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Balancing Your Time on Social Media

April 8th, 2010

Wine & Hospitality Ezine

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Balancing Your Time on Social Media


I've been asked a lot lately, mostly from people not yet venturing into social media, how people balance their time, now that they have to manage a fan page, tweet, and so on. I know the answer I give: Figure out how much time you have to put into it, and then schedule that time, work it and move on. However, I also know that for many it isn't that easy. Social Media can be quite "sticky." Meaning it has a somewhat addictive quality, and some people find themselves going back more than they anticipated to check a comment, see what's happening, and connect with their friends or fans.

There is a natural tendency for people to get caught up in the latest craze, to the extent that they can neglect to continue doing the things that worked effectively in the past, or may even neglect other necessary aspects of their job.

I wanted to find out how you are managing your time on social media. Is what you are doing working? Do you feel you've reached that perfect balance? Or do you feel out of control?

I created a brief survey - if you take it (it will take less than a minute) you will also immediately get the results. I also share the findings next week.

Please, take the survey; and thanks in advance to those of you who do!

- Margie





Do you help with your or Social Media coaching? Call me at 707-933-0687 or email me!


Connect with me on WineAndHospitalityNetwork.com, Facebook, Twitter, LinkedIn, FourSquare or GoogleBuzz!




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Posted in Employee Management / Employers, Social Media | Send feedback »

Intuition in Business, Are You Your Own Best Advisor?

March 31st, 2010

Wine & Hospitality Ezine

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Intuition in Business, Are You Your Own Best Advisor?


I received a call last week from a business owner who was looking for some advice. It seems that she had a new client (she is a service provider in the hospitality industry) who was referred by another client. She told me that right from the beginning, this new client wanted to change what her typical agreement is. He wanted to negotiate a lower hourly rate, then a shorter number of minimum hours. By the time she called me they had gone through 4 revisions of the contract (and this was only a small job, for one partial day).

She said she was worried, because she felt like he had negotiated her down to the point that she wouldn't be able to provide the level of service she was known for. She didn't know what to do.

I'd like to say I gave her some sage advice, and saved her business. I didn't though, all I told her was exactly what she already knew; she needed to fire her client. She questioned herself (and me) a bit, however in the end , did exactly that. She simply wrote to the client and told him that she would need to remove herself from the negotiations, because she felt she was not going to be able to provide the service he expected within the parameters.

A load was lifted, she no longer had this weight on her shoulders, the client quietly went away, and she didn't have to go through a miserable day working for someone that was not going to appreciate it. The interesting this for me, is why didn't she listen to her own intuition? It started with the first phone call with the client and continued to grow until she fired them - she intuitively knew it was a poor fit.

I know I have done this myself, and I bet most of you have too. These are hard times, we all want business, sometimes maybe even at our own peril. What is intuition, and why do we sometimes heed it and other times not?

Intuition is a powerful tool that we all have and all utilize to some extent.We call it our gut, a hunch, a feeling, etc.However, sometimes when it comes to our business we dismiss our feelings, perhaps especially around financial decisions.

Wikipedia:

Intuition:

  • Intuition (philosophy), the act by which the mind perceives the agreement or disagreement of two ideas.
  • Intuition (knowledge), understanding without apparent effort.

Michael Ray, PhD. taught Personal Creativity in Business in Stanford's MBA program. Dr. Ray relates five truths about intuition; he claims that if people begin to live with these truths, they begin to develop their intuition in remarkable ways-in business and in life.

His five truths are:

  1. Intuition must be developed. Each of us has intuition within us, but we must accept the responsibility for our individual style of intuition and its development.

  2. Intuition and reason are complements. It is the combination of reason, experience, information and intuition that is so powerful.

  3. Intuition is unemotional. It is paying attention clearly to the most appropriate alternative that comes from the creative Essence.

  4. Intuition requires action. Follow-through is key to successful use of intuition in business. It requires timely hard work.

