7.9 Get SMART: The Social Media Awareness and Response Team
Learning Objectives
- Illustrate several examples of effective and poor social media use.
- Recognize the skills and issues involved in creating and staffing an effective social media awareness and response team (SMART).
- List and describe key components that should be included in any firm’s social media policy.
- Understand the implications of ethical issues in social
media such as “sock puppetry” and “astroturfing” and provide examples
and outcomes of firms and managers who used social media as a vehicle
for dishonesty.
- List and describe tools for monitoring social media activity relating to a firm, its brands, and staff.
- Understand issues involved in establishing a social media presence, including the embassy approach, openness, and staffing.
- Discuss how firms can engage and respond through social media, and how companies should plan for potential issues and crises.
For an example of how outrage can go viral, consider Dave Carroll.
The Canadian singer-songwriter was traveling with his band Sons of
Maxwell on a United Airlines flight from Nova Scotia to Nebraska when,
during a layover at Chicago’s O’Hare International Airport, Carroll saw
baggage handlers roughly tossing his guitar case. The musician’s $3,500
Taylor guitar was in pieces by the time it arrived in Omaha. In the
midst of a busy tour schedule, Carroll didn’t have time to follow up on
the incident until after United’s twenty-four-hour period for filing a
complaint for restitution had expired. When United refused to compensate
him for the damage, Carroll penned the four-minute country ditty
“United Breaks Guitars,” performed it in a video, and uploaded the clip
to YouTube (sample lyrics: “I should have gone with someone else or gone
by car…’cuz United breaks guitars”). Carroll even called out the
unyielding United rep by name. Take that, Ms. Irlwig! (Note to customer
service reps everywhere: you’re always on.)
The clip
went viral, receiving 150,000 views its first day and five million more
by the next month. Well into the next year, “United Breaks Guitars”
remained the top result on YouTube when searching the term “United.” No
other topic mentioning that word—not “United States,” “United Nations,”
or “Manchester United”—ranked ahead of this one customer’s outrage.
Video
Dave Carroll’s ode to his bad airline experience, “United Breaks Guitars,” went viral, garnering millions of views.
Scarring
social media posts don’t just come from outside the firm. Earlier that
same year employees of Domino’s Pizza outlet in Conover, North Carolina,
created what they thought would be a funny gross-out video for their
friends. Posted to YouTube, the resulting footage of the firm’s brand
alongside vile acts of food prep was seen by over one million viewers
before it was removed. Over 4.3 million references to the incident can
be found on Google, and many of the leading print and broadcast outlets
covered the story. The perpetrators were arrested, the Domino’s
storefront where the incident occurred was closed, and the firm’s
president made a painful apology (on YouTube, of course).
Not all
firms choose to aggressively engage social media. As of this writing
some major brands still lack a notable social media presence (Apple
comes immediately to mind). But your customers are there and they’re
talking about your organization, its products, and its competitors. Your
employees are there, too, and without guidance, they can step on a
social grenade with your firm left to pick out the shrapnel. Soon,
nearly everyone will carry the Internet in their pocket. Phones and MP3
players are armed with video cameras capable of recording every customer
outrage, corporate blunder, ethical lapse, and rogue employee. Social
media posts can linger forever online, like a graffiti tag attached to
your firm’s reputation. Get used to it—that genie isn’t going back in
the bottle.
As the
“United Breaks Guitars” and “Domino’s Gross Out” incidents show, social
media will impact a firm whether it chooses to engage online or not. An
awareness of the power of social media can shape customer support
engagement and crisis response, and strong corporate policies on social
media use might have given the clueless Domino’s pranksters a heads-up
that their planned video would get them fired and arrested. Given the
power of social media, it’s time for all firms to get SMARTThe
social media awareness and response team. A group tasked with creating
policies and providing support, training, guidance, and development
expertise for and monitoring of a firm’s social media efforts.,
creating a social media awareness and response team. While one size
doesn’t fit all, this section details key issues behind SMART
capabilities, including creating the social media team, establishing
firmwide policies, monitoring activity inside and outside the firm,
establishing the social media presence, and managing social media
engagement and response.
