Before launching any kind of social media strategy, companies need to first understand that it can be affected by anyone who receives a paycheck from them. From the CEO right down to the janitor, whether they've seen your social media strategy or not, they are involved in your social media strategy.

 The janitor? Really?

 Yes, the janitor! Even the cook, or the person who answers your phones, and the guy who delivers the mail to your office every day, they too can affect your social media strategy in ways you probably haven't even thought of up until this point.

 You haven't thought of them because they don't participate in creating the strategy or sitting in on meetings discussing your research. But believe me, they can have a significant effect on the outcome, whether you or they realize it. This is why it's important to make sure you not only plan contingencies for your corporate social media efforts, but also put in place policies for employees and their actions on social media platforms.

 Your employees are now on the web more than ever. Whether is a connection from work, home, the library or even free public wifi, just about anyone can get access to the Internet, and all of the ways to communicate with likeminded individuals who share the same passions that they do. With each passing month that goes by, all of these social media platforms continue to grow their user bases, undoubtedly some of your employees are on them and being very social.

 Now do you see where I'm going?

 Companies really need to take into account what their employees do in their hours away from the office. Everyone has hobbies, most people love to share their experiences about those hobbies, and these days they go online to do just that. They could be joining MySpace, Twitter or Facebook to converse with long-lost high school friends, old fishing buddies or other Girl Scout leaders. They could be avid community leaders in forums you would have never even thought existed, and in these communities, they are the authority.

 The internet gives anyone a voice through these social platforms. Because of the ease of voicing opinions on social media platforms, you need to not only be prepared and plan contingencies, but actually work at getting your entire company bought into your own social media strategy.

 Getting buy-in isn't easy, but most people want to do the right thing. So rather than coming down with an iron fist and demanding your employees take down their blogs, work with them to understand that their words have influence. Just because you hand your employees a paycheck doesn't mean you have ultimate authority over what they do in their off hours and it would behoove you to work with them, rather than against them. You can even discover an occasional gold mine in what your employees are doing outside the office, so wouldn't it be better to work with that gold mine?

 You need to work with your employees to understand how what they do online can ultimately affect what your company is attempting to do. Even Facebook updates have an effect on how a company is perceived. Take for example the Philadelphia Eagles.

 Back in March, a part time employee of the Eagles lost his job because he voiced his opinion on Facebook about the Eagles letting popular player Brian Dawkins go to the Denver Broncos. There was no discussion with the employee about this, just a phone call that he was fired. The Philadelphia media jumped on the Philadelphia Eagles organization for making poor choices and fanning the flames of fan discontent even more.

 At the end of the day, the employee looks much better than the Philadelphia Eagles, especially when Dawkins makes more headlines by giving the ex-employee his guest passes to the game when Denver plays Philadelphia this year. Talk about a total miscalculation and no contingency plan!

 Companies have to start thinking about setting policies in place about how their employees reference their employers on social media sites. Especially if they are negative, they must clearly spell out what the repercussions are. Your Human Resources department shouldn't be doing this alone, you'll also need the help of your online marketing and social media teams to help define these policies. Almost every employee on your payroll is going to be smart enough to understand they shouldn't be saying negative things about their employer on public forums.

 Beyond the policies, the online marketing or social media team should be internally championing your efforts on the different platforms. They should be talking to all your employees about social media and perhaps how other employees can casually help out with your strategy.

 By getting this type of buy-in from within your own walls, and understanding that all your employees affect your social media strategy, it only makes your strategy that much stronger and gives it a much better chance for success.

 http://feeds.searchenginewatch.com/~r/sew/~3/Z_nYD0UU1pI/3633714

Wondering what happened to the Storm OS .141 update we said should have dropped late last month? We had heard rumors of some problems with the OS but over the weekend we got word from a trusted ninja that the much anticipated OS .141 has failed Verizon Wireless' testing. Oh. No. Too many glitches remain, so this update is supposedly dead in the water. There is no word yet on a new OS version nor any expected release date for a future update. The big question now is what RIM and Verizon will do with the Storm. Will we see another 4.7 version go through testing, will both companies ditch 4.7 and roll out an OS 5.0 update or will development on the Storm be shelved in lieu of the rumored Storm 2? In any case, at this point we really better start to see some movement soon. http://feedproxy.google.com/~r/TheBoyGeniusReport/~3/LMZZd82BMyA/

Molding aspects of a social media in a medium to large sized corporation can be tricky. Old fashioned corporate philosophy dictates control over the flow of communication be regulated by the proper in house channels only. In the evolution of social we see individuals representing company ideals and company brands when we use to see press releases and public relations broadcasting their spun version. The core of the company's foundation ordinarily was concealed unless a controversy manifested and then public relations was brought in to fix it.

