 --> 00:37:26.039
No. To me it's one of those things where give people things to work with gets.
00:37:26.330 --> 00:37:32.789
The other piece to that is, is if you don't give them things to work with, it could very well be off brand.
00:37:32.789 --> 00:37:34.289
It could very well be off topic.
00:37:34.289 --> 00:37:39.372
If you have, like you said, it's got to be a cohesive effort to push it.
00:37:39.622 --> 00:37:42.289
Everyone needs to be pushing in the same direction. Yeah.
00:37:42.289 --> 00:37:44.455
If you aren't, you've got three people going this way.
00:37:44.455 --> 00:37:48.539
You've got four people headed south and you've got three people had headed up the stairs.
00:37:48.539 --> 00:37:50.414
Where the hell is everyone going exactly?
00:37:50.414 --> 00:37:57.747
Yeah, it it really is one of those things that you need that cohesive push on your employees.
00:37:57.872 --> 00:38:01.372
Don't call them micro-influencers, but they can act that way.
00:38:01.372 --> 00:38:02.455
Yeah.
00:38:02.455 --> 00:38:05.455
If you call anyone a micro influencer, they tend to get offended.
00:38:05.705 --> 00:38:06.080
Heard.
00:38:10.372 --> 00:38:12.622
No, I get to understand that.
00:38:12.622 --> 00:38:15.622
I can truly understand that.
00:38:15.705 --> 00:38:21.622
The other thing is, too, is employees are going to pick up on some of those real time conversations that you may not.
00:38:21.914 --> 00:38:31.539
Yeah, my my LinkedIn feed is not nearly the number of editor like video editors and things that are happening as it used to be.
00:38:32.455 --> 00:38:34.372
It is more about the people that I'm talking with.
00:38:34.372 --> 00:38:34.789
Yeah.
00:38:34.789 --> 00:38:43.664
So in order for me to keep up with what's going on in the industry, I need to rely on someone like Nico or someone like Megan to be like, look, here's what we have going on.
00:38:43.664 --> 00:38:46.539
Here's what we need to do.
00:38:46.539 --> 00:38:55.789
The other thing about that is too, is, as you said, the YouTube video, your nightmare, that was that. How so much of.
00:38:55.789 --> 00:38:57.372
You knew I had to bring it back to something?
00:38:57.372 --> 00:39:00.372
I had to break up? Yeah, yeah.
00:39:00.872 --> 00:39:03.414
An employees network is probably going to catch up before you will.
00:39:03.414 --> 00:39:05.205
Yeah.
00:39:05.205 --> 00:39:09.372
Someone called you before your phone went off. The.
00:39:09.955 --> 00:39:12.955
Someone else told you they did.
00:39:13.372 --> 00:39:22.372
If you encourage employees to do this the right way, they want to see it succeed because a lot of them know it can make their job easier and better.
00:39:23.247 --> 00:39:34.330
The thing that I've got to say, social media is a tool. Yes, you need to use it instead of letting it use you.
00:39:34.497 --> 00:39:37.289
Yeah. That's good. That is. Yeah.
00:39:37.289 --> 00:39:44.164
And if you are intentional about using it, it's going to use you.
00:39:44.164 --> 00:39:45.747
One last thing that I wanted to cover.
00:39:45.747 --> 00:39:49.039
Yeah, is there's, there's risk to it.
00:39:50.247 --> 00:39:52.705
From a security standpoint.
00:39:52.705 --> 00:39:59.539
We've all heard of the Nigerian prince that is going to message your accountant. Yes.
00:39:59.872 --> 00:40:07.414
Just send me $500 and your account numbers, and I will make you rich beyond your wildest dreams.
00:40:08.372 --> 00:40:09.539
People still file forms.
00:40:09.539 --> 00:40:11.039
People still do them.
00:40:11.039 --> 00:40:12.955
Be aware of that.
00:40:12.955 --> 00:40:22.205
People, when they connect you with the company, they will look at that network and they will look at how they can use that network for their advantage.
00:40:22.205 --> 00:40:25.205
Yeah. Not yours.