Creating the Team
Firms
need to treat social media engagement as a key corporate function with
clear and recognizable leadership within the organization. Social media
is no longer an ad hoc side job or a task delegated to an intern. When
McDonald’s named its first social media chief, the company announced
that it was important to have someone “dedicated 100% of the time,
rather than someone who’s got a day job on top of a day job.”
Firms without social media baked into employee job functions often find
that their online efforts are started with enthusiasm, only to suffer
under a lack of oversight and follow-through. One hotel operator found
franchisees were quick to create Facebook pages, but many rarely
monitored them. Customers later notified the firm that unmonitored hotel
Facebook pages contained offensive messages—a racist rant on one,
paternity claims against an employee on another.
Organizations
with a clearly established leadership role for social media can help
create consistency in firm dialogue; develop and communicate policy;
create and share institutional knowledge; provide training, guidance,
and suggestions; offer a place to escalate issues in the event of a
crisis or opportunity; and catch conflicts that might arise if different
divisions engage without coordination.
While
firms are building social media responsibility into job descriptions,
also recognize that social media is a team sport that requires input
from staffers throughout an organization. The social media team needs
support from public relations, marketing, customer support, HR, legal,
IT, and other groups, all while acknowledging that what’s happening in
the social media space is distinct from traditional roles in these
disciplines. The team will hone unique skills in technology, analytics,
and design, as well as skills for using social media for online
conversations, listening, trust building, outreach, engagement, and
response. As an example of the interdisciplinary nature of social media
practice, consider that the social media team at Starbucks (regarded by
some as the best in the business) is organized under the
interdisciplinary “vice president of brand, content, and online.”
Also
note that while organizations with SMARTs (social media teams) provide
leadership, support, and guidance, they don’t necessarily drive all
efforts. GM’s social media team includes representatives from all the
major brands. The idea is that employees in the divisions are still the
best to engage online once they’ve been trained and given operational
guardrails. Says GM’s social media chief, “I can’t go in to Chevrolet
and tell them ‘I know your story better than you do, let me tell it on
the Web.’”
Similarly, the roughly fifty Starbucks “Idea Partners” who participate
in MyStarbucksIdea are specialists. Part of their job is to manage the
company’s social media. In this way, conversations about the Starbucks
Card are handled by card team experts, and merchandise dialogue has a
product specialist who knows that business best. Many firms find that
the social media team is key for coordination and supervision (e.g.,
ensuring that different divisions don’t overload consumers with too much
or inconsistent contact), but the dynamics of specific engagement still
belong with the folks who know products, services, and customers best.
Responsibilities and Policy Setting
In
an age where a generation has grown up posting shoot-from-the-hip
status updates and YouTube is seen as a fame vehicle for those willing
to perform sensational acts, establishing corporate policies and setting
employee expectations are imperative for all organizations. The
employees who don’t understand the impact of social media on the firm
can do serious damage to their employers and their careers (look to
Domino’s for an example of what can go wrong).
Many experts suggest that a good social media policy needs to be three things: “short, simple, and clear.”
Fortunately, most firms don’t have to reinvent the wheel. Several
firms, including Best Buy, IBM, Intel, The American Red Cross, and
Australian telecom giant Telstra, have made their social media policies
public.
Most guidelines emphasize the “three Rs”: representation, responsibility, and respect.
-
Representation. Employees need clear and
explicit guidelines on expectations for social media engagement. Are
they empowered to speak on behalf of the firm? If they do, it is
critical that employees transparently disclose this to avoid legal
action. U.S. Federal Trade Commission rules require disclosure of
relationships that may influence online testimonial or endorsement. On
top of this, many industries have additional compliance requirements
(e.g., governing privacy in the health and insurance fields, retention
of correspondence and disclosure for financial services firms). Firms
may also want to provide guidelines on initiating and conducting
dialogue, when to respond online, and how to escalate issues within the
organization.
