Elevate your Social Media in 2019

The People & Culture Office | Scribe & Social
Sonia, Chief Storyteller, Scribe and Social

About 5 years ago I stumbled across Sonia Bavistock (and Amalfi aka the cutest dog in the world) on Facebook through her fashion styling page Sonia Styling and then later Scribe and Social, her social media management business. Since launching The People & Culture Office just shy of 12 months ago, Scribe and Social has helped me make sense of my social media content creation, and, through Sonia’s newsletters, Instagram and practical tips I have been able to put together a social media plan that is reflective of not just what I want my business to be & say, but (I think) my personality as well. But what has really drawn me to Scribe and Social is a shared philosophy of wanting to share our knowledge solely because we want to see people & business do well & then to celebrate your successes with you. So please, let me introduce you to Sonia from Scribe & Social, my guest blogger this week.

Have you noticed it?

There is a huge push towards authenticity online these days. 

Yes, social media is a highlight reel – an edited version of life – but that doesn’t mean it can’t be authentic. 

If you want to see real cut-through and real engagement, you mustn’t be afraid to share. Telling our stories is how we connect as people and it is what can set you apart as a business. 

Of course, the picture can be pretty, but the words must be honest.

And so, whether you’re wanting to improve your engagement or simply try some new things, here are five ways you can use social media as a business to connect with your audience.

The People & Culture Office | Scribe & Social

1. Show up

What makes your business unique? You. Let your followers see and get to know the person behind the account. Include photos of yourself (and your team) in your feed. Or if that’s not appropriate, show up in Instagram Stories. Start small and share little snippets, consistently. It’s the best way to create a community online.

2. Invite interaction

Make your followers feel valued by inviting them to interact with you. Ask them questions. Ask their opinion. Ask their advice. What do they like? What do they prefer? What would they like to see next? End each caption with an invitation or a call to action. Remember, the post is just the start of the conversation.

3. Use videos

Video content is easy to consume and conveys your message with clarity. It’s also a great way for people to get to know the personality of your business. Get comfortable with being on video and get confident with simple video editing apps. In this day and age, all you need is your phone to get started with video. And the very best place to start? On Instagram Stories.

4. Engage more, post less

Posting isn’t the only way to be discovered. Engage with other accounts – reply to comments, have a chat in DMs, comment on other people’s posts. Add value to conversations all over social media. If you show up with purpose and authenticity, you will be noticed. As for posting, do it to add value, not out of obligation.

5. Get personal

In this automated day and age, are there any touchpoints you can personalise? Some ways to do this include using their name in email marketing. Sending them a voucher on their birthday. Speaking to them on the phone. Including a handwritten thank you note with an order. Using their name in social media interactions (comments). Sending them a voice or video reply via DM.

So, forget about the numbers! Instead, focus on delivering valuable, useful content. Build relationships with your followers. Serve them well. And see the positive impact this has on your business online.

Sonia Bavistock bio:

Sonia Bavistock is a fashion and lifestyle blogger (Sonia Styling). For the past 6 years, she has taught herself everything digital and social media and built a community of nearly 35,000 engaged and loyal readers and followers. She has also worked on national campaigns with well-known brands such as Schwarzkopf, Katies, Australia Post and Bupa – to name a few.

In 2017, Sonia took everything she’s learned online and offline to launch Scribe and Social and help other business owners with their social media and copywriting.

Scribe and Social is all about online presence with substance and style.

 Sonia from Scribe & Social, guest blogger on The People & Culture Office
Sonia Bavistock

It’s time for HR to move beyond policies, practices and processes. The People & Culture Office can partner with you to gain a competitive advantage through people & culture initiatives Contact Us to arrange an appointment to discus what solutions we can put in place to drive achievement of your strategic goals.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Simone Pickering | The People & Culture Office

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

Talk is cheap & no-one’s buying

Have you ever attend an interview where the Manager & HR rep have waxed lyrical about what a great place it is to work? How they are really just like a big family and believe in having a laugh at work, how they have great benefits and are an employer of choice, how they love to invest in their employees’ career through training & career progression opportunities. Everything is going great, essentially you’re buying what they’re selling and then it happens. You walk through the office to leave and you notice that everyone looks miserable, you might hear an employee speaking rudely to another, you’re introduced to a team member and they give you that knowing smirk that can only be interpreted as good luck sucker. Or maybe you notice it on day 1 or after week 1; there’s a major disconnect from the picture painted at interview of the job / working environment / organisational values and the reality, the workplace culture is shocking and you’ve just made a terrible mistake.

