@Janet – Thanks for sharing your perspective as a convert! I realize that involvement in social media isn’t necessary for every organization or every business professional, but it’s important not to avoid it because of fear. Your point about educating themselves is spot on!

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What a terrible, misguided idea!

Everyone knows that the only way to get anything done is through a command and control structure! Everyone knows that freedom and security are opposites, and that security is far, far, far, far, far more important than an ideal like “freedom.” And that any time you give someone a tool that increases freedom means more risk and therefore less security, and therefore should be avoided and hated on principle.

And everyone knows that principle is a far more effective way to run your life than pragmatism or realism.

Please.

Social media is a fad. There are only 70 million people on LinkedIn. This is totally going away any minute now.

All you social media acolytes are clearly wasting your time.

Case closed.

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@Mary – I’ve definitely worked with professional time stealers and I’ve had to counsel and/or fire more than my share of them. However, in my experience, they are a very small percentage of the workforce – and as you’ve pointed out, will find some way to avoid doing work, regardless of the tools available to them. It’s a management/leadership problem if people aren’t doing what is expected in their jobs – not a problem with the tools. I’d much rather focus on how the vast majority of productive employees can utilize the tools for business results and deal quickly with those who don’t.

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@Amybeth – You, of course, “get it”. Your recommendations for engaging with potential “Haters” are spot on . I think there a many more examples of how a company or brand has been able to turn a Hater around after an effective response than there are examples of how Haters have damaged a brand. Unfortunately, I don’t think that many of the attendees at SHRM 10 left with a desire to implement a social media strategy. There were a few sessions that addressed social media, but none of the ones I attended – or the tweets I saw from other sessions – really shared practical tips and advice. Most only scratched the surface and had presenters who had limited to no involvement with using the tools themselves. A missed opportunity for sure.

@Dave – Can I get a witness? I’m all for the Church of Social Media and will be sure to grab a spot on the front pew. It sounds like you’ve already got a sermon written!

@John – I agree that negative comments can provide an opportunity to be made aware of organizational issues. Of course as company leaders/HR pros, we’d prefer that people bring those issues up to us personally/privately, but in the age of “new media”, that’s much less likely to happen. So organizations need to plan for that and make sure they’re listening/participating in the online conversations before they have to respond to any negative comments. And in regards to courageous discussions and transformation strategies, I didn’t hear any of that this year. It may have something to do with the presentation submissions being 1 year in advance. I think it’s hard to predict what they hot button issues will be that far in advance.

@Steve – What? You guys actually talk to people who complain? Imagine that. Before, I’m sure that your company only heard from the vocal few who took the time to write or call the company, but now you have access to more voices and can make improvements based upon a wider set of opinions. I’m glad to see that your company “gets it”, as do you!

@Susan – You bring up some great points! The truth is, that social media is just the latest thing that separates the “strategic” HR pro from the administrative task master. Those who truly are strategic are always looking for how they can integrate the latest methodologies into their business to attract and retain talent, as well as be a resource and source of information for other aspects that move the business forward. The administrative group tries to control or block new things because they are managing to “the way we’ve always done it”. When they’re forced to make a move, their CEO’s are wondering why they weren’t leading. And they’re still complaining that they don’t have a seat at the proverbial table…

@Suzy – We are like minds and kindrid souls. Thanks for sharing the presentation and your thoughts. Great information!

@Chernee – I teach workshops regularly to HR/recruiting pros and business leaders about using social media in their organizations and I always emphasize that the positive branding opportunities likely outweigh the negative comments. Assuming the majority of your employees like working at your company and would say something positive if asked, then release them as Brand Ambassadors. On the other hand, if you fear that the majority of employees would say something negative, it’s time to take several steps back and focus on the basics. Either way, they can’t just ignore problems. You’d think we would have learned by now that doesn’t make them go away!

@Morag – I’m a big fan of measuring people’s performance on their RESULTS. I don’t want to have to manage how my employees spend their time during the day. If they are predisposed to waste time, they will, whether with social media, chatting with co-workers, shopping online, taking long lunches, etc. But if they’re engaged and they are measured/rewarded based on their contribution, then who cares if they spend a few minutes networking with friends on Facebook or Twitter. Those conversations often turn into business benefits. Many have for me and I shouldn’t assume that they won’t for others.

@Liz – Exactly! (see my comment above to Morag)

@Gary – Thanks for stopping by! Your comment is spot on. It’s evolve or face extinction with business practices in general, and social media is no exception. Those who try to control it will just get further behind and those who fear it will eventually have to figure it out. Social media isn’t a magic bullet that will change everything, but it offers many new tools and options that businesses need to investigate and understand how to implement to keep current.

@Keith – I’m with you on this! I definitely encourage HR/Recruiting pros to engage current employees who are actively using the tools to learn, as well as to take advantage of their expertise. It’s also important in most organizations to work closely with Marketing and PR to ensure a consistent brand message. It’s my opinion that HR/Recruiting should lead the Employment Branding strategy, but with strong support and direction from Marketing. And Marketing could benefit from HR’s perspective as well!

@Cynthia – Well said. It’s important to understand what we’re afraid of when ignoring any opportunity. There are other companies and individuals out there having much success with social media tools and strategies. Smart organizations will look at what they can learn from them and implement them in their own organizations!

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I think HR has everything to gain like respect, trust, and confidence they have the ability to engage people better than anyone else!

I am not in the HR vertical…..the next step is yours!

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