-
Responsibility. Employees need to take
responsibility for their online actions. Firms must set explicit
expectations for disclosure, confidentiality and security, and provide
examples of engagement done right, as well as what is unacceptable. An
effective social voice is based on trust, so accuracy, transparency, and
accountability must be emphasized. Consequences for violations should
be clear.
-
Respect. Best Buy’s policy for its Twelpforce
explicitly states participants must “honor our differences” and “act
ethically and responsibly.” Many employees can use the reminder. Sure
customer service is a tough task and every rep has a story about an
unreasonable client. But there’s a difference between letting off steam
around the water cooler and venting online. Virgin Atlantic fired
thirteen of the airline’s staffers after they posted passenger insults
and inappropriate inside jokes on Facebook.
Policies
also need to have teeth. Remember, a fourth “R” is at stake—reputation
(both the firm’s and the employee’s). Violators should know the
consequences of breaking firm rules and policies should be backed by
action. Best Buy’s policy simply states, “Just in case you are forgetful
or ignore the guidelines above, here’s what could happen. You could get
fired (and it’s embarrassing to lose your job for something that’s so
easily avoided).”
Despite
these concerns, trying to micromanage employee social media use is
probably not the answer. At IBM, rules for online behavior are
surprisingly open. The firm’s code of conduct reminds employees to
remember privacy, respect, and confidentiality in all electronic
communications. Anonymity is not permitted on IBM’s systems, making
everyone accountable for their actions. As for external postings, the
firm insists that employees not disparage competitors or reveal
customers’ names without permission and asks that any employee posts
from IBM accounts or that mention the firm also include disclosures
indicating that opinions and thoughts shared publicly are the
individual’s and not Big Blue’s.
Some
firms have more complex social media management challenges. Consider
hotels and restaurants where outlets are owned and operated by
franchisees rather than the firm. McDonald’s social media team provides
additional guidance so that regional operations can create, for example,
a Twitter handle (e.g., @mcdonalds_cincy) that handle a promotion in
Cincinnati that might not run in other regions.
A social media team can provide coordination while giving up the
necessary control. Without this kind of coordination, customer
communication can quickly become a mess.
Training
is also a critical part of the SMART mandate. GM offers an
intranet-delivered video course introducing newbies to the basics of
social media and to firm policies and expectations. GM also trains
employees to become “social media proselytizers and teachers.” GM hopes
this approach enables experts to interact directly with customers and
partners, allowing the firm to offer authentic and knowledgeable voices
online.
Tweets from the Untrained
Followers of fashion label Kenneth Cole know
when the firm’s eponymous founder, chairman, and chief creative officer
has tweeted via the corporate account—he signs these tweets with his
initials KC. But it looks like KC could have used a bit of SMART
training when he offered up a meant-to-be-light-hearted quip comparing
Egypt’s historic Mubarak-ousting protests (where several citizens were
killed and injured) to enthusiasm for his firm’s “new spring
collection.” Although the tweet was quickly deleted, screenshots (see
below) linger forever, and the media widely reported on the big brand’s
insensitive gaffe.
Training
should also cover information security and potential threats. Social
media has become a magnet for phishing, virus distribution, and other
nefarious online activity. Over one-third of social networking users
claim to have been sent malware via social networking sites (see ). The social media team will need to monitor threats and spread the word on how employees can surf safe and surf smart.
Since
social media is so public, it’s easy to amass examples of what works
and what doesn’t, adding these to the firm’s training materials. The
social media team provides a catch point for institutional knowledge and
industry best practice; and the team can update programs over time as
new issues, guidelines, technologies, and legislation emerge.
The
social media space introduces a tension between allowing expression
(among employees and by the broader community) and protecting the brand.
Firms will fall closer to one end or the other of this continuum
depending on compliance requirements, comfort level, and goals. Expect
the organization’s position to move. Firms will be cautious as negative
issues erupt, others will jump in as new technologies become hot and
early movers generate buzz and demonstrate results. But it’s the SMART
responsibility to avoid knee-jerk reaction and to shepherd firm efforts
with the professionalism and discipline of other management domains.