Broken down to it’s most simplest form, workplace culture is the sum of the messages & behaviours exhibited by management, and the messages and behaviours exhibited by employees, if you aren’t all on the same track & heading to the same destination then at some point the wheels are going to fall off. (And thats enough car analogies from me)

So as a business manager or owner what can you do to ensure that you are crafting the culture you want & need for business success?

Organisational culture is accepted behaviour, not expected behaviour

Make sure you have the right people in leadership positions – Your leadership team can make or break your organisation, nothing destroys culture (and subsequently productivity, attendance & attitude) like weak leaders or those that exhibit poor communication or interpersonal skills.

Know where you are headed & who you need to get there – Look at what behaviours you have in your organisation, to achieve your operational goals what behaviours would you like to encourage to get you there? Implement initiatives that co-exist with your strategic plan and core values to build the workforce demographic that best suits your needs.

Let your culture feed into performance management – Think that performance management is all about the dreaded annual review where you focus on tasks, outputs and KPI’s? Think again, an effective performance management process should be designed to provide feedback not only on performance but on behaviours and how they align with your desired workplace culture.

Use culture in the job design & recruitment process – The focus should be on values based recruitment; having the right people, in the right place, at the right time. When writing job descriptions include cultural and values based behavioural indicators to ensure your expectations are made clear from the get – go.

Have a name for treating employees fairly – This is pretty self explanatory as far as reputation & risk minimisation goes but this philosophy can see enhanced attitudes & buy-in towards safety, community values and ethical behaviour.

It’s time for HR to move beyond policies, practices and processes. The People & Culture Office can partner with you to gain a competitive advantage through people & culture initiatives Contact Us to arrange an appointment to discus what solutions we can put in place to drive achievement of your strategic goals.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

So, what is HR? …. no really…

If I were to ask you what HR is, and what function they play within a business what would you say? Fun police? Managements puppet? Someone that hires people? That pain in the butt function that you force someone in finance to do? Stunningly beautiful and intelligent individuals? A value adder to the business? Well, how you answered will vary greatly on A) how well you understand the business function; B) the caliber of HR people you’ve interacted with or C) you are my husband answering this with (the very smart response of) stunningly beautiful and intelligent individuals.

First and foremost HR should have a presence in your business as a strategic partner, as someone who can breakdown your business goals into practical and contemporary people and culture initiatives to both build capacity within the business, and to assist with achieving the strategic outcomes of the organisation. Sure, on a base level HR is about protecting the business from unnecessary risk; embedding policies and procedures; ensuring said policies and procedures are followed; provision of industrial relations advice to management; ensuring you dot your i’s and cross your t’s. But beyond the legal aspect, the contribution by HR to your business success can not, and should not, be understated.

Human Resources isn’t a thing we do, it’s a thing that runs our business

The concept that HR is just policies, hiring and firing is a very 90’s business model. As more and more corporations have HR sitting at an executive level, contributing to strategy discussions and being viewed as an integral cog in the leadership machine, the expectations on HR’s contribution to the business have increased exponentially. There is now an expectation that HR policies and initiatives will be well considered, best practice models to guide, develop, motivate and reward employees. Policies built around, and for the sole purpose of legislation will always be a constant. But a great HR professional should be able to dissect your Strategic & Operational Plans and Core Values to build HR initiatives that make your workplace somewhere employees enjoy coming to everyday; to encourage performance and behaviours that build a team that takes ownership and accountability of their actions; that builds a workplace where everyone is heading in the same direction. In short, they help build the workforce demographic that you NEED to achieve your business goals.

Build your people & your people will build your business

A lot of business owners I speak to say they are too small to implement a lot of these types of practices, but in reality, the ethos applies across the board – big or small, it just gets massaged and moulded until it suits your business. A successful business is a successful business, whether it has 10 employees or 1000 employees, if you want to have a successful business you need to think strategically, plan & implement.

The challenge to compete and be successful is a challenge that all businesses, regardless of size, must embrace to remain sustainable within the business environment. For example a big challenge for employers is the ability to attract and retain the right people. A skilled HR professional will tap into the changing labour market that now highly values organisational leadership & reputation, the work environment, support structures and recognition & opportunities, and develop initiatives that address these concerns thus working to reduce turnover and create more engaged employees who behave in ways to support the business and consistently look for ways to create value.