00:40:25.497 --> 00:40:29.330
Oh well, I have to reach in there because.
00:40:30.205 --> 00:40:31.039
Because.
00:40:31.039 --> 00:40:34.039
I didn't know how it was going to go.
00:40:34.289 --> 00:40:39.122
We I feel like the facts of life we've taken the good, we've taken the bad.
00:40:39.122 --> 00:40:41.455
We have taken the both.
00:40:39.122 --> 00:40:41.455
And there we. Have.
00:40:41.455 --> 00:40:42.955
The. Facts of life, which.
00:40:44.205 --> 00:40:47.205
The couple of things like is the, the.
00:40:47.247 --> 00:40:53.205
There's a difference between a private opinion and a post that misrepresents the company. Yep.
00:40:53.747 --> 00:40:56.747
You need to offer some clarity to that. Yes.
00:40:58.914 --> 00:41:03.997
The online ethics policy is one that, by golly, we all need to do.
00:41:04.247 --> 00:41:05.414
Yeah.
00:41:05.414 --> 00:41:17.705
What you like when you're creating that, how to how do you how do you create a clear policy that isn't 400 pages?
00:41:18.830 --> 00:41:21.830
Well.
00:41:22.914 --> 00:41:23.789
It's really simple.
00:41:23.789 --> 00:41:30.289
We talk about what's expected during work hours, you know, guidelines for public facing content that could reflect on the business.
00:41:30.289 --> 00:41:32.164
Sure. So if you're with.
00:41:32.164 --> 00:41:37.789
So for some organizations, it is you know, we are a nonprofit that works with X, Y and Z.
00:41:38.039 --> 00:41:45.580
You cannot make any post publicly on your personal Facebook or Instagram, whatever that has to do with religion or politics.
00:41:45.580 --> 00:41:47.872
I mean, you've got to be very, very clear on that.
00:41:47.872 --> 00:41:49.955
The other part is confidentiality expectation.
00:41:49.955 --> 00:41:55.247
So if you're going to talk about your organization or you're going to talk about things that could be could be, don't do it.
00:41:55.289 --> 00:41:58.664
So and that comes at standard in any other policy too.
00:41:58.705 --> 00:42:01.414
Usually you're not solicitation you're nondisclosure just in general.
00:42:01.414 --> 00:42:04.622
But it doesn't have to be fancy okay.
00:42:04.789 --> 00:42:05.914
It can be very succinct.
00:42:05.914 --> 00:42:10.122
And it could say if you want to have opinions, you need to lock down your social media.
00:42:11.289 --> 00:42:11.914
That's it too.
00:42:11.914 --> 00:42:14.247
Like we're not going to tell you you can't have it right.
00:42:14.247 --> 00:42:17.747
We're going to tell you that it cannot be public facing and you have to screen who.
00:42:17.747 --> 00:42:21.955
And there are there are lots of organizations that mandate this.
00:42:22.664 --> 00:42:24.247
They're not just for profit.
00:42:24.247 --> 00:42:26.705
Some of them are nonprofit and some of them are government.
00:42:26.705 --> 00:42:33.830
So I mean, everybody in some way, shape or form probably has an online ethics policy that they're supposed to adhere to.
00:42:33.830 --> 00:42:36.830
They just don't realize it.
00:42:37.122 --> 00:42:38.205
Because it hasn't been documented.
00:42:38.205 --> 00:42:40.414
That's that's dangerous.
00:42:40.414 --> 00:42:46.205
So I mean, as far as communication, there's two questions that I have with that because we're looking at our actionable steps. Yep.
00:42:46.914 --> 00:42:50.622
Communication obviously don't just put it in the handbook, have a meeting.
00:42:50.997 --> 00:42:53.664
But how often do you change it?
00:42:54.664 --> 00:42:57.289
I mean I would say once a year you review it okay.
00:42:57.289 --> 00:42:59.372
You don't have to change it.
00:42:59.372 --> 00:43:06.539
And do you like if you when you review it, should that be another like hey we've reviewed this and it stays the same.