Astroturfing and Sock Puppets
Social media
can be a cruel space. Sharp-tongued comments can shred a firm’s
reputation and staff might be tempted to make anonymous posts defending
or promoting the firm. Don’t do it! Not only is it a violation of FTC
rules, IP addresses and other online breadcrumbs often leave a trail
that exposes deceit.
Whole Foods
CEO John Mackey fell victim to this kind of temptation, but his actions
were eventually, and quite embarrassingly, uncovered. For years, Mackey
used a pseudonym to contribute to online message boards, talking up
Whole Foods stock and disparaging competitors. When Mackey was unmasked,
years of comments were publicly attributed to him. The New York Times
cited one particularly cringe-worthy post where Mackey used the
pseudonym to complement his own good looks, writing, “I like Mackey’s
haircut. I think he looks cute!”
Fake personas set up to sing your own praises are known as sock puppetsA
fake online persona created to promote a particular point of view,
often in praise of a firm, product, or individual. Be aware that the use
of undisclosed relationships in endorsements is a violation of U.S.
Federal Trade Comission rules. among the digerati, and the practice of lining comment and feedback forums with positive feedback is known as astroturfingEngineering
the posting of positive comments and reviews of a firm’s product and
services (or negative ones of a firm’s competitors). Many ratings sites
will penalize firms that offer incentives for positive feedback posts..
Do it and it could cost you. The firm behind the cosmetic procedure
known as the Lifestyle Lift was fined $300,000 in civil penalties after
the New York Attorney General’s office discovered that the firm’s
employees had posed as plastic surgery patients and wrote glowing
reviews of the procedure.
Review sites
themselves will also take action. TripAdvisor penalizes firms if it’s
discovered that customers are offered some sort of incentive for posting
positive reviews. The firm also employs a series of sophisticated
automated techniques as well as manual staff review to uncover
suspicious activity. Violators risk penalties that include being banned
from the service.
Your
customers will also use social media keep you honest. Several ski
resorts have been embarrassed when tweets and other social media posts
exposed them as overstating snowfall results. There’s even an iPhone app
skiers can use to expose inaccurate claims.
So keep that ethical bar high—you never know when technology will get sophisticated enough to reveal wrongdoings.
Monitoring
Concern over managing a firm’s online image has led to the rise of an industry known as online reputation managementThe
process of tracking and responding to online mentions of a product,
organization, or individual. Services supporting online reputation
management range from free Google Alerts to more sophisticated services
that blend computer-based and human monitoring of multiple media
channels.. Firms specializing in this field will track a
client firm’s name, brand, executives’ names, or other keywords,
reporting online activity and whether sentiment trends toward the
positive or negative.
But
social media monitoring is about more than about managing one’s
reputation; it also provides critical competitive intelligence, it can
surface customer support issues, and it can uncover opportunities for
innovation and improvement. Firms that are quick to lament the very
public conversations about their brands happening online need to embrace
social media as an opportunity to learn more.
Resources
for monitoring social media are improving all the time, and a number of
tools are available for free. All firms can take advantage of Google
Alerts, which flag blog posts, new Web pages, and other publicly
accessible content, regularly delivering a summary of new links to your
mailbox (for more on using Google for intelligence gathering, see ).
Twitter search and Twitter clients like TweetDeck can display all
mentions of a particular term. And more advanced commercial tools, such
as Radian9, HubSpot, and CoTweet, monitor a wide variety of social media
mentions, provide metrics for ongoing campaigns and practices, and
gauge sentiment and spot opportunities for sales leads or customer
service.
Facebook
provides a summary of page activity to administrators (including stats
on visits, new fans, wall posts, etc.), while Facebook’s Insights tool
measures user exposure, actions, and response behavior relating to a
firm’s Facebook pages and ads.
Bit.ly
and many other URL-shortening services allow firms to track Twitter
references to a particular page. Since bit.ly applies the same shortened
URL to all tweets pointing to a page, it allows firms to follow not
only if a campaign has been spread through “retweeting” but also if new
tweets were generated outside of a campaign. Graphs plot click-throughs
over time, and a list of original tweets can be pulled up to examine
what commentary accompanied a particular link.