 The Problem
It amusing to watch some companies evolve into the social sphere so eagerly and staff positions with no comprehension of goals, strategy, or acceptance. The evolution of social platforms and the infectious nature of how quickly information is transferred effects every department of the corporate environment.

 On the simplest level, social platforms are designed to accommodate individuals and the complexities of forming and engaging in communities. Individuals form a sense of companionship through the commonality of a similar lifestyle and goals designated online.

 Most companies are trying to embrace the influx of their brand's image online and their individual employee's representing themselves online. Corporate is not forced to support open dialogue and the exchange of ideas. Some companies have come to terms and developed policies to address the additional attention and enticement of social sphere.

 Acknowledgment
Companies need to acknowledge that their own employee's are ambassadors of their brand. Online, offline, anywhere.

 Considerations for Developing a Corporate Policy
Everyone in your company who wants to have a Facebook, Myspace, Twitter login will have one.
Employees should consider personal responsibility and a sense of common sense when engaging online. This includes blogs, wikis, Facebook, Twitter, Friend feed, or an user generated platform. be mindful and considerate of others.
Advise your employees to be authentic about who they are. It is suggested they use their own identity rather than user name related to the company. Employee statements should reflect their individualism and a realistic point of view.
Do not share proprietary or company confidential information. See your legal team for all the fun legal ease terms. (Don't over do it with restrictions either.) If you put restriction on every aspect and event at your company you are doomed to have a conflict or issue. In general, Archaic legal ease and terms will be the last to adapt to a social environment.

 Creating Content
Always add value and insight attempt to educate, solve a problem or just don't bother.
Disclaimer. Your company should have a standard 2 sentence disclaimer created by your company and accessible for all employees to add to their blog, wiki, etc. Uniformity is a the key here. It should be available for all employees and approved by your legal team. Every employee should have free reign on the individual opinions but also acknowledge they have an employer and their own opinions do not represent their employer.
Don't pick fights with others. Present yourself how you wish to present yourself with colleagues and clients even when you are online.
Show proper consideration for others' privacy and for topics that may be considered objectionable or inflammatory.
As an author/ publisher do you research find out who else is blogging, authoring, twittering about your topic. When you site a source always try to link back to original URL source. Create link love.
Always cite your sources for photos, videos, quotes. Respect creative commons licenses. Plagiarism is still a bad idea.
If you wish to write about a project or experience directly related to your employer/client request permission from your designated corporate employee or committee whom controls the flow of information to the external world. Usually the director of marketing.

 It get ugly out there.

 Scenario #1
You have been monitoring your brand with Radian6 or Techrigy out in the wild online world and all goes south one day fast. Something monumental happens to your corporate brand and its all over online. Its ugly out there.

 Action plan #1
You ignore it. It might just go away... (best of luck with that).

 Action plan #2
Chaos happens
Chaos and change always offers opportunity. Have a plan to spin the hype in your favor. Time frame is crucial. The less time it takes to get a educated retort online the better your brandwill fair. Keep monitoring and addressing the conversation. The above corporate policies are there to avoid chaos as much as they are there to combat it. Add to the above guidelines and have a plan to educate your community and the media when things go awry. Examine Domino's reaction.

 Summary
Design a corporate social policy that is an amendment to your communications policy. Educate and address your employee's in an understanding fashion. Acknowledge your employees worth and value as a blogger, contributor to the community and distinguish the difference between corporate and individual opinion online. It's just Frank demonstrates these concepts well.

 What are your current policies on communication within your corporate structure?

 Is your company adapting their own policy?

 How does it affect you?

 http://feedproxy.google.com/~r/Smcblogs/~3/OSrU0FMwjyA/92564