00:43:07.164 --> 00:43:08.747
Yeah. You can you say we've reviewed it.
00:43:08.747 --> 00:43:09.830
We've stayed the same.
00:43:09.830 --> 00:43:14.080
You can ask for acknowledgment every year, depending on the type of organization that you are.
00:43:14.080 --> 00:43:16.914
You can do training about.
00:43:14.080 --> 00:43:16.914
You can do media training.
00:43:16.914 --> 00:43:19.830
You can do PR training with your organization if you need to.
00:43:19.830 --> 00:43:22.205
Every year there's certain organizations that it's required of.
00:43:22.205 --> 00:43:23.455
It just depends.
00:43:23.455 --> 00:43:24.414
Interesting.
00:43:24.414 --> 00:43:26.664
I'm assuming you don't want to do that training.
00:43:26.664 --> 00:43:28.330
We do do that training.
00:43:28.330 --> 00:43:30.205
Oh gosh. Yikes.
00:43:30.205 --> 00:43:30.747
Yeah.
00:43:30.747 --> 00:43:33.372
Not me not as we talk through the policies. Yes.
00:43:34.789 --> 00:43:38.955
I mean there's certain I mean because part of it too is it can also fall in your harassment training.
00:43:38.955 --> 00:43:40.830
So you're supposed to do harassment training every year.
00:43:40.830 --> 00:43:42.414
You're part of it.
00:43:42.414 --> 00:43:45.414
So there's always a component around, you know what it sounds like.
00:43:45.955 --> 00:43:55.789
From my aspect to things, to find the brand voice, make sure people know what that brand voice is, give them an idea of like, hey, look, here's our once again, the core mission, the core values and our vision.
00:43:56.455 --> 00:44:01.914
If it doesn't fit within this, if you feel it goes way against this.
00:44:01.997 --> 00:44:02.789
Don't do it.
00:44:02.789 --> 00:44:04.247
Just don't do it.
00:44:04.247 --> 00:44:08.747
The other thing from that aspect too is consider the role is make sure that like as you're doing this.
00:44:08.747 --> 00:44:11.455
Now this leads me to a question.
00:44:08.747 --> 00:44:11.455
That's a policy question.
00:44:12.580 --> 00:44:17.705
Can you have it written differently for executive team and others.
00:44:17.997 --> 00:44:20.247
Yes. Wonderful.
00:44:20.247 --> 00:44:22.789
So you learn something every day.
00:44:22.789 --> 00:44:28.705
The last one that like I'm going to tell people to have a podcast about it. Yes.
00:44:28.955 --> 00:44:32.539
Because you should lead with constructive dialog. Yes.
00:44:32.539 --> 00:44:33.414
So go ahead.
00:44:33.414 --> 00:44:37.039
Like if someone has a bad post, go ahead and do a POG. No.
00:44:40.247 --> 00:44:42.664
This is like Christmas on Christmas Day.
00:44:42.664 --> 00:44:43.164
Like.
00:44:43.164 --> 00:44:45.080
I thought we were going in a different direction.
00:44:45.080 --> 00:44:46.455
No, no.
00:44:46.455 --> 00:44:48.747
When she. Realized where I was headed with that, she's like.
00:44:48.747 --> 00:44:50.372
No, I mean, you thought.
00:44:50.372 --> 00:44:53.039
Yeah, you thought I was going to turn before the cliff.
00:44:53.039 --> 00:44:55.580
I did that to not.
00:44:55.580 --> 00:44:57.539
Thanks for leaving me on the rocks.
00:44:57.539 --> 00:44:57.830
Okay.
00:44:57.830 --> 00:45:01.664
So what is the single most important thing?
00:45:02.164 --> 00:45:03.747
A social media policy.
00:45:03.747 --> 00:45:06.830
Policy should have all over it?
00:45:07.164 --> 00:45:08.914
Employee acknowledgment.
00:45:08.914 --> 00:45:10.497
They have to sign it.
00:45:10.497 --> 00:45:14.122
They you have to document that you gave it, that they read it.