Location-based
services like Foursquare have also rolled out robust tools for
monitoring how customers engage with firms in the brick-and-mortar
world. Foursquare’s analytics and dashboard present firms with a variety
of statistics, such as who has “checked in” and when, a venue’s
male-to-female ratio, and which times of day are more active for certain
customers. “Business owners will also be able to offer instant
promotions to try to engage new customers and keep current ones.”
Managers can use the tools to notice if a once-loyal patron has dropped
off the map, potentially creating a special promotion to lure her back.
Monitoring
should also not be limited to customers and competitors. Firms are
leveraging social media both inside their firms and via external
services (e.g., corporate groups on Facebook and LinkedIn), and these
spaces should also be on the SMART radar. This kind of monitoring can
help firms keep pace with employee sentiment and insights, flag
discussions that may involve proprietary information or other
inappropriate topics, and provide guidance for those who want to
leverage social media for the firm’s staff—that is, anything from using
online tools to help organize the firm’s softball league to creating a
wiki for a project group. Social media are end-user services that are
particularly easy to deploy but that can also be used disastrously and
inappropriately, so it’s vital for IT experts and other staffers on the
social media team to be visible and available, offering support and
resources for those who want to take a dip into social media’s waters.
Establishing a Presence
Firms hoping to get in on the online conversation should make it easy for their customers to find them. Many firms take an embassyIn
the context of social media, an established online presence where
customers can reach and interact with the firm. An effective embassy
approach uses a consistent firm name in all its social media properties.
approach to social media, establishing presence at various services
with a consistent name. Think facebook.com/starbucks,
twitter.com/starbucks, youtube.com/starbucks, flickr.com/starbucks, and
so on. Corporate e-mail and Web sites can include icons linking to these
services in a header or footer. The firm’s social media embassies can
also be highlighted in physical space such as in print, on bags and
packaging, and on store signage. Firms should try to ensure that all
embassies carry consistent design elements, so users see familiar visual
cues that underscore they are now at a destination associated with the
organization.
As
mentioned earlier, some firms establish their own communities for
customer engagement. Examples include Dell’s IdeaStorm and
MyStarbucksIdea. Not every firm has a customer base that is large and
engaged enough to support hosting its own community. But for larger
firms, these communities can create a nexus for feedback,
customer-driven innovation, and engagement.
Customers
expect an open dialogue, so firms engaging online should be prepared to
deal with feedback that’s not all positive. Firms are entirely within
their right to screen out offensive and inappropriate comments. Noting
this, firms might think twice before turning on YouTube comments
(described as “the gutter of the Internet” by one leading social media
manager).
Such comments could expose employees or customers profiled in clips to
withering, snarky ridicule. However, firms engaged in curating their
forums to present only positive messages should be prepared for the
community to rebel and for embarrassing cries of censorship to be
disclosed. Firms that believe in the integrity of their work and the
substance of their message shouldn’t be afraid. While a big brand like
Starbucks is often a target of criticism, social media also provides
organizations with an opportunity to respond fairly to that criticism
and post video and photos of the firm’s efforts. In Starbucks’ case, the
firm shares its work investing in poor coffee-growing communities as
well as efforts to support AIDS relief. A social media presence allows a
firm to share these works without waiting for conventional public
relations (PR) to yield results or for journalists to pick up and
interpret the firm’s story. Starbucks executives have described the
majority of comments the company receives through social media as “a
love letter to the firm.” By contrast, if your firm isn’t prepared to be
open or if your products and services are notoriously subpar and your
firm is inattentive to customer feedback, then establishing a
brand-tarring social media beachhead might not make sense. A word to the
self-reflective: Customer conversations will happen online even if you
don’t have any social media embassies. Users can form their own groups,
hash tags, and forums. A reluctance to participate may signal that the
firm is facing deeper issues around its product and service.
