How can you choose the right employees for your publicity efforts?

Selecting the right employees for publicity efforts is crucial. I focus on a combination of skills and cultural fit. Look for individuals with strong communication skills, a deep understanding of our brand, and a passion for storytelling. Beyond that, I prioritize creativity, adaptability, and a proactive mindset. Cultural alignment ensures they embody our values, enhancing the authenticity of our publicity efforts. It's about building a team that not only executes tasks effectively but also embodies the spirit of our brand in every interaction. #Publicity #TeamBuilding #EmployeeSelection

I am pursuing a content-driven social media and media engagement strategy for Bairnsdale Regional Health Service. A regional hospital is a vital part of the community. Our communications suite reflects the great work, patient-first philosophy and innovative approach our workers take to serving our community. The workers that I select for promotional work present themselves because of the work they do. It's my job to find the best avenue to tell those stories. The key for a comms manager in a role like mine is to listen for potential stories, use your news sense and, in some cases, convince a staff member that their work is worthy of attention. Some hospital staff simply don't realise that their everyday work is a great yarn to others.

Two words crucial to any work we do: Goals and Objectives. Finding the right people to do publicity is a crucial part of any organization that wants to ensure their message is authentic, accurate and on brand. Once you set a goal - then you create objectives and assign those tasks to employees. However, you also have to ensure your staff have time and right motivation to take on these tasks. Public Relations is a skill and requires more than knowing how to log into a social media account. Creating content takes time. It also requires an understanding of the goals and a desire to create messages that resonate for: sales recruiting retention Or all of the above. Content development and execution IS a skill.

It starts with the leadership. 1)CEO needs a firm idea of the company's mission/direction before investing in marketing headcount or outside agency. 2) Top team needs alignment with the above 3)Bootstrappers or early stage co's: enlist an experienced fractional leader to help you make noise at the right time. Give them C-Suite access. (Organizationlike TheBoard (wearetheboard.com) can activate a network of pros w/funtional/vertical expertise) 4) This fractional exec can design an in-house team and/or run a search for an agency or in-house hire 5) Ask that fractional to build/mentor in-house/agency teams. 6) A good fractional exec makes themselves obsolete but can be ready to re-activate as needed.

Employees can be powerful brand ambassadors if they are strong communicators. They can share what your organization is doing more widely with their networks and humanize complex issues/initiatives as a part of larger corporate communications strategy. A good litmus test: Take a look at how they relay company-related news/updates on LinkedIn, on their own accord. Do they add personal context, making it relatable and meaningful to them and their connections? Do they write and explain an idea clearly, with no typos or grammatical errors? It's also important that the employee believe in what the company is doing. Now more than ever, people want and need truthful, personal storytelling about companies, their employee experiences, etc.

In addition to this, you need to go over the process, the expectations, time commitments. This experience may very well be new to this person, so ask questions to make sure they understand and are prepared. No question is too small because it gives an opportunity for the individual to think through a step. It also allows you to offer your own professional insights.

Pour moi, tout commence par l'implication de la personne dans la société. Un collaborateur peut être excellent acteur ou rédacteur, mais si l'implication n'y est pas ou pas assez, inutile de se baser sur cette personne. Donc astuce numéro un, motivez vos troupes !