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors. The People & Culture Office can partner with you to gain a competitive advantage through people & culture initiatives Contact Us to arrange an appointment to discus what solutions we can put in place to drive achievement of your strategic goals.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE


Is your recruitment strategy killer, or just a buzz killer?

Continuing on from our series of blog posts about Strategic Human Resources Management, this week we take a look at Recruitment & Retention Strategies. You can play catch-up with our previous posts here, here & here.

Right now, the reality for many businesses is that quality candidates, or just any candidates for that matter, are hard to come by. Whether that be because of a skills shortage, geographical location, that the vocation lacks a bit of “cool factor”, ineffective recruitment practices or the reputation of the employer; businesses approaching their talent acquisition efforts without having some sort of plan in place is an inefficient use of financial & people resources.

“Insanity: doing the same thing over and over again and expecting different results”

Hiring the right candidate for a role has never been more important as Millennials and Gen Z rapidly become the cornerstone of the workforce. Their fluid and transient approach to employment is a far cry from the ‘job for life’ attitude of the Baby Boomers, and as a result there is a continual flow of employees. And it means organisations have their work cut out for them.

You have to have a killer Recruitment & Retention strategy in place in order to thrive in today’s hiring quandary. Business has to be proactive, not reactive, to overcome the big challenges that modern-day recruiting faces.

An effective Recruitment & Retention strategy should focus on 3 key areas; how you source candidates, how you recruit candidates and then the clincher – keeping them, we drill down into this a bit below:

Create a (healthy) culture & brand – All companies need a strong identity & a part of that is cultivating a positive workplace culture. And it’s about showing this off to potential employees. Use your social media & website as your companies CV. Build a brand online & tell people about yourself, sell yourself as somewhere people will WANT to work. Want to read more on workplace culture? Click here. Looking for info on building a brand? Check out this post.

A killer digital strategy – Attracting candidates today is largely based on digital marketing. Create a strong digital campaign to showcase your brand and what it can offer for employees, use your social media accounts to leverage your message and to widen the net.

Make it easy for people to apply – People can be put off by a tedious or long-winded application form and drop off can be high on digital applications that ask too many questions that aren’t relevant.  Number 1 candidate bugbear is to have to basically copy & paste from their resume into the online application process. Also consider if the position really needs the applicant to address a 10 point selection criteria, yes they can be effective for more specialised roles to gain an insight into the candidates level of knowledge prior to interview, but if your HR department can’t determine a great administrator or labourer just by reading the applicants resume then there is something very very wrong. How long is your lead time from advertising – interview – offer? Drag your heels and you’ll not only miss out on that great candidate but turn people off from applying again. I’ve written some super informative blog posts about the recruitment process here, here, here

Make them want to stay – OK, you’ve got them through the door but what strategies are you engaging to make them want to stay? And it’s not all about dropping some serious coin; what opportunity are you offering employees? Are you helping them develop their skill & capacity? Do you offer the tools for them to do their job safely? Are your leaders the right people for the job? check out this blog on retaining top talent, and this one on employee recognition to learn more.

The strategy should also contain the following core aspects:

Growth Plans – In order to scale up your workforce, you’ll need to hire – which takes time and resources; identify which areas of your business will benefit most from increased headcount.

Skills Audit – Use your business objectives to identify developing areas of the business, then decide on the skills you will need to succeed; Your recruitment strategy should include ways to find and bring new skills into the company

Flexibility – Your strategy should include a plan for temporary staff and contractors to cover projects that are likely to change at short notice

Finding the right person for the job doesn’t need to be a difficult task. It’s just about having the right strategies in place to make it as streamlined as possible. The People & Culture Office can partner with you to develop your people & culture strategies to drive business success. Contact Simone today for further information.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE

Are you social?

Are you social? What has worked in the past might not be cutting the mustard anymore and it’s time to change things up. It’s time to get social media working for you so potential employees can find you & see what you’re about. Get a social media plan in place. Contact me for recommendations. 

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE



Dream | Plan | Do

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

BASED IN KALGOORLIE, THE PEOPLE & CULTURE OFFICE IS AN INDEPENDENT HR CONSULTANT WHO CAN PARTNER WITH YOU TO OFFER A ONE STOP HR SOLUTION, WE ONLY CHARGE YOU FOR THE WORK WE PERFORM; NO CONTRACTS, NO ANNUAL OR MONTHLY FEES, JUST QUALITY SERVICE. CLICK HERE TO LEARN MORE