  5. Intuition is mistake free. There will always be "rational" reasons to support intuitive leaps. Beyond this we must have absolute faith that the intuitive part of us does not make mistakes.
On of my goals is to spend more time truly listening to my self. I think that to do so requires some quite time, some time to simply be alone and not working on a task - or multi-tasking! A hard balance perhaps in these lean and busy times. As it feels like time is constantly speeding up, perhaps we all need to slow down. And listen...


Do you feel you take the time to listen to your intuition as much as you should? Let me know!

- Margie






Do you need a customer service survey? Employee satisfaction survey? Social Media coaching? Call me at 707-933-0687 or email me!



Connect with me on WineAndHospitalityNetwork.com, Facebook, Twitter, LinkedIn, FourSquare or GoogleBuzz!





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Posted in Restaurant Management, General, Employee Management / Employers | 9 feedbacks »

HR vs Quality Candidates, who will win?

March 23rd, 2010

Wine & Hospitality Ezine

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HR vs Quality Candidates, who will win?


I recently received a call from a client who was unhappy with the responses they were getting from a job posting. No, not because they were not getting enough response, but because they didn't actually want any response! (I'll call this person X).

X said that they preferred not to receive resumes by email at all (all that clutter in the inbox!), that they actually want all applicants to follow a certain procedure to apply for any job. I assured X that of course I would update all their postings to include this information and would remove their email address completely.

I must admit that I was a bit surprised when I received the information: "all applicants must apply in person, from 11AM - 1PM on Tuesday and from 2PM - 4PM Wednesday only." There was only 4 hours per week when applications were accepted, and only in person! Of course for me, this begged the question: Was the goal to make the process as easy as possible on HR or to hire the best applicant for each position?

I often think that people get bogged down with work, and in the process of trying to make it easier on themselves, loose focus of the goal, which in this case should have been to hire the best talent possible. It might be a good time to take look at your recruiting process and make sure you aren't making some of the most common mistakes:

-Only taking applications in person, with no regard to the level of the position. Yes, of course for entry level or mass hired positions, this may be the only practical way to do things, however may companies apply a standard such as this across the board to all levels. Many candidates do not wish to walk through the lobby of your business to apply. They maybe working and would prefer to discreetly send in a resume to see if you have an interest in them.

-Having overly restrictive hours that a candidate can apply, such as the company above. Many candidates (and often the best ones) are already working and you may miss out on them if their schedule doesn't give them much time off or flexibility.

-Posting "no phone calls" in ads. Back when I was a recruiter for a NW Restaurant chain, all ads I placed said "Phone calls gladly accepted." Was I overwhelmed with phone calls? No. But it meant I got calls from great candidates who simply had a question or two before applying.

-Having a recruiting message at odds with your company philosophy. So many companies describe their company culture in way that is completely at odds with their recruiting message, i.e. companies that state they have an open door policy and team environment, yet state "no phone calls" "do not apply in person", etc. Your recruiting message is the first impression a candidate will have of your company and company culture. Make sure it reflects what you want it to.


What's working for you? Let me know!

- Margie





Do you need help with your social media strategy or a recruiting strategy make-over? Call me at 707-933-0687 or email me!



Connect with me on WineAndHospitalityNetwork.com, Facebook, Twitter, LinkedIn, FourSquare or GoogleBuzz!



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Posted in Job Seekers / Career Tips, Human Resources, Employee Management / Employers | 12 feedbacks »

Social Media: A Boon or a Bust for Candidates and Employers?

March 10th, 2010

Wine & Hospitality Ezine

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Social Media: A Boon or a Bust for Candidates and Employers?

According to a study conducted by Harris Interactive for CareerBuilder.com, 45 percent of employers questioned are using social networks to screen job candidates, more than double from a year earlier, while another survey found that 22 percent of employers were researching potential hires on social media sites like Facebook, MySpace, Twitter and LinkedIn.

The study, which questioned 2,667 managers and human resource workers, found that 35 percent of employers decided not to offer a job to a candidate based on the content found on one of more of the sites.