While
firms can learn a lot from social media consultants and tool providers,
it’s considered bad practice to outsource the management of a social
media presence to a third-party agency. The voice of the firm should
come from the firm. In fact, it should come
from employees who can provide authentic expertise. Starbucks’ primary
Twitter feed is managed by Brad Nelson, a former barista, while the
firm’s director of environmental affairs, Jim Hanna, tweets and engages
across social media channels on the firm’s green efforts.
Engage and Respond
Having an effective social media presence offers “four Ms” of engagement: it’s a megaphone allowing for outbound communication; it’s a magnet drawing communities inward for conversation; and it allows for monitoring and mediation of existing conversations. This dialogue can happen privately (private
messaging is supported on most services) or can occur very publicly
(with the intention to reach a wide audience). Understanding when,
where, and how to engage and respond online requires a deft and
experienced hand.
Many
firms will selectively and occasionally retweet praise posts,
underscoring the firm’s commitment to customer service. Highlighting
service heroes also reinforces exemplar behavior to employees who may be
following the firm online, too. Users are often delighted when a major
brand retweets their comments, posts a comment on their blog, or
otherwise acknowledges them online—just be sure to do a quick public
profile investigation to make sure your shout-outs are directed at
customers you want associated with your firm. Escalation procedures
should also include methods to flag noteworthy posts, good ideas, and
opportunities that the social media team should be paying attention to.
The customer base is often filled with heartwarming stories of positive
customer experiences and rich with insight on making good things even
better.
Many
will also offer an unsolicited apology if the firm’s name or products
comes up in a disgruntled post. You may not be able to respond to all
online complaints, but selective acknowledgement of the customer’s voice
(and attempts to address any emergent trends) is a sign of a firm
that’s focused on customer care. Getting the frequency, tone, and
cadence for this kind of dialogue is more art than science, and managers
are advised to regularly monitor other firms with similar
characteristics for examples of what works and what doesn’t.
Many
incidents can be responded to immediately and with clear rules of
engagement. For example, Starbuck issues corrective replies to the
often-tweeted urban legend that the firm does not send coffee to the
U.S. military because of a corporate position against the war. A typical
response might read, “Not true, get the facts here” with a link to a
Web page that sets the record straight.
Reaching
out to key influencers can also be extremely valuable. Prominent
bloggers and other respected social media participants can provide keen
guidance and insight. The goal isn’t to create a mouthpiece, but to
solicit input, gain advice, gauge reaction, and be sure your message is
properly interpreted. Influencers can also help spread accurate
information and demonstrate a firm’s commitment to listening and
learning. In the wake of the Domino’s gross-out, executives reached out
to the prominent blog The Consumerist. Facebook has solicited advice and feedback from MoveOn.org months before launching new features. Meanwhile, Kaiser Permanente leveraged advice from well-known health care bloggers in crafting its approach to social media.
However,
it’s also important to recognize that not every mention is worthy of a
response. The Internet is filled with PR seekers, the unsatisfiably
disgruntled, axe grinders seeking to trap firms, dishonest competitors,
and inappropriate groups of mischief makers commonly referred to as trolls. One such group hijacked Time
Magazine’s user poll of the World’s Most Influential People, voting
their twenty-one-year-old leader to the top of the list ahead of Barack
Obama, Vladimir Putin, and the pope. Prank voting was so finely
calibrated among the group that the rankings list was engineered to
spell out a vulgar term using the first letter of each nominee’s name.
To
prepare, firms should “war game” possible crises, ensuring that
everyone knows their role, and that experts are on call. A firm’s social
media policy should also make it clear how employees who spot a crisis
might “pull the alarm” and mobilize the crisis response team. Having all
employees aware of how to respond gives the firm an expanded
institutional radar that can lower the chances of being blindsided. This
can be especially important as many conversations take place in the
so-called dark Web beyond the reach of conventional search engines and
monitoring tools (e.g., within membership communities or sites, such as
Facebook, where only “friends” have access).
