Social Media Mistakes

I wanted to start this Monday out talking about social media. I get asked about this topic often, and I don't feel the basics are covered. I read article after article online that discuss HTML5 coding and the SEO debates, but hardly nothing exists on the basic mistakes associated with social media use.

First, let's talk about your profiles. All of your social media profiles should link to one another and they all need to list your basic biography / boiler plate. Make sure you have both your phone and email contact information visible too. If you have a maiden name or nick name, list them within the confines of your profile's content to ensure searchabilty. Publishing an incomplete social profile is a major mistake and yet it happens a lot.

Pitching products through your social media accounts is also frowned about. Think of using Twitter like a walk down a virtual street. If someone jumped out at you and screamed "buy this product now", you would be annoyed! Instead, if someone walked up to you and said, "Hey, I see you're reading ABC. I loved that book so much that I wrote a more indepth version dedicated to the research of C. Here's some more info. if you want it," the sale would go smoother and you would create a REAL connection.

Finally, don't have an autoresponder do your work for you. Social media is about posting and joining live conversation in present time. I don't know how you can schedule present time two Sundays from now, but I see companies doing this all day long. Post to your own social media accounts or hire a live person to write them (and engage people) for you!

Until tomorrow,
Twyla N. Garrett

The Company Handbook. Yes, You DO Need One.

Small business owners are busy people. There are soooo many hats to wear. I always get asked about employee handbooks. When a company has less than ten employees most business owners feel the handbook is a waste of time. It is not. In fact, the handbook can save you from a lawsuit.

I've posted before and I will post again on the importance of putting policies and procedures in writing when hiring an employee. All documents should be reviewed by an attorney, even if you only have one employee. Your policies on sexual harassment reporting and general discipline procedures need to be covered. Not having a reporting system or general procedures in place can make you liable as an employer trying to correct behavior- even if the employee did something wrong.

I always suggest you have a lawyer review the handbook and ensure he or she includes a disclaimer stating clearly that the manual is in no way a legal contract. This way if you have to change a policy, you can and do so easily. Also, creating the handbook isn't enough. You have to have each employee sign a statement stating they have read the handbook, hold no questions about the policies and understand, agree and will abide by all the policies and procedures within it. I like for employees to receive and sign for new handbooks yearly, if not every six months months.

If you need help developing an employee handbook please contact me. I will be happy to send you personal suggestions before you have a legal review performed.

Twyla