Everyone is talking about social media and social networking as marketing tools these days. Reaching consumers in the online world is affecting every marketing decision made by CEOs and CMOs today, imposing drastic effects on our business.
We are the experts on digital marketing for our clients – recommending new ways, through social media and networking, to connect their brands to their consumers. In order to do this, we must have employees in place who are familiar with the digital world. Employees who not only know the digital lingo, but can efficiently work their way through the maze that is the online world. An up and coming, savvy advertising/marketing professional should be able to speak the social media language and navigate the digital seas. And, for folks who have been in the business for a while, you should be quickly getting yourself up to speed, or Generation Y will quickly pass you by.
As I pointed out in a previous post, much of the impetus for this blog is an ongoing conversation with Crystal Peterson, Doe Anderson’s Sr. VP and Director of Human Resources, about the deliniation between an employee’s right to have a personal life online and the company’s right to monitor it. While I promise Crystal is preparing a blog post on that and other topics for us to devour, Jeremiah Owyang’s post today offered some advice on trust and the employer/employee relationship. I think it points out a simple, yet effective approach to social media/social networking policy: