Attributes Social Media Managers must possess.

Social media mangers traits.

Marketing your brand on social media is currently one of the more pervasive ways through which people can learn about your product. You therefore don’t want to leave this responsibility in the hands of an amateur.

Social media marketing requires a hell lot of work, a good and technical savvy mind, excellent writing skills, empathy for customers and a clear understanding of the company’s social media marketing strategies.
I have compiled a list of the traits to look for when hiring a social media manager:

1. You need to look out for a naturally curious person. Naturally curious people are pokey therefore they are always aware of all trends and other developments on your products or competing brands. It is therefore important to have a social media manager who will tap into different areas of the business and gather appropriate information that is engaging.
2. They should be good at conversational writing as this will engage your audience and open up a dialogue between your business and customers. The messages therefore shouldn’t sound like advertising posts and therefore it is important to hire someone who can write in a conversational voice.
3. You need to find a person who operates with a sense of urgency. Unlike traditional corporate communication tools, social media demands immediacy especially in response. A comment posted on Twitter or on your brand’s Facebook Page or blog must be answered right away. Your social media manager should understand this and respond in real-time and in line with the company’s set protocols and guidelines.
4. They need to understand your business-related goals and other marketing strategies. All the content on your social sites has to support your business-related goals and strategies. This therefore means that your social media manager must have an intimate understanding of the company’s goals.
5. Your social media manager needs to be one that seeks input from others since they shouldn’t work in a vacuum. It is necessary that they are proactive, checking with those who know best like department managers, executive team members and front line staff. They are only as good as the people around them and the information they freely offer up.
6. Your social media manager should be able to respect confidentiality. This is so because social media managers will have the access to all areas of your business. They therefore must know what’s okay to share and what can never be revealed.
7. Your social media marketer needs to be updated on current affairs, must have a nose news and be flexible. In this way, they will be able to identify opportunities for the business’s offline marketing. This is by identifying potential partners, events and other opportunities that your brand can attend for offline marketing.

Entrepreneurial pick

Social media managers need to have these traits: nose for offline branding opportunities, understanding of the company values and ethics, curiosity, the ability to write conversationally and customer care traits.

Stages of a Company’s Social Integration

Social media teking toll.

The argument about marketing or Public relations “owning” social media is shortsighted. It is more important to identify your organizations future objectives and resultantly develop a culture of social thinking within your organization.

As social behaviors and technologies become embedded into almost all aspects of business, smart companies have turned towards the adoption curve as possible. This therefore means getting beyond the obvious aspects of social media marketing to a more social way of thinking especially in marketing, customer service, stakeholder management, employee engagement and product innovation among others.

That is a big chunk to chew on and therefore for simplicity I have broken down the entire journey to ensure your strategy works.

1. Channel Development. 

I consider this as the first step especially for upcoming companies and strategists. Here, the organizational goals for social media are unclear and linked to marketing or PR outcomes.

As this stage develops, internal advocates and agency partners may help with the implementation of a formal process of content publishing, managing conversations or aligning with other marketing activities.

At this stage, usually there is a small number of internal advocates fitting in social around other duties, owned by marketing with input from PR or vice vasa. Many companies are more likely going to stop at this level of participation because the second stage of social media maturity means getting past the channel mentality and starting to apply the real social thinking.

2. Strategy streamlining

Goals such as community building, reputation and risk management, advocacy and social CRM enter the dictionary. In larger companies, disparate activities in different business units or geographies are brought together under a common strategy.

By now there is some organizational weight (and an annual budget) behind a company’s social media effort. Marketing and PR are working together closely, with one discipline taking ownership. In some cases a clearly defined split of responsibilities can work, but it’s usually harder for all parties to deliver high impact work in this framework. Either way, it’s essential that input and representation from sales, customer service, legal and operations are part of the organizational model for social. A specialist agency can help balance stakeholder interests and advise on best practices at this stage.

The end of this second stage may see specialist social media roles being created internally, and gradual adoption of social tools and techniques across the business may start to occur.

3. Social Becomes Native

This leads into the third, and most evolved stage of social media adoption. Objectives for social media will permeate additional areas of the business: social intelligence, internal collaboration and efficiency improvement, social insights and innovation through to advanced advocacy programs, consumer and influencer collaboration, even integration with legacy technology.

By this stage, social media will cease to be centered in marketing and instead seep into the cracks of the company and its culture.

Expand Your Business through Guaranteed SEO services and quality social media

Use SEO to make your website rank high.

Your website is worthless if it does not appear among the top ranking in searches because users will always visit top ranking websites. Furthermore, top listing websites are more liable to getting any kind of information be it by products or services. 

Updated Google Algorithms give important websites that have perfect optimization and provide accurate information to visitors according their search questions.

Among the factors that play a vital role to improve your website ranking in search engine result listings is your website structure. Therefore, your website should have an elegant design that is attractive to your visitors and show them a proper way to their desire. Secondly, website content is as well an important and must therefore be unique and of high quality as well as provide intensive information about your business.

The navigation factor is also a strategy that can be used to attract your visitors. By this, your visitors should be able to navigate through one page o another in a comfortable way. Your website structure should therefore be clear, enabling your visitor to find the correct page whenever they want or need.

If your website has everything as well as a good structure or you would like to improve in these things then contact me through Isaac.nasongo86@gmail.com / +254-728517477 then I will be able to provide you guaranteed SEO options including website and social media management, PCC marketing and many other online services at an affordable price.

Social Edge Africa to launch social media clubs

Business blogging is also picking up.

With the growth of social media in the business and communication industries, Social Edge Africa has conceptualized and spearheaded the formation of social media clubs in universities across the country. This strategy has been dubbed SocialPro clubs.

These clubs are said to bring together different social media enthusiasts, speakers, bloggers, industry experts, digital agencies and organizations that have immensely contributed to the growth of social Media in Kenya.

SocialPro clubs is expected to create a platform that will enhance product and consumer engagement through creativity and innovation. The main objective of these clubs is to teach, educate students, create awareness, and impart knowledge and skills on social media. These clubs will unlock the limitless possibilities and potential on social media.

The company behind this initiative is Social Edge Africa, a social media consultancy company based in Nairobi that offers a 360 degrees approach by offering social media strategy, monitoring, evaluation and management of brands on social networks. Their core business is to give every person, brand or firm the right presence on social media.

The pilot phase will take place across four universities in October around Nairobi namely:

·  University of Nairobi

·  Strathmore University

·  USIU Kenya

Social media marketing is a new marketing tool.

·  Multimedia University

This concept has been endorsed by the Ministry of Information and technology and Dr. Bitange Ndemo; the permanent secretary in the ministry will be the chief guest among other keynote speakers at the launch of these clubs at the University of Nairobi, School of Business on 25 September 2012.

Through this initiative, SocialPro clubs students will:

• Enable collaboration and exchange of ideas among students in other universities and industry. (spur innovation)
• Allow/provide a platform for information sharing with external partners and students.
• Exchange of information with the industry will bridge the gap between the university and expectations of employers.
• Understanding of social media will help students keep pace with fast moving events.
• Discover the best and newest ways to market with Facebook, Twitter, LinkedIn, blogging, video marketing and social bookmarking sites
• Learn how successful social media campaigns were executed and how to achieve similar results.
• Learn how to creatively engage and grow a loyal following on social media.
• Create awareness of the realities, opportunities and requirements for the various disciplines of social media.
• Learn how to integrate social media activities with other marketing efforts.
• Promote innovation, enhance collaboration between universities, tap creativity and inspire development.
• Learn about personal branding on social media, social media etiquette and how to engage professionally on social media.
• Network with top industry professionals, agencies and firms.
• Help students understand the opportunities available in form of careers on social media.

The students will also engage, share and interact with brands and learn from their successes, challenges and failures on social media.

Employee Retention Strategy

Solutions that will Attract and Retain Your Best Employees

Successful organizations realize by having an effective employee retention strategy will help them sustain their leadership and growth in the marketplace. Most businesses focus on employee retention when employee turnover starts to increase. However, good organizations make employee retention a core element of their talent management and organizational development strategy. Those that fail to make employee retention a priority are at risk of losing their top talented people to the competition. For the past two decades, we have helped executives design employee retention strategies that provide a comprehensive road map for not only attracting and keeping talented employees, but for motivating and engaging them to achieve a higher level of performance. Employee Engagement and Job Satisfaction Our services provide you with the knowledge, skills, tools, and processes to help you design a unified talent management and employee retention strategy that will lead to low employee turnover and high employee retention. You will learn the driving forces that drive job satisfaction and employee engagement leading to high employee retention. Our employee retention and talent management strategies will help you: Implement an employee retention strategy to retain your top people Use reward and recognition programs to improve motivation and reduce employee turnover Design an effective employee orientation program for new employees Become an employer of choice organization Use creative incentives to get people to work harder and stay with you longer Create an Employee Value Proposition (EVP) and learn how to “brand” your EVP both internally and externally Improve communication in your organization Use "Talent Development Plans" to create career ladders in your company Use employee engagement programs that energize and engage your workforce Factors that Drive Employee Turnover and Job Satisfaction Employees quit for many reasons. Some leave for better paying jobs elsewhere. Others depart because they do not fit the culture. Many more exit because their managers and supervisors are not properly trained. In general, there are five important areas that motivate people to leave their jobs. Poor match between the person and the job Poor fit with the organizational climate and culture Poor alignment between pay and performance Poor connections between the individual, their coworkers, and the supervisor Poor opportunities for growth and advancement These five P's can be addressed successfully. Employee retention begins by paying attention to what causes low job satisfaction as well as what attracts, retains, and motivates your workforce. Here are several reasons talent management and employee retention strategies fail in many organizations. Not connected to the vision, mission, and the organizational values Top leadership not involved Not part of the organizational management strategy Not tied to the bottom line No clear goals No one held accountable Delegated to the HR department Cost of Employee Turnover The cost of attracting, recruiting, hiring, training, and getting new people up to speed is tremendously more costly as well as more wasteful than most realize. Productivity is directly tied to employee retention. Studies from the Gallup organization show employees who have an above average attitude toward their work will generate 38 percent higher customer satisfaction scores, 22 percent higher productivity, and 27 percent higher profits for their companies. (Source  - http://www.chartcourse.com) - Edited