In
the event of an incident, silence can be deadly. Consumers expect a
response to major events, even if it’s just “we’re listening, we’re
aware, and we intend to fix things.” When director Kevin Smith was asked
to leave a Southwest Airline flight because he was too large for a
single seat, Smith went ballistic on Twitter, berating Southwest’s
service to his thousands of online followers. Southwest responded that
same evening via Twitter, posting, “I’ve read the tweets all night from
@ThatKevinSmith—He’ll be getting a call at home from our Customer
Relations VP tonight.”
In
the event of a major crisis, firms can leverage online media outside
the social sphere. In the days following the Domino’s incident, the
gross-out video consistently appeared near the top of Google searches
about the firm. When appropriate, companies can buy ads to run alongside
keywords explaining their position and, if appropriate, offering an
apology.
Homeopathic cold remedy Zicam countered blog posts citing inaccurate
product information by running Google ads adjacent to these links,
containing tag lines such as “Zicam: Get the Facts.”
Review
sites such as Yelp and TripAdvisor also provide opportunities for firms
to respond to negative reviews. This can send a message that a firm
recognizes missteps and is making an attempt to address the issue
(follow-through is critical, or expect an even harsher backlash).
Sometimes a private response is most effective. When a customer of
Farmstead Cheeses and Wines in the San Francisco Bay area posted a Yelp
complaint that a cashier was rude, the firm’s owner sent a private reply
to the poster pointing out that the employee in question was actually
hard of hearing. The complaint was subsequently withdrawn and the critic
eventually joined the firm’s Wine Club.
Private responses may be most appropriate if a firm is reimbursing
clients or dealing with issues where public dialogue doesn’t help the
situation. One doesn’t want to train members of the community that
public griping gets reward. For similar reasons, in some cases store
credit rather than reimbursement may be appropriate compensation.
Who Should Speak for Your Firm? The Case of the Cisco Fatty
Using the
Twitter handle “TheConnor,” a graduating college student recently
offered full-time employment by the highly regarded networking giant
Cisco posted this tweet: “Cisco just offered me a job! Now I have to
weigh the utility of a fatty paycheck against the daily commute to San
Jose and hating the work.” Bad idea. Her tweet was public and a Cisco
employee saw the post, responding, “Who is the hiring manager. I’m sure
they would love to know that you will hate the work. We here at Cisco
are versed in the web.” Snap!
But this is
also where the story underscores the subtleties of social media
engagement. Cisco employees are right to be stung by this kind of
criticism. The firm regularly ranks at the top of Fortune’s
list of “Best Firms to Work for in America.” Many Cisco employees take
great pride in their work, and all have an interest in maintaining the
firm’s rep so that the company can hire the best and brightest and
continue to compete at the top of its market. But when an employee went
after a college student so publicly, the incident escalated. The media
picked up on the post, and it began to look like an old guy picking on a
clueless young woman who made a stupid mistake that should have been
addressed in private. There was also an online pile-on attacking
TheConnor. Someone uncovered the woman’s true identity and posted
hurtful and disparaging messages about her. Someone else set up a Web
site at CiscoFatty.com. Even Oprah got involved, asking both parties to
appear on her show (the offer was declined). A clearer social media
policy highlighting the kinds of issues to respond to and offering a
reporting hierarchy to catch and escalate such incidents might have
headed off the embarrassment and helped both Cisco and TheConnor resolve
the issue with a little less public attention.
It’s
time to take social media seriously. We’re now deep into a revolution
that has rewritten the rules of customer-firm communication. There are
emerging technologies and skills to acquire, a shifting landscape of
laws and expectations, a minefield of dangers, and a wealth of
unexploited opportunities. Organizations that professionalize their
approach to social media and other Web 2.0 technologies are ready to
exploit the upside—potentially stronger brands, increased sales, sharper
customer service, improved innovation, and more. Those that ignore the
new landscape risk catastrophe and perhaps even irrelevance.
Key Takeaways
- Customer conversations are happening and employees are using social
media. Even firms that aren’t planning on creating a social media
presence need to professionalize the social media function in their firm
(consider this a social media awareness and response team, or SMART).
