24 May 2011

Overells have joined the world of social media 

You may have been wondering what the new icons on our newsletters and website (one to 'like' us on Facebook and another to 'connect' with us on LinkedIn) are all about.

As you know, we aim to be at the forefront of technology and we have recently attended seminars, webinars and training sessions to see what all of the fuss of social media is about.

The research we have done has indicated that social media can be a growth tool for businesses and, by selecting the right social media site, it can potentially help both personally and professionally in a number of areas, including:

  • reputation and credibility
  • prospect identification and conversation
  • networking
  • recruiting
  • customer relations, service and brand enhancement

It is important to note that different sites bring different value and it is important to consider the impact each site might have on your customer base to find out which are best for you. 

In our case, we started with the idea that we wanted to

  • extend client communication methods
  • have a collaboration tool/way to share information between staff
  • keep in touch with alumni
  • have a lead in for potential employees

and decided that Facebook and LinkedIn are the best options for us.  We are also trialling "Yammer", which we are finding to be a handy collaboration tool for staff/company matters.

If you are in, or interested in joining, the social media world, we would like to join your network –

Click here to like us on facebook

Click here to connect with our company on LinkedIn, from there you can connect to our staff members

Even if you don't decide to start your social media campaign, it is still important that you consider implementing a social media policy in your business for your staff to abide by – we have all heard the stories about people commenting about work issues on Facebook and facing unemployment.  Some tips to consider for your policy are:

  • limit social media during working hours (note: you can stop employees from networking during work hours however, if you expect flexibility, you need to show it goes both ways;  consider it in terms of the smoking era – this is comparative but healthier)
  • be clear about how much employees can divulge about the company
  • effectively communicate that defamation or harassment will not be tolerated - defamation still applies to online posts
  • prohibit employees from disclosing confidential or sensitive information
  • communicate social media rules as part of formal training
  • spell out copyright/plagiarism rules
  • be careful not to impinge on workplace rights
  • include details of the disciplinary consequences
  • include post employment obligations

We would be interested in any comments or experiences that you would like to share – possibly by adding to either our Facebook wall or LinkedIn connection. 

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This Newsletter, of necessity, has dealt with matters of a technical nature in general terms only. Clients should contact us for detailed information on any of the items in the Newsletter. No responsibility for loss occasioned to any person acting or refraining from acting in reliance upon any material in this Newsletter can be accepted by any member or employee of the firm.

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