Employee Advocacy LIVE Q&A Recap

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Employee Advocacy Experts, Amanda Turner and Bernie Charland

Thank you to all who joined our first LIVE Q&A on the topic of Employee Advocacy.  Bernie Charland, Principal/Founder of Thinktwice Communications teamed up with Amanda Turner, President/Founder of ClearChange Communications, to share their insights on this hot topic and field your questions together to provide you the best answers possible.  Below, you’ll find a full listing of questions with their respective answers.  **Don’t forget to download this FREE list of Employee Advocacy Stats to reinforce your own employee advocacy program! Here are a few key points of the Q&A:

  • Gamification and Incentivizing Employee Advocacy Programs.  Several folks asked about gamification and turning your employee advocacy program into a rewards based “game” with points, scores and a competitive element to drive some friendly competition in the office while promoting the company brand.  For the most part, the answer is yes.  Incentivizing employees to establish a stronger program is effective but needs to be done correctly and must be a good fit within the company.  “Incentives and gamification should be encouraged – not coerced.”
  • Employee Social Pages and Disclaimers.  A noted concern in the conversation was whether or not employee-owned social media channels should feature any type of disclaimer.  The answer varies from company-to-company but the bottom line is that it will not harm your company to have a disclaimer or a company hashtag indicating the employee is a part of the employee advocacy program and their views may not fully represent those of the company’s.
  • Using Caution in Highly Regulated Industries.  Many companies operate within industries that have very complicated and strict rules and regulations surrounding what employees/companies can and cannot say publicly.  Organizations that fit within one of these industries can do a few things to minimize the risk of an employee advocacy program such as ensuring a detailed social media policy and providing rigorous social media training to those participating in the employee advocacy program.
  • Monitoring Employees on Social Media.  Should the brand govern what is said on social media by closely monitoring what employees say and share?  You cannot govern what the employee decides to share; you can only provide them approved content to share.  What they decide to say and which content they decide to share will be determined by what’s relevant to their likes/interests and those of their audience (friends and family).  What they say/share SHOULD be monitored, but it cannot be governed in an effective program.  That would create a “manufactured” marketing program.
























Want more from Bernie and Amanda? Check out their highlight clips from their Speakers’ Corner webisode, “Employee Advocacy: Why Employees Are The Next Big Thing.
-Highlight Clip #1: Mitigate the Risk of an Employee Advocacy Program
-Highlight Clip #2: Employee Advocacy Stats