I recently had the opportunity to talk with Erin Serkaian, who works at another non-profit about how my organization uses social media. The conversation was wonderful and very beneficial for both of us!
Back when I started dabbling in social media, lots of friends, colleagues and strangers offered their advice and best tips and general practices. Some of these conversations happened on Twitter and others happened in person. I would not have the knowledge base I have today or the confidence in my ability to do my job if it weren’t for these mentors. Thank you, again.
When I saw Erin’s request on Twitter for ways non-profits use Facebook and other social media platforms, I knew it was my opportunity to give back. I sent a message and in a short time, we arranged to have a phone conversation.
While I know Erin got lots of ideas, practical tips and encouragement to take her non-profit’s social media to the next level, what she doesn’t know is that I got just as much out of the conversation. It reminded me of why I love my job and reminded me of the things I wanted to try and haven’t had a chance.
I hope Erin will be able to learn from our successes and failures and set realistic goals for what she and her organization want to accomplish. I’m excited to see what she comes up with!
If you’re ever given the opportunity to pay it forward, do it. You won’t regret it.
A little recognition goes a long way, especially in an office setting. By recognizing your employees and co-workers internally, morale can improve and attitudes shift to be more positive. (External recognition is a topic for another time.)
I’m not suggesting that you suggest to your boss that you have a party with hats every time someone turns in a project early, or puts in a little extra effort. I am suggesting that a simple thank you for your hard work would go pretty far.
In my experience, the big bosses in most companies are often to focused on the bottom line or the overall picture that they tend to forget that people who are a part of that bottom line.
An About.com article linked here reiterates the human resource side of recognizing employees.
“People who feel appreciated are more positive about themselves and their ability to contribute,” the article states. “People with positive self-esteem are potentially your best employees. These beliefs about employee recognition are common among employers even if not commonly carried out.”
Additionally, employee recognition should be an ongoing occurrence and not just an award handed out at the yearly company party.
Admittedly, it takes time and a good system to recognize employees. But really, how long does a prize drawing or an extra day off take? Are those eight hours really worth disgruntled employees? I believe, the benefits far outweigh the time, effort and initial cost. You can’t fake a positive atmosphere.