Encouraging Employee Advocacy

In 2021, I proposed an initiative I thought was brilliant—it would help my team make faster progress and better leverage each member's unique skills. Brilliant, right? Yet, it didn’t take off. Many ideas or initiatives fail because we struggle to gain buy-in. The reasons for resistance are many, but Rick Maurer simplifies them into three core categories: (1) "I don’t get it" Resistance here is about lack of understanding or information. People may not fully grasp the reasons behind the change, its benefits, or the implementation plan. This often leaves them feeling confused or unsure about the impact. (2) "I don’t like it" This is rooted in a dislike for the change itself. People might feel it disrupts their comfort zones, poses a negative impact, or clashes with personal values or interests. (3) "I don’t like YOU." This is about the messenger, not the message. Distrust or lack of respect for the person initiating the change can create a barrier. It might stem from past experiences, perceived incompetence, or lack of credibility. When I work with leaders to identify which category resistance falls into, the clarity that follows helps us take targeted, practical steps to overcome it. - To address the "I don't get it" challenge, focus on clear, accessible communication. Share the vision, benefits, and roadmap in a way that resonates. Use stories, real-life examples, or data to make the case relatable and tangible. Give people space to ask questions and clarify concerns—often, understanding alone can build alignment. - To address the "I don't like it" challenge, emphasize empathy. Acknowledge potential impacts on routines, comfort zones, or values, and seek input on adjustments that could reduce disruption. If possible, give people a sense of control over aspects of the change; this builds buy-in by involving them directly in shaping the solution. - And to address the "I don't like you" challenge, solving for the other two challenges will help. You can also openly address past issues, if relevant, and demonstrate genuine commitment to transparency and collaboration Effective change isn’t just about the idea—it’s about knowing how to bring people along with you. #change #ideas #initiatives #collaboration #innovation #movingForward #progress #humanBehavior

If you train employees to build their personal brand on social media, they’ll be noticed, recruited and leave. 😱 Or worse, they’ll say something wrong, or share things that are not aligned with what you want them to say. This is a common concern shared by many organizations and their leaders. Let’s look at a different way to approach it. First let’s start with our mindset, and shift from fear to empowerment. Instead of holding back employees' visibility, let's celebrate their achievements and create an environment where they can flourish. Why? Because employees play a key role in brand visibility. Visibility of content posted on company pages has diminished over the past few years, employees play a vital role in closing this gap. At the same time the role of B2B social media has only grown: 🎯 75% of B2B buyers rely on social media as part of their decision-making process (SproutSocial) 🎯 96% of B2B buyers want content with more input from industry thought leaders (Content Marketing Institute) 🎯 84% of C-level and VP-level buyers are influenced by social media in their decision-making (IDC) Let’s activate your people safely. To do this you need: 📌 Simple, short social media policy Easy to read, provides guardrails to protect the organization and its employees 📌 Education and training Always-on access to the basics, plus opportunities to take more advanced modules focused on specific use cases 📌 Role models Show employees what good looks like. Be equipped to highlight leaders, sales professionals, marketers, SMEs, and social media team members that are walking the talk. 📌 Aligned goals Every employee has goals. Make sure they’re aligned to their manager’s goals, function and business goals, and organization goals. People want to be a part of soemthing where they can make a difference 📌 Organization culture Understand it and invest in creating a culture where people thrive. A place they want to show up to, where their voices matter and their points of view are valued. This shapes how people show up and behave where ever they are. 📌 Communications Weave social media guidelines, tips and best practices into your internal and executive communications 📌 Measurement Demonstrate the impact by aligning colleague activities on social media directly to organization goals and KPIs. Show the value generated as a part of your reporting What else can you add? Please share in comments. #SocialMedia #EmployeeAdvocacy #Marketing #SocBizExchange

