January 25, 2010

Social Networking Sites in the Labor and Employment Realm: Harness the Power or Be Left Behind

By Elizabeth Ebanks

Since the world wide web became public, the internet has been changing the way that companies communicate and conduct business. Social networking sites, online communities that enable people to communicate and build networks based on similar interests, activities, values, and ideas, have significantly contributed to that change. These sites can provide a number of advantages to employers, such as publicity and marketing, recruitment, and employment screening. Improper or careless use of such sites, however, may result in tort liability, can compromise confidential information and business reputation, and may lead to discrimination, privacy, and freedom of speech suits. While the use of these sites can present increased litigation threats to businesses and employers, the reality is that not only are they here to stay, but also that they are growing at an exponential rate. Employers can either harness the power of these sites and use them to their advantage, or be left behind while their competitors do so.

The following article describes the major social networking sites in today’s market, and the advantages and disadvantages of using such sites. It concludes with recommendations on how employers and businesses should treat these sites to reap maximum benefits in the current market.

The Major Players

There are hundreds of social networking sites, and that number is growing by the day, but four major players stand out: LinkedIn, Facebook, MySpace, and Twitter. Employers should understand the intricacies of each site in order to effectively use them to their advantage and avoid their pitfalls.

LinkedIn. Unlike the other major free social networking sites, LinkedIn is primarily designed and used for professional networking and business-oriented endeavors. The site was launched in 2003, and enables users to join networking groups and add other users as “connections,” i.e., people they know or trust in a business setting. Members may utilize their connections and groups to network with other business professionals and find jobs and business opportunities. In addition, employers may use the site to list job opportunities and search for potential employees. Currently, all Fortune 500 companies have executives who are LinkedIn members, and over three-hundred law firms have a presence on the site.

Facebook. Facebook is a free, international social networking portal launched in 2004. With approximately 200 million users and over one billion visits per month, it hosts more users than any other major social networking website. Although originally targeted at college students, Facebook now allows anyone with a valid email address to sign up and access the site. Facebook features personalized profiles, current status updates, email, video and image sharing, group pages, instant messaging, and notes, which are similar to blogs.

MySpace. Launched in 2003, MySpace is another free social networking website with international use and popularity. The site primarily attracts 18-24 year olds, but users of all ages frequent the site. Although marketed as a “Place for Friends,” the site also features profiles of musical artists, companies, businesses, and other groups in addition to personal profiles. Users can write blogs, post photos, videos, and music, message other users, and join groups.

Twitter. Launched in 2006, Twitter is one of the more recent social networking sites and is rapidly gaining popularity among users of all ages. Twitter is a free micro-blogging site that enables users to post “tweets,” which are short messages with a maximum of 140 characters. Tweets provide succinct updates or web-related links and approximately three-million tweets are sent per day. Users have the option of making tweets public or only viewable to friends.

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January 22, 2010

So what happens when ALL of your employees quit?

By Ron "Mr Motivation" Hummel

Ok Mr. C.E.O or you Human Resources Director when then the economy starts it's up turn in 2010 will you be ready for the mass exodus that is going to take place in hundreds of companies across the United States? Probably not.

You see right now you believe that those people are a dime a dozen and you would be right. As of now.

Very shortly however new opportunities are going to start to develop and if you haven't invested in those individuals you have in your company, guess what, they are GONE!

So you ask. What can I do to keep them. First of all money is NOT the first answer unless of course you have them so under paid it's an embarrassment to even process payroll.

No! The answer is motivating and sincerely caring about their well being. Now keep in mind that sincerity is the key word here. If you pretend to care, they will see through that very quickly.

First of all employee's are people, human beings, just like you. They have feelings. They have pride. They want, NO they demand to be recognized for who they are and what they do.

Sure you recognize them, every time they do something incorrect you write them up. Our HR group has 15 different forms just for that process. NOT surprising. One of the first things we notice when we do a seminar in a corporate setting is how the format within the company structure is set up to assist the employee to fail. Does that shock you, it shouldn't

When is the last time you or a member of your staff went out into the company and sincerely simply talked to your employee's. NEVER!

Companies don't do that. They take all the time, energy and money and train Senior Management, Upper Management, the management teams, Managers and Supervisors and NEVER spend a dime on the Assistant Supervisors, leads and front line people.

Oh! I'm sorry! I forgot about the turkey at Thanksgiving. Oh really, a $25 gift card at Walmart. Or maybe that real nice polo shirt with the company logo. Nice!

Think about this. The New York Yankees just won the World Series. Now what would have happened if the entire management staff showed for the series BUT the players NEVER came to the game? You really believe the managers abilities to coach wins the series without the players. NOT going to happen is it?

So you and your entire management staff show up for work all set to impress your dime a dozen employee's with your intellect, and they don't come into work!

Good luck with that!

Listen invest in them it's easy and simplistic.

Even as a C.E.O (In fact every position I ever held) I went around the entire building every morning I was in the office and shook the hand of each employee, asked them how they were doing, how the job was, how their family was and how were they being treated.

OK! now you going to say you have 10,000 employee's there is NO way I can do that and you would be correct.

So set the example and accomplish this with those around you encouraging your ENTIRE management team to do likewise.

However do NOT and I mean do NOT do it if you do not care or have the sincerity to do it. Believe me those $10.00 an hour dime a dozen employee's know when it's real and when it's not!

Remember when we said you noticed them and your HR people noticed them when they did something incorrect. Will take the same amount of time and energy to notice the positive they do. You just might be surprised how little correction there will be in the future. How attendance and tardiness are no longer an issue. Sick days decrease and productivity increases.

When is the last time you or a member of management said "thank you" to an hourly worker. When is the last time you even acknowledge their existence?

Remember your good, your Vice Presidents and Directors are good, your Management team is good but if those front line managers, supervisors, leads and front line employee's don't show up for work even for one day, what's the bottom line on the monthly P&L look like. Not sure the stockholders are going to understand the relevance in your Ph.D.

Realize they are NOT a dime a dozen, Good employee's are difficult to find and keep.

Remember! If you don't treat them well...... who will?.......Your competition!

Source: articlesbase
Ron Hummel has been "Mr Motivation" since 1978 talking to thousands of individuals in all types and sizes of companies. AT&T, BMW, Bell South, Sun Trust, Zenith, Wendy's, Long John Silvers, Taco Bell, Publix, Kroger, Eli Lilly, Ford Motor Company, and Honda just to name a few. Isn't it time for you and your company to invest in your employee's. Go to www.mrmotivation.net and schedule a seminar today. Watch the positive improvements tomorrow!

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