00:45:14.330 --> 00:45:16.997
I don't care if they read it that they said they read it.
00:45:16.997 --> 00:45:17.914
So it's important.
00:45:20.872 --> 00:45:21.455
All right.
00:45:21.455 --> 00:45:22.205
You ready?
00:45:22.205 --> 00:45:30.080
Yep. So from a brand perspective, what's a simple, proactive step a company can take to encourage employees to be positive brand ambassadors in social media?
00:45:30.080 --> 00:45:33.080
I always say it like first is encourage.
00:45:34.372 --> 00:45:37.164
You typically don't take the disgruntled employee and be like, hey, you want.
00:45:37.164 --> 00:45:39.997
To post on social media about us?
00:45:37.164 --> 00:45:39.997
So do that.
00:45:39.997 --> 00:45:41.705
But encourage people. Yeah.
00:45:41.705 --> 00:45:47.539
And the other thing is to as ask, hey, what do you what do you see that's good here.
00:45:47.539 --> 00:45:50.122
It like, hey, I, I had pizza this week.
00:45:50.122 --> 00:45:52.789
Would you be willing to post about pizza this week?
00:45:52.789 --> 00:45:55.289
We just did this thing for a client. Yes.
00:45:55.289 --> 00:45:57.205
Post about that. Would you be willing to?
00:45:57.205 --> 00:46:00.372
I mean, if you ask people like what their wins are.
00:46:00.414 --> 00:46:03.080
Yeah. And then say, hey, can you put that up on LinkedIn?
00:46:03.080 --> 00:46:05.247
Because then we'll probably share it as a company.
00:46:05.247 --> 00:46:06.372
Yeah.
00:46:06.372 --> 00:46:08.164
Bob just did the thing really well.
00:46:08.164 --> 00:46:10.289
Awesome. Let's click.
00:46:10.289 --> 00:46:11.330
Everyone feels good about it.
00:46:11.330 --> 00:46:12.747
So just encourage and ask.
00:46:12.747 --> 00:46:16.289
Yeah, I like that you survived. I did.
00:46:19.372 --> 00:46:20.664
That was I have mild heartburn.
00:46:20.664 --> 00:46:21.372
It's okay.
00:46:21.372 --> 00:46:22.914
Let's say that was it. Sweaty 40.
00:46:22.914 --> 00:46:24.747
Minute conversation.
00:46:24.747 --> 00:46:28.539
To all of our listeners that are ready to face their fears head on.
00:46:29.330 --> 00:46:32.789
This is like walking into the dark basement as a little kid.
00:46:32.872 --> 00:46:33.955
Yeah.
00:46:33.955 --> 00:46:35.455
Thank you for joining us, Chrissy.
00:46:35.455 --> 00:46:37.330
Thank you for your insights on this.
00:46:37.330 --> 00:46:40.330
Thank you for your, stress.
00:46:40.414 --> 00:46:42.622
Your, I did I see a flask.
00:46:42.622 --> 00:46:44.247
Is, Oh.
00:46:44.247 --> 00:46:46.497
It's just my matcha master watch.
00:46:46.497 --> 00:46:47.997
I love it.
00:46:47.997 --> 00:46:55.247
For those. Of you that are looking for more resources on at Business Fix podcast.com, be sure to follow us on all of the social medias.
00:46:55.455 --> 00:46:57.747
The business fix is where you're going to find it.
00:46:57.747 --> 00:47:00.455
A review, a subscription go a long way.
00:47:00.455 --> 00:47:10.622
Next week we're going to talk about something much, much lighter and much better your responsibility to serve your community.
00:47:10.622 --> 00:47:13.039
I know you guys do a ton of.
00:47:13.039 --> 00:47:15.872
Insight about this. One. Yeah, we do up the we do a fair bit too.
00:47:15.872 --> 00:47:19.664
And yeah, with that being said, do me a favor, take care of yourself.
00:47:19.705 --> 00:47:23.539
If you can't take care of someone else, we will see you very, very soon.
00:47:38.914 --> 00:47:39.164
In.