"I don't even know why I am bothering to write this since no one will actually read it."   Those words screamed back at me as I stared at my computer screen, reading through each comment on our recent #employeeengagement survey, including, ironically, this comment.   At first I wanted to figure out who said it (impossible) and write to them - "I am reading your comment! See, you DO matter!"   But then I let the gravity of the comment sink into me.   What I realized in that moment was two important lessons about the #employeeexperience -   The first thing I learned is that people WANT to be heard. Desperately.    And if you give them a way to be heard they appreciate it and lean into it, EVEN IF they think no one will hear.    If you are at all considering ridding your organization of your employee survey (as I was at the time) consider this lesson, hard. Even if you do nothing, the simple act of listening is meaningful.    I'll add that if you don't give them a formal way to share their feedback, chances are far higher that employees will take those comments somewhere else, like social media and public comment boards. Because they want to be heard. By someone.   The second thing I learned is that I was doing a terrible job of showcasing how we monitored and acted on feedback. That was on me.    This person thought we did nothing with it to the point that no one would even read their comments. That realization hit me hard.    I had to do better, to showcase WHY we were asking, WHAT we heard, and HOW we were going to take action. Because while, yes, I said above that people want to be heard even if nothing is done about it, the more times nothing is done - or that they BELIEVE nothing is done, then eventually they WILL stop sharing, and we are back to them going out to a public forum instead.   In the end, my big takeaway from this was that employee surveys are a powerful tool for boosting the employee experience - when used correctly.   They provide a direct channel for employees to voice their thoughts and concerns, fostering a culture of transparency and trust.   AND, when we actively listen to what they have to say and respond to feedback, we show our employees that their voices MATTER.   So, I now think of these surveys as less about monitoring engagement - we can do that through other leading indicators and analytics - and more about employee listening and the power that has to transform our workplaces. #iamtalentcentric #humanresources #talentmanagement

Your employees have wishes. Not for ping-pong tables or pizza Fridays, but for a small shift in your leadership. Unfortunately they probably aren't going to tell you what they really need. According to research, 58% avoid giving honest feedback to their boss—because they don’t believe it will make a difference (SHRM, 2023). Their silence isn’t compliance, or lack of engagement. It’s protection. Fear of retaliation, power dynamics, or simply not wanting to "rock the boat" prevents employees from speaking up. How you can grant your employees' wishes without magic wands? Here are five powerful shifts. 🌟 1. Lead from clarity. When priorities shift weekly, employees get lost in the fog. They don’t need the full strategy brief—but they do need to understand the why behind the change. 👉 What to do: Pause before pivoting. Write out your reasoning. If you can’t explain it clearly, the team won’t follow it confidently. Clarity fuels progress. 🌟 2. Keep your promises. Even small promises—“I’ll get back to you next week”—carry weight. When those are forgotten, trust begins to unravel. 👉 What to do: Calendar your commitments. Follow through, or circle back if something shifts. When your word holds weight, so does your leadership. 🌟 3. Invite their perspective. Your employees have insights you can’t see from the top. But if disagreement feels dangerous, those insights stay buried. 👉 What to do: Normalize feedback. Encourage respectful dissent. Create safe ways to speak up. Your best ideas might be stuck behind a culture of silence. 🌟 4. See them and the value they bring. People want to contribute more than what's in their job description. They want to make a difference, but you have to pay attention. 👉 What to do: Ask for their ideas. Celebrate them when they step up. Example: At Diageo, a multinational beverages giant, employees saved $7.8M just by sharing what they already knew. 🌟 5. Build trust with your actions. Trust doesn’t come from slogans or values painted on the wall. It comes from the way you show up—especially in the small moments. 👉 What to do: Be present. Listen more than you speak. Acknowledge gaps. Every interaction is a chance to either build trust—or burn it. ✨ Conclusion According to Gallup, companies that actively seek employee feedback experience 14% higher productivity and 21% higher profitability. No fairy dust required. One small but powerful action is more sustainable than Ping Pong Tables and Pizza. Do you have more to add? Let’s learn from each other 👇 #LIPostingDayApril  #Leadership  

