Connecting with others is one of the cornerstones of the Weight Watchers philosophy. It all started in founder Jean Nidetch’s living room in the early 1960’s. Since then the company’s program and philosophy around how people connect has evolved keeping them not only relevant but also making them a social media powerhouse. The company today has created a social media frenzy empowering it’s members to share their weight loss journey not only on traditional social media sites like Instagram, Twitter, Facebook and YouTube but also on their own social media within their own app on a forum called Connect. The true genius behind this is that Weight Watchers employees are also plan members. What it creates is a level of excitement, accountability and transparency that you can’t bottle but most of their industry counterparts would love to recreate.
L’Oréal is a global leader in cosmetics, beauty and grooming with companies in more than 70 countries representing over 130 product lines. The company is highly revered as a desired place to work and has been awarded with several “top employer” awards globally from various respected entities including Forbes magazine , Glassdoor and Montréal’s Top Employers . There are several factors that have contributed to this top employer recognition, one of which is the strong, positive corporate culture they’ve manifested through employee engagement and empowerment via social media. Although counterintuitive for many companies, L’Oréal has embraced the use of social media by it employees. In fact, it encourages it. Social media for most companies is perceived as a distraction and a hindrance to productivity. As a result, social media policy is typically created with the objective of restricting its usage. Conversely, L’Oréal, views social media policy as an opportunity to enlighten employees on its benefits and an opportunity to shed light on the tools and tactics that can be applied to use it effectively to shape desired behaviours.
As excitement continues to build for the Jays, I started thinking about how this week’s topic of Social Media and Employee Involvement draws several parallels to baseball. Canadian Tire Corporation (CTC) is a solid team. It’s one of “Canada’s most shopped general merchandise retailers” (CTC, 2015) and is “strengthened and supported by a Financial Services sector (CTFS).” (CTC, 2015). Yes, its outfield is well positioned with a vast external Social Media presence; Facebook, Twitter, Pinterest, Google+ and Linkedin, but its infield is quite impressive and should be commended as well. The use of Social Media within this company has been a key contributor to involving their employees.
When William Booth founded The Salvation Army back in 1882, he based much of its mission on the concept of “adapting to attract.” Employees of the Ontario Central East Division of The Salvation Army have recognized that utilizing the social media communication methods of today is in keeping with that concept, which is one of the reasons they are looking to Facebook Groups to help employees plan their 2016 Christmas Kettle Campaign.
Social media is often perceived in the business world only as a marketing tool that bolsters customer satisfaction and engagement. This client-centric approach limits the ways in which social media can be utilized as a positive tool in the workplace. Social media has many business applications that are not related to marketing, including strengthening employee engagement by improving internal communications.
A few weeks ago, I was fortunate enough to stop into the Klick offices in Toronto for a little visit. I must say, I left their office in quite the amazement! From their kitchen equipped with a popcorn machine and a chest-freezer filled with ice-cream, to their living plant walls, yoga studio, or social area furnished with game consoles; It was obvious that this organization cares and invests in their employees more than anything else. For Leerom Segal, Klick’s Co-Founder and CEO, he believes that with the right company culture, they can attract and retain the best and brightest employees. Happy employees generally means better productivity, higher quality products, and ultimately happy customers. Klick has been recognized as a Top 5 Great Place to Work company, has been in the top 10 for two consecutive years now, and also celebrates 5 consecutive years for being named a “Best Employer” by Aon Hewitt. Holding such prestigious titles, it’s no wonder why anyone who aspires to work for an organization that promotes growth and fun would want to work for Klick. The Relentless Pursuit of Awesome is this organization’s commitment – whether it be the company’s products and services, or it’s company culture.
Employee empowerment. While many companies around the world claim to empower their employees on a daily basis, many times, their actions don’t support their claims. Could it be that, in 2016, companies still don’t understand the value of employee engagement? It seems so. Now, don’t get me wrong, I understand that other priorities like customers, sales, profits and, well, money, are important. After all, without profits, most companies won’t be able to keep their employees around, right? But, maybe they should be looking at it the other way around: without their employees, they can’t do business. From what I can see, Adobe, recently valued at $4 billion, seems to have figured out that, happy “everyday” employees make the best brand ambassadors.
Social media is one of the fastest-growing industries in today’s interconnected world. People more or less have relationship with social media in their daily lives. This gives organization a new situation to face — like it or not, your employees’ uses of their own social media channels could put the organization exposed to the public in good or bad way. There are challenges and opportunities living together. On one hand, it will give organization more promotion opportunities. On the other hand, employee’s wrong or negative mention of organization on social media will possibly bring crisis to organization. Organization should more likely deal with it as an issue or take the initiative to leverage employee’s social media resources for its use? Corby Spirit and Wine’s best practices in promoting responsible drinking give a successful example of how organization uses social media to enable employee to become more involve in organization’s missions.
Before I jump into a multitude of reasons why Southwest is seemingly a great company to work for and how they engage their 46,000+ employees, I want to share some alarming facts regarding employers that don’t promote employee engagement. It is startling to learn that unhappy employees cost employers hundreds of billions of dollars annually in lost productivity. Employee engagement (or disengagement) directly affects numerous performance… Read more »
Social Media is evolving fast, but using its extensive and endless capabilities to your advantage is not an easy task. Social media is a powerful tool for employee engagement, Human Resources, and for other departments within a business beyond marketing. New Ideas With regards to employee engagement, The Adidas Group is doing a great job to support their 51,000 employees…. Read more »