Among Anol’s many questions, one particularly touched the very foundation of my arguments for enhancing social connectivity in the workplace. Here it is, paraphrased.

Not an easy question to answer. I have argued for leadership figures to lead and implement fundamental changes to encourage open discussion and endorsement of employer’s brand. It is a tall order, as Anol pointed out, because the undertaking seeks to overhaul culture that has probably been ingrained for years within an organisation (especially true in a Singaporean context, many examples of conservative people structures exist). Is there another way in then?

Finding out later that Anol is an Apple fanatic and aficionado was an important discovery (particularly in that moment). The immediate answer then (not the answer, but probably one of many probable answers and solutions) became more apparent to me.

Selling Cool

About a month or so ago, I swallowed my ‘Google boy’ ego, bit the bullet, took a vow of geek celibacy and resolved to remain above the fray:

Technology serves a purpose in making our lives better, so the more of my peers, seniors at work and people in general adopt the smartphone as a tool for learning, the better I will feel. Everyone has the right to access real-time information and knowledge, just as I do, for work or daily life. In any case, I do openly admit that the iPhone is such a usable, intuitive and easy-to-use device. And most certainly not everyone needs a ‘WIFI hotspot’ in their pocket.

But I also realised something that will not keep Apple down or weaken it in the face of competition from the likes of Motorola, Samsung, HTC or any of the other mobile device manufacturer. Simply because…

You can only fight cool with cool.

Let’s face it, Apple is the epitome of cool. No doubt about it. The real hook in their messaging to customers and their admirers is that ’you can be cool’. Anol mentioned a Don Norman’s concept about us wanting to see ourselves in the objects that we own (correct me if I’m wrong). That’s exactly what Apple addresses in its ads. Apple sells you ‘cool’, a state of mind enhanced by how you think others will perceive ‘you’. Here’s a comparative study using video ads. Watch this iPod ad from Apple.

I brought back the iPod ad because it was the beginning of Apple mad love for most ‘non-design’ people that ultimately led to the current obsession with the iPhone. Now contrast that with this Motorola ad for the Droid. “Android 2.1”? “Xenon Flash”? Only the geeks will truly appreciate it. Sterile.

Here’s where Apple triumps again. Nothing in the following video mentions the iPhone (except the end caption). What Apple did was to connect that delicate human moment with the iPhone 4. No hard sell, but gentle tugging at our emotions. Cool.

Now this is my phone. In my opinion, if OS is a winning criteria, quite possibly the most powerful phone in the world right now. However, I’m in no doubt that Google sucks bad at marketing its products (other than their cash cow  aka internet ads) and this video reflects that. This video is all about features, features, features. No ‘you’ or ‘me’ in it.

‘Selling cool’ has certainly helped Apple to maintain its mystique.

So if ‘selling cool’ works for products, can it work in an organisational context? Can companies sell ‘cool’ to their employees?

The Cool Organisation

I say, why not? What’s stopping anyone from internally marketing their company’s brand as ‘cool’? Isn’t communicating the virtues of the company’s brand, in relation to market competitors’, a sure way of keeping employees’ morale up? No one wants to work for a No. 2 or No. 3 brand.

Or am I wrong? Or ‘cool’ is just not feasible in employee relations?

But if you agree that ‘cool’ has its merits in creating employee brand ambassadors, the challenge is then, how do you create a ‘cool’ organisation? How do you create an organisation’s brand that employees will talk about openly and passionately?

Here’s another quick case study on ‘cool’.

Is YOG ‘cool’ enough to be passionate about?

In this CNA article, Zainudin Noordin implied that the Youth Olympic Games is not getting the kind of passionate support that it needs. That what is needed now is people “coming to action” to be passionate about the YOG. After the JJ Lin YOG cheer fiasco, I am sure YOG ‘cool factor’ has lost some of its shine. Is there a fix? Can ‘cool’ be produced on demand?

But most certainly not if someone’s brilliant idea of YOG cool is Ris Low, as in the next video.

What do YOU think? Is ‘cool’ cool enough to change how we perceive our employers’ brands? What will be the stumbling blocks? Is it the type of products or services that will determine ‘cool’? Can management folks appreciate ‘cool’? Do share below with your opinions, I would love to hear from you.

