Building and Sustaining Employee Advocacy

5 Practices for Building and Sustaining Employee Advocacy

Building up an employee advocacy program and implementing is a very difficult task. Ensuring that the employees of the organization are excited and pumped about sharing the organization’s posts is another ball game. Taking care of an employee advocacy tool is not a cake-walk.

Employees are the most important and powerful resource. Their inputs and efforts can make any program successful. They are an integral part of the organization.

Below mentioned are five best practices for maintaining and sustaining an effective employee advocacy program.

1. Gather Feedback

Feedback, though it is the last on the list of any program but is the most important on that list. Feedback is an essential practice as the organization can then work on the flaws or the requirements of the employees that they feel are necessary. Their valuable words give the organization insights about what content clicks and what can generate engagement.

2. Make Sure It Lasts Long

The programs hype shouldn’t just be for the hype of it. It must sustain itself and that is only if the employees find the content relatable and boosted to share. They need to be connected with the program throughout its journey.

3. Encourage Internal Advocacy

The organization must encourage people to share more content internally;  Group chats. This only shows that the fellow employee advocates are appreciating the content the employee shares, which helps him sure more of it. This develops a habit of sharing company related news and getting them more involved. Eventually, the employees of the company started sharing content about the company.

4. Include Non-Company Content

While internal advocacy is encouraged the  organization must not disregard any outside content on the chat. Knowledge is good. But this knowledge should be in and around the organization’s framework. It could be from any other source. This only helps them develop a liking and understanding of what the world has to say as well. Giving them more insights to grow knowledge and implement it while working. While sharing non-company content the employees feel a sense of thought leadership and that’s how to like being.

5. Encourage Two-Way Dialogue

Employees would love to see their ideas coming to life and when someone is there to listen, they’re more engaged. Having an opinion on what content could go out gives them a sense of trust and respect. They feel more involved and get more into the advocacy program.  

These five practices can certainly sustain a company’s employee advocacy program. It’s about giving and taking. The company needs to be there for the employees and that’s when the employees will reward them by standing strong with the organization.


Employee Retention: Key For Organizational Success

Organizations work hard to make it big. They struggle so hard to make sure that their business plan is working out. They cover different aspects with a strong business plan. One of them includes employee retention. This may not sound like a very strong tool for the success of the business but the truth is it is a very important one.

Employees are the one’s keep your organization going. As an organization, it becomes your duty to ensure that the employees are enjoying their work. You have to ensure that to the employees the work is more than just the salary that makes them stick around.

Employee retention plans are essential to make sure the employees are there with the organization.

The plans must include the following:

Reward the Employees: Any employee would love to be appreciated for the service they provide. The organization can make a provision of a quarterly award for the best employee. This could consist of awards for different profiles. Depending upon the budget they can also dedicate an award for employee of the month. This gives a boost and motivates the employees to work harder and push them to achieve larger goals. Also, these rewards if in cash or kind should be given with a delay to make sure that the employee sticks around for the same.

Career Development Counseling: Every employee is tensed about their future and career. As an organization, you can deliver certain business beneficial sessions to straighten their thought. They could also be given knowledge by having a course set up which is beneficial for the organization and of the interest of the employees. This expense should be taken up by the organization, provided they score a certain amount of a percentage during the entrance test. The course must have limited seats. The organisation can ask them to sign an agreement of sticking with the company for a number of years. This will retain the employee from leaving the organization. This will enhance the employees trust in the organization and will also increase their knowledge. Eventually, it would result in employees trusting and sticking around with the organization.

Power Their Performance: An employee would love to have an extra chunk by the end of the month or so, the organization can set up bonus targets to boost the employees to work harder for the goals set by the company. The organization must make sure that this bonus must be planned out well and not burden the company’s pockets. This eventually will lead to higher employee engagement and may deliver a good response on the company’s growth chart.

Work with a Friend: Organization can shell out an amount for those employees refer the company to their friends. It means if a person joins the company through an employee’s reference, the employee will be granted a certain monetary bonuses. This helps in reducing cost while scouting and also encourages the employees to get more and more employees for more bonuses. The employee could be given the referral bonus at end of 6 months, to ensure he sticks around while the money is on hold. Loyalty Bonus

Organizations can discuss loyalty bonus plan with its employees. If the employee serves the company for a certain number of years, then, he is entitled for a loyalty bonus (a good amount). This encourages the employee to be within the company, to reap the benefits.  It can be in the form of money or position This can be in the form of Money or Position.

Availability of Managers: Most employees quit because of their bosses. The relation is a vulnerable one. If this relationship is nurtured, then the employee wouldn’t mind being a part of the organization regardless. It also means the managers must be available for doubt clarification and must encourage the employees. The building of a good team is the key to employee retention.

“A bargain ain’t a bargain unless it’s something you need.”
Maureen O’Connell, Scholastic.