A few years ago, I worked with a hospital that was struggling with high turnover rates and low morale. People simply didn't feel valued or heard. Our strategy was aimed at reshaping organizational culture, and we believed the key to this transformation was leadership development. We coached leaders on conducting regular one-on-one check-ins with team members, which provide opportunities to discuss progress, address concerns, and invite feedback. We stressed the need for leaders to recognize people for their efforts and the pivotal role they play in the organization. We guided leaders on fostering psychological safety, ensuring an inclusive environment where everyone feels comfortable sharing ideas and asking questions. Over time, things started to change. People not only felt recognized, but they also began to communicate more openly, bring forward ideas, express concerns, and collaborate. Morale rose, turnover decreased, and quality improved. This transformation aligns with what neuroscience teaches us. Our brains naturally thrive in environments that foster trust, respect, and positivity. Leaders who tap into this understanding not only create better work environments but also elevate overall team performance. I encourage healthcare leaders to focus on the culture they are building. See the difference it makes in your teams and the care your patients receive. Strong teams and strong cultures lead to outstanding results, which means a healthier healthcare system for all. Have you experienced a similar transformation in your organization? What have you found effective in boosting culture? Share below! #Healthcare #Leadership #teamwork #Leadershipdevelopment

During LinkedIn Live earlier this week, I shared my perspective that most leaders do a poor job offering meaningful recognition. I had this cartoon drawn to illustrate what I see as a major miss. Maybe it's not as bad as the cartoon, but not far off. At best, leaders aren't strategic about recognition. At worst, they miss the benefits altogether. Here's how to do it right and use recognition to drive results and change. Recognition is an underrated tool to drive performance. The ROI for leaders is exceptional because learning to use recognition strategically costs you nothing. Recognition can be used very effectively to create change, replicate success, and establish new behaviors across your organization. Here’s how: 1.    Spot the win. Acknowledge the specific behavior you observed, and the more details you include, the better. 2.    Link the act to the impact. Did it resolve a problem? Streamline a process? Hit the KPI? Make the connection from behavior to outcome. 3.    Make it personal. Express excitement, enthusiasm, gratitude, or satisfaction. Let them know what they did matters to you. 4.    Ask for an encore. It’s not just about praise. Get them (and others) to do it again. This is how behaviors to take hold and spread throughout an organization. When success happens, offer recognition, not as just a pat on the back but as a catalyst for the changes you want to see. #recognition #leadership #results #leadershipdevelopment #businessgrowth

Only 1 in 5 quiet employees feel heard These 12 tips will flip that stat fast 👇 Your most insightful employee might be the one you rarely hear from. They’re not disengaged. They’re reflective. And they often notice what others miss. But without intentional encouragement, their voices can get lost in louder conversations. Here are 12 subtle, effective ways to help them feel heard and valued: 1️⃣ Start meetings with their input ↳ Ask them first — early engagement sets the tone. 2️⃣ Use one-on-ones to go deeper ↳ Many introverts share more without an audience. 3️⃣ Share agendas ahead of time ↳ Prepping gives reflective thinkers space to process. 4️⃣ Pause after asking questions ↳ Count to five — silence invites reflection. 5️⃣ Acknowledge non-verbal cues ↳ A nod or glance might mean they’re ready — gently invite them. 6️⃣ Offer alternative feedback channels ↳ Use anonymous surveys, Slack threads, or suggestion boxes. 7️⃣ Celebrate every contribution ↳ Show that value isn’t tied to volume. 8️⃣ Model inclusive language ↳ “We haven’t heard from you yet — what are your thoughts?” 9️⃣ Let them finish their thoughts ↳ Don’t interrupt — even with long pauses. 🔟 Recognize insights publicly ↳ “That 1:1 idea shifted our approach — thank you.” 1️⃣1️⃣ Pair them with active listeners ↳ Thoughtful collaborators bring out deeper insights. 1️⃣2️⃣ Make psychological safety a priority ↳ When people feel safe, they speak more freely. The goal isn’t to make quiet people louder — It’s to create a space where they want to speak. ❓ Which tactic will you try this week? ♻️ Repost to help others unlock overlooked voices 🔔 Follow Dr. Chris Mullen for inclusive leadership insights