Facebook was the most popular site for employers to checkout candidates, followed by LinkedIn and MySpace, with only 7% following job candidates on Twitter.

Over 50% of the participating employers said that photos that were provocative or in poor taste were the biggest factor contributing to a decision not to hire, while 44 percent of employers referenced drinking and drug use as contributing factors.

Other negative attributes included bad-mouthing of previous employers and co-workers and poor online communication skills.

Have you used social media to check up on employees or candidates? If so, have you fired, or not hired, based on what you saw? Let me know!

- Margie





Do you need help with your social media strategy or training? Call me at 707-933-0687 or email me!



Connect with me on WineAndHospitalityNetwork.com, Facebook, Twitter, LinkedIn, FourSquare or GoogleBuzz!






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Posted in Human Resources, Social Media | 5 feedbacks »

7 Steps to Creating a Social Media Strategy

February 25th, 2010

Wine & Hospitality Ezine

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7 Steps to Creating a Social Media Strategy

 

Facebooktwitterjuggle1. Assess where you are now.

How knowledgeable are you about Social Media? What site(s) are you currently using? Are you currently engaging with others through Social Media? What are you using Social Media for: the keep up with friends/acquaintances, to share photos or videos, to post information, to gain information, to meet new people, to network within your industry? How comfortable are you using Social Media? How much time are you willing to invest in learning?

2. Find out where your customers already hang out online.

Survey your customers to find out what sites they are already using and to what degree. Ask where they might be interested in connecting with you. If your customers aren't on Twitter, then there's no point in you being there. (If you need help with a survey, email me or call me at 707-933-0687).

3. Define how much time you have to invest in Social Media.

If you are willing to invest 20 minutes a day, plan where it is going to be most effectively spent. Rather than trying to participate in all of them, begin with one or two that seem to make the most sense for you and your business. Be sure to budget some time for sites that you are already on - whether you choose to be or not - such as Yelp and FourSquare.

4. Evaluate how you wish to engage your customer through each channel.

For instance, you may decide that you will use Twitter mostly to send updates and information, and you will use a Facebook Fan Page to create conversations and build loyalty. Is you goal to create loyalty, push out information, increase customer service, increase sales?

5. Build your page and add content prior to inviting your customers to connect with you.

No one wants to be invited to an empty page, nor follow someone with no posts. There should be enough posts/content for someone to evaluate whether or not they wish to connect with you. Build your page on Twitter, Facebook or GoogelBuzz and manage it for a couple of weeks as if you have an audience. Take the time to find your voice and work out the kinks.

6. Invite people to connect with you.

Add your Social Media URLs to your menu, business cards, receipts and email signature. Some companies even have special cards printed up and available with all their social media listed so customers can find them where they wish. Engage with others and participate in their conversations - it is a two-way street!

7. Engage with your customers!

I can't tell you how many fan pages I go to that have post after post from a company just tooting their own horn. That's not engagement, it's not interesting, and it generally does not create sales. When someone posts on your page or responds to your posting, engage them in conversation. If they ask questions, answer them. I find the split screens (that are optional on facebook fan pages) between company posts and fan posts to be a total disconnect. Much like trying to have a conversation with someone when you are in two different rooms.

It's not rocket science, but it does take time, effort and thought. So get out there and be social!


- Margie





Do you need help with your social media strategy or training? Call me at 707-933-0687 or email me!



Connect with me on WineAndHospitalityNetwork.com, Facebook, Twitter, LinkedIn, FourSquare or GoogleBuzz!



Posted in Job Seekers / Career Tips, Social Media | 3 feedbacks »

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    • When Good Ideas Become Bad Policy
    • Balancing Your Time on Social Media II - The Survey Results
    • Balancing Your Time on Social Media
    • Intuition in Business, Are You Your Own Best Advisor?
    • HR vs Quality Candidates, who will win?
    • Social Media: A Boon or a Bust for Candidates and Employers?
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