The Short Answer

The Beatles said it best. Money can’t buy you love.

That is my sole conviction. Just as the practice of paying bloggers in dollars to endorse products is a thorny and questionable issue, providing employees with monetary incentives to engage on the social web comes with considerable risks to reputations, both employer’s and employees’. The integrity of the corporate and personal brands will be questioned. Don’t forget, we are dealing with social media, everyone is ready to pounce on you at the whiff of a questionable practice or the slightest mistake (see Google search results on ‘I Hate Tiger Airways’).

Furthermore, to quote Daryl Tay:
‘Will paying get the same kind of emotions and authenticity? Will your paid post even be remembered a week from today?’

But I know you will still ask, why would employees openly and willingly talk about their employers on social media when they are not compensated for it?

Let us assume my argument here for ‘happy employees make the best brand ambassadors’ is true and that you buy my theory that employees are the best assets for ‘spreading the employer brand love’.

High Pay = Employee Ambassador = Result of Love & Belonging

Let’s look at it from another perspective, ‘Will high-paying employees be brand ambassadors for their employers on the social web?’ I sincerely doubt it. With the internet as a window to opportunities, employees are increasingly mobile. A high-paying employee paid to market or promote the employer’s brand are compensated to do so. But what about the rank-and-file? What will trigger employer brand endorsement? What can we cultivate internally within the employee network and ecosystem to encourage employee ambassadorship?

Now, you may ask, how can I justify that? Let’s go back into history and revisit the work of Abraham Maslow, in particular his theory on ‘Maslow’s Hierarchy of Needs Theory’ (credit to @thangdynasty again for putting this into my view). Here is the most common representation of this motivation theory:

In short, Maslow theorised that we progress through different levels of self-need in seeking satisfaction and motivation. But only if a more pressing need is fulfilled first, for example, food and shelter before employment, family before friends.

So What Does Our Employment Address?

Our safety and security needs. All of us probably feel we are not being paid enough (who doesn’t?!) but ultimately our family and our own’s safety and security are ensured by the monthly salary we receive. The salary pays for our property and daily expenses and keep us on a social equilibrium. Can this sense of security be replicated in every workplace in the world? More likely than not. So what else do we seek for happiness?

Love and Belonging As Social Glue

If Maslow is right, we yearn for love and sense of belonging. Put aside family and friends you grew up with, we are more than likely to seek fulfilment in these needs through our colleagues: fellow employees we spend most our daylight hours with. Discounting colleagues you’re in dispute with and office politics aside, there is very likely a group of colleagues at work you would consider as ‘friends’ (if you don’t, then I’d suggest you re-look your relationships in the workplace.) All of us wants to belong to a group or be affiliated to like-minded individuals.

When we have determined these friends and established trust, what do we do next?

We literally get into each other’s Facebook and we establish Twitter communes. Vice versa.

Managers and leaders cannot pretend that this does not exist. Because it does and it is happening everywhere. Even in the most unsophisticated of workplaces.

Employees Are on Social Media and They Are Happy

Now that we have established the fact that employees use social media to interact with one another (sense of belonging) and with their family and friend (love and friendship), we can now firmly conclude that social media is not going anywhere because these online social channels fulfil and satisfy employees’ needs for belonging and affiliation. Belonging can actually means multiple choices of lunch partners to hang out with. So these positively equate to the following:

So here’s the good news and conclusion: Employees are more than happy to hang out on social media with their colleagues. And employers don’t have to pay for it because their self-needs for belonging will take care of that.

Agree?

Now The Bigger Picture

The not-so-good news:

1. Employees are not talking enough about their employers’ brand (or products) because they are told not to mix work with personal.
2. Employers are not seeing the big picture on employees engaging on social media and the opportunities that it represent.

Let’s address the more immediate issue 2 for now. Here’s a comment snippet (on a blog post by Belinda Ang) from Anol Bhattacharya who fully explains issue 2:

And Belinda’s response highlights the exact sentiments I would expect from many business leaders today:

The Business Leaders Challenge

If you agree with Anol’s and my own argument that ‘happy employees can be the best brand ambassadors’, then the immediate challenge for business leaders is to identify the value of social media internally and how it can contribute to their organisation’s growth and visibility. We have all heard about the huge buzz that is ‘social media: the weapon of unhappy customers’ but what about ‘social media: the ‘creating happy employees’ tool’?