HR leaders are hitting the brakes on employee surveys. 🛑 Why? Because we're finally realizing a hard truth: asking for feedback without the intent or resources to act on it is worse than not asking at all. So what's the '2025 Listening Strategy' shaping up to be? Here's what I'm hearing on the ground: 🎯 Targeted surveys: Limited, focused, and actionable 🔎 Anonymous reporting: Real-time feedback on serious concerns 👂 Listening tours: 1:1 conversations to uncover silent struggles In a nutshell: It's no longer about how much you ask and how much data you can collect, but how much you're prepared to do. ♻ Ask for feedback. Take action. Build trust. Repeat. What's your take on this shift? Is your company still survey-happy, or are you seeing this change too?

Peeling Back the Layers: How Transparent Leadership Can Address the Full Spectrum of Organizational Challenges In the vivid illustration of an onion, we see a stark representation of problem awareness in companies: Executives see just 4% of the problems, team managers see 9%, team leaders see 74%, and staff sees 100%. This metaphor sheds light on the disconnect that can occur within the hierarchy of an organization. To bridge this gap, leaders must adopt strategies that foster open communication and active engagement at every level. Here's how: Flatten the Hierarchy: Encourage a culture where feedback flows freely up and down the organizational layers. This means creating more opportunities for staff to directly communicate their challenges to top management. Reduce Administrative Burdens: As leaders climb the corporate ladder, administrative tasks often consume their time. Streamlining these processes with technology or delegating effectively can open up more opportunities for leaders to engage with front-line challenges. Implement Regular Check-Ins: Team managers and leaders should schedule regular, informal check-ins with staff to understand the day-to-day issues that may not surface in formal meetings or reports. Lead by Walking Around: Executives should spend time on the ground, engaging with teams and individuals to observe the challenges firsthand. Foster a Safe Space for Reporting Issues: Ensure that there are no negative repercussions for staff who highlight problems. This will encourage a more transparent and problem-solving oriented culture. By peeling back the layers of hierarchy and encouraging a culture of openness, leaders can see beyond the 4% of problems visible from the executive suite, becoming more effective and responsive to the needs of their organization.

Q2 at Storylane wrapped with 2M+ impressions from just our employee posts. The result? → Messages like “Every time I open LinkedIn, I see Storylane.” → A spike in brand keyword searches → Higher brand recall, especially at events and conferences → Stronger personal brands for our team → ~20% sign-ups influenced by our LinkedIn efforts Ngl, it’s been really cool to see this kind of momentum through collaboration. So, here’s a breakdown of how we run our employee advocacy program: Tools we use: ⚙️ Slack ⚙️ Clay ⚙️ Grain ⚙️ Shield ⚙️ HumanBrain.exe The process: ➡️ We use Grain to pull call transcripts, feed them into Clay with custom prompts, and generate post drafts. ➡️ These drafts are sent to Slack, along with details like call owner, title, and summary. ➡️ We handpick the best ones manually, edit for clarity and remove sensitive info, then prep them for sharing. ➡️ Each team (Marketing, Sales, CS) has a dedicated Slack channel where we distribute curated posts and share feedback. ➡️ SHIELD (pic attached below) helps us track the performance of individual profiles. ➡️ We also have a LinkedIn Club channel where once someone posts, they drop the link there so others can engage. Why it works: ✅ Posts are rooted in real conversations, so people are more comfortable sharing them. ✅ Everyone can see how their posts perform via analytics. ✅ The feedback loop is fast and clear, which keeps quality and motivation high. We kicked off this program in Q2 and have come a long way since. I won’t say it’s easy getting everyone on board. With multiple moving parts and people involved, things do slip through the cracks. But at the end of the day, there’s always something new to learn and improve. Huge shoutout to Anirudh Warrier for helping me set up the entire workflow. If there’s one thing this experiment reaffirmed, it’s that social media isn’t a one-person show. The results can be magnified 10x when you have awesome colleagues backing you. If you’re thinking of starting something similar, now’s the time🫡 (I’d love to know how it works out for ya!)