- Social media is an interdisciplinary practice, and
the team should include professionals experienced in technology,
marketing, PR, customer service, legal, and human resources.
- While the social media team provides guidance,
training, and oversight, and structures crisis response, it’s important
to ensure that authentic experts engage on behalf of the firm. Social
media is a conversation, and this isn’t a job for the standard PR-style
corporate spokesperson.
- Social media policies revolve around “three Rs”:
representation, responsibility, and respect. Many firms have posted
their policies online so it can be easy for a firm to assemble examples
of best practice.
- Firms must train employees and update their
knowledge as technologies, effective use, and threats emerge. Security
training is a vital component of establishing social media policy.
Penalties for violation should be clear and backed by enforcement.
- While tempting, creating sock puppets to astroturf
social media with praise posts violates FTC rules and can result in
prosecution. Many users who thought their efforts were anonymous have
been embarrassingly exposed and penalized. Customers are also using
social media to expose firm dishonesty.
- Many tools exist for monitoring social media
mentions of an organization, brands, competitors, and executives. Google
Alerts, Twitter search, TweetDeck, Twitrratr, bit.ly, Facebook, and
Foursquare all provide free tools that firms can leverage. For-fee tools
and services are available as part of the online reputation management
industry (and consultants in this space can also provide advice on
improving a firm’s online image and engagement).
- Social media are easy to adopt and potentially easy
to abuse. The social media team can provide monitoring and support for
firm-focused efforts inside the company and running on third-party
networks, both to improve efforts and prevent unwanted disclosure,
compliance, and privacy violations.
- The embassy approach to social media has firms
establish their online presence through consistently named areas within
popular services (e.g., facebook.com/starbucks, twitter.com/starbucks,
youtube.com/starbucks). Firms can also create their own branded social
media sites using tools such as Salesforce.com’s “Ideas” platform.
- Social media provides “four Ms” of engagement: the
megaphone to send out messages from the firm, the magnet to attract
inbound communication, and monitoring and mediation—paying attention to
what’s happening online and selectively engage conversations when
appropriate. Engagement can be public or private.
- Engagement is often more art than science, and
managers can learn a lot by paying attention to the experiences of
others. Firms should have clear rules for engagement and escalation when
positive or negative issues are worthy of attention.
Questions and Exercises
- The “United Breaks Guitars” and “Domino’s Gross Out” incidents are
powerful reminders of how customers and employees can embarrass a firm.
Find other examples of customer-and-employee social media incidents that
reflected negatively on an organization. What happened? What was the
result? How might these incidents have been prevented or better dealt
with?
- Hunt for examples of social media excellence. List
an example of an organization that got it right. What happened, and what
benefits were received?
- Social media critics often lament a lack of ROI
(return on investment) for these sorts of efforts. What kind of return
should firms expect from social media? Does the return justify the
investment? Why or why not?
- What kinds of firms should aggressively pursue
social media? Which ones might consider avoiding these practices? If a
firm is concerned about online conversations, what might this also tell
management?
- List the skills that are needed by today’s social
media professionals. What topics should you study to prepare you for a
career in this space?
- Search online to find examples of corporate social
media policies. Share your findings with your instructor. What points do
these policies have in common? Are there aspects of any of these
policies that you think are especially strong that other firms might
adopt? Are there things in these policies that concern you?
- Should firms monitor employee social media use?
Should they block external social media sites at work? Why or why not?
Why might the answer differ by industry?
- Use the monitoring tools mentioned in the reading to
search your own name. How would a prospective employer evaluate what
they’ve found? How should you curate your online profiles and social
media presence to be the most “corporate friendly”?
- Investigate incidents where employees were fired for
social media use. Prepare to discuss examples in class. Could the
employer have avoided these incidents?
- Use the monitoring tools mentioned in the reading to
search for a favorite firm or brand. What trends do you discover? Is
the online dialogue fair? How might the firm use these findings?
- Consider the case of the Cisco Fatty. Who was wrong? Advise how a firm might best handle this kind of online commentary.