The previous year, our employees here in San Diego were responsible for generating hundreds of new inquiries for our Law Firm.
They regularly spread the word about the company at gatherings such as parties and networking events, as well as on social media.
One particularly noteworthy illustration of this can be found at the most recent get-together that our team had a few weeks ago. A friendly competition in the kitchen was one of the things that we had on our agenda for the day.
Within the allotted amount of time, each team was tasked with devising a recipe that utilised only the items that were supplied to them. It was essentially our version of MasterChef. (It’s a good thing that Gordon Ramsey didn’t have to rush in to put out any fires!)
Our staff LOVED it! They were having a good time, taking pictures, and enthusiastically sharing the photos with their followers on Instagram.
As a direct consequence of this, I started receiving direct messages from people who wanted to know how my law firm could assist them with their immigration issues.
They did it on their own without any prodding from me. They automatically post on social media and talk about the company when they are away from the office; I never ask them to do either of those things. We don’t have to spend any additional money on lead generation as a result of the fact that our team spreads the word about our company and generates hundreds of leads for us every year through word of mouth.
If your workers are not actively motivated and inspired to talk about and promote your company, you are passing up a significant opportunity to acquire highly qualified leads.
Consider the following:
Everyone discusses their work, but the question is whether or not the comments are complimentary or critical.
Because of this, I’m going to give you five different ways to create “employee-advocates” for your company in this blog post so that you can tap into the potential of this untapped marketing machine for your company.
But before I can tell you what they are, it is essential that you have a solid understanding of what it means to have employees who act as advocates for your company as well as the larger impact that they will have on your company.
What exactly does it mean to be a “employee-advocate”?
An employee advocate is a member of staff who endorses your products or services, attests to the quality of the work you produce, places their faith in the direction provided by management, and is passionate about making a positive contribution to the organisation as a whole.
They find motivation in the work they do and the people they do it with. And they do not require any encouragement to recommend your company. Your most ardent supporters are going to be your own employees.
Why is it critical for you to have employee-advocates in your organisation?
It has already been established that everyone discusses their work; the question now is what exactly people say about their jobs.
What is it that you want your employees to talk about when they are catching up with their families during the holidays, when they are socialising with their friends after work, when they are standing in line at the grocery store, and when they are attending networking events?
When people speak favourably about you and your company, the following are some potential outcomes:
The community will have a more favourable impression of your company if you do this.
As a result of the word that is spread by your employees, a greater number of people will be inspired to work with you. This is due to the fact that people prefer to conduct business with those whom they like and can relate to.
You will see an increase in both sales and leads.
Even when they aren’t on the clock, it’s likely that employees will talk positively about their jobs when they are at social gatherings. The question “What do you do?” will elicit a proud response from them, followed by the sharing of their place of employment and their contact information.
Your Organization’s Culture and the Morale of Its Employees Will Noticeable Boosts
Imagine the positive effect it will have on your company if each of your workers looks forward to going to work, assisting customers, participating in projects, and making a significant contribution to the achievement of the business’s objectives. What sort of culture would that instil within your company if you did that? How much quicker do you anticipate the expansion of your company?
Have I yet succeeded in persuading you that you should turn your employees into your biggest advocates?
Let’s look at five different ways you can accomplish that right now.
Convey to Them That You Trust Them
The relationship of trust is a two-way street. Both the leader and the employees under his command should have faith in one another and in their superior.
When an employee places their trust in you as their leader, they feel like they are a part of the mission that you are working toward, they share your passion, and they are motivated to perform to the best of their ability. As a consequence of this, your staff members have a sense of pride in working for your company, and they share positive feedback about it within their social networks.
The employees at my company are given the autonomy to approach the tasks at hand in whatever manner best suits them. Even if they don’t finish everything exactly how I would like them to, they’ll still get the job done in their own unique way with flair and style. This demonstrates that I have faith in their one-of-a-kind skills, capabilities, and talents.
How can you demonstrate to your team that you have faith in them?
2) Engage in one-on-one conversation with each individual. Often!
The average workweek for an employee is pretty long. In some instances, they devote a greater proportion of their time to their jobs than they do to their families. Therefore, in that sense, you are a member of their family.
Learn more about them as a person. Inquire about their development at work, their achievements, their major victories, or even their criticisms. In addition to that, make an attempt to connect on a personal level with the members of your crew.
I make it a habit to have one-on-one conversations with everyone of my staff at least once a week. I have a real interest in learning more about them and what is going on in their life, such as how Jessica is doing after her surgery and how Grace’s daughter is doing in school.
These conversations can take place at your workplace, in the break room, or even in a coffee shop down the street, whichever is most convenient for you. It is not crucial where or when you make the connection as long as you are the one who takes the initiative to do so and continues to cultivate the relationship.
Encourage Individual Development and Growth
They can’t help but show up more forcefully in their social life when you become the catalyst for the personal growth of the people on your team, which gives them a fantastic cause to express their excitement and thankfulness for the company with others and encourages them to do so.
Recently, in an effort to inspire and encourage the women who work in our office, we hosted a speaker on the topic of female empowerment. I also paid for one-on-one sessions with the specialist for a few of the ladies who expressed interest in receiving extra assistance from him. In another case, we decided to bring in a sales coach to provide instruction to the employees for a period of a few months.
Because of these measures, the personnel here is more inspired and more equipped to contribute to the overall growth of the company as a unit. When everyone on the team is pulling their weight and functioning as a unified entity, it’s a terrific feeling.
Some modern businesses go so far as to pay for their workers to take classes or participate in ongoing education outside of the office in order to foster personal development.
It is okay if you are unable to financially support the self-improvement of your employees; however, you should be flexible and investigate other ways that can add value to the contribution of your employees. This is the advice I have for those of you who are growing your team and investing in great talent.
4: Provide Assistance to Employees Regarding Vacation Time If at all possible, in a lovely manner.
You must have experienced burnout at some point in your career as an attorney. The routine consists of spending long hours in the office, attending many meetings, and piling up mountains of paperwork. Many times, your workers are also assisting you in the navigation of your business by putting in extra hours.
Employee burnout is a common problem that can result in diminished energy levels and a loss of drive for workers. Productivity and morale are both negatively impacted when issues are not handled in a timely way, as is the case here.
As I indicated before, a solid one-third or perhaps even two-thirds of each employee’s 24 hour workday is already spent at the office. It is essential that they be acknowledged for their work and provided with opportunities to spend time with their family.
The typical amount of time spent on vacation at our company is between two and three weeks, while some of our senior employees take breaks lasting several months at a time. At other times, workers are free to leave early if they need to, and the flexibility of our office’s schedule is something that we greatly value.
It’s possible that at this point you’re thinking, “Wait a minute, but it seems illogical to allow my staff go on extended holidays while expecting them to work long hours.”
Because of my past experiences, I can declare with absolute certainty that providing a substantial amount of vacation time as an incentive for my staff has enabled me to obtain greater output from them while simultaneously preventing them from becoming overworked.
5: Host Fun Activities
People adore having fun.
People like telling their friends and followers about the wonderful times they’ve had almost as much as they enjoy actually experiencing those fun times themselves.
Therefore, if you organise exciting activities, your employees will have a great time together, which will result in a memorable experience that they will want to talk about with their friends and/or post about on social media (like my employees did with our cooking competition).
In a nutshell, you should strive to provide your workers with a justification for speaking well about both you and their employer. Everyone discusses their work, but the question is whether or not the comments are complimentary or critical.
I have high hopes that the following advice will assist you in transforming your workforce into ardent supporters and devoted ambassadors for your company, just as they have done for our company.
Do you believe that your workers can serve as advocates for the success of your company? If this is the case, what are some of the ways you encourage others to share the information with others?