To consider:

• cultivate social engagements from within the workplace by providing access to social platforms
• extending trust and empowering employees to engage in conversations that involve the employers’ brand
• use employees’ social media engagement as a tool for promoting the corporate brand
• use social media as an internal culture- and team-building tool

What are you thoughts? If you are a manager or a business owner, then I would love to hear your opinion on this issue. Do you feel there’s value in social media for your employees and your brand? Or social media is more risk than necessary for your business?

*Image credits for Maslow’s Hierarchy of Needs: The Skool of Life

Writer’s Note: This post is not intended as an exposé. I sincerely welcome Monster.com.sg to provide their point-of-view and comments on this page or to engage me in private (email me at isman.tanuri at gmail.com). I am highlighting this as an opportunity for all of us to learn, understand and navigate the digital web better. Additional info: Monster.com.sg is a global recruitment portal which I personally use and subscribed to.

The Monster.com.sg Story

The other day, I received an innocuous looking email from ‘netsurveysingapore@yahoo.com’ (displaying all of it below).

It was titled ‘You’ve Received a Zoomerang’. Spammy-sounding? Very much so. A quick Google search shows that Zoomerang is legitimate. Wondering what this is about, I clicked on the email. A somewhat abrupt and direct message greeted me, asking for my participation to ‘this survey’. ‘What survey?’, I asked. A Google query on ‘netsurveysingapore’ turned up nothing. Now, let us analyse this interaction so far.

The Importance of Email Etiquette

1. No ‘Hello’ or ‘Hi’: A simple polite greeting would have suffice to rein in my attention, even for a moment more. Your audience, this audience, is a breathing, emotional being.

2. Personalisation: Since I had turned up in the contact database, I am surprised at the failure to address me personally.  Compare the above email to the one I received from Paypal below. Paypal knows me and is not afraid to flaunt it.

3. Lack of Contact Info: No additional return contact other than the ‘dubious’ Yahoo! email address was included. Till now, I do not comprehend the need for the ninja-like secrecy and being almost-anonymous. It pays to brand yourself a little more in emails, your intention becomes much clearer to the reader.

4. ‘No future communication necessary?’: ‘Thank you in advance’ is a hit-and-run strategy. A one-time effort to minimise interaction or simply being lazy? A disinterested intern? I can’t figure it out. So, what value can I, as a customer, give you, the business, if you do not care to prolong or maintain the relationship? It is not a good way forward if the customer laments of being exploited and used.

Surprise, Surprise!

So I took the plunge (in the name of research and adventure!) and clicked on the Zoomerang link (still up at time of writing). Lo and behold! It is Monster SG! Complete with corporate logo and tagline.

Now, this confuses me to no end. An almost anonymous email asking for my participation in a Monster.com.sg survey? This is their corporate communication practice? I still would like to give Monster.com.sg the benefits of my doubt. Maybe it is a less-than-savvy 3rd party service provider? Or a lack of financial resources for a proper campaign?

But inadvertently, the damage is done.

I am unsure how I can trust a brand, who has my personal details and permission to communicate with me, to approach me in such a manner. In my mind, this single activity has cheapened and degenerate the Monster.com brand value. Why? Because consumers tend to compare and others have done it better! Consider these:

To your credit, you’ve done well too, but why not this time?

In the age of social media, reputation management is a 24-7/365 effort I should say, for both business and personal brands.

There’s more!

This baffles me further….

Wow! It is a ‘what do you think of our competitors and us’ kind-of-survey. Gee. Based on this email activity, you have just shot yourself in the foot. The reader has lost all objectivity! Better luck next time, Monster!

As much as I applaud Monster.com.sg for their efforts in getting in touch with their subscribers to understand the marketplace better, this ‘guerilla tactic’ left a bad taste in my mouth. The web is about being open and transparent with your intentions, just as it is in a business meeting or a retail storefront.

Customers are a lot smarter these days in sussing out discrepancies and voicing their opinions. Take the Obolo Cakeshop episode. The backlash from online citizens generated tremendous amount of bad publicity and brand damage for Obolo Cakeshop, that on hindsight, it would have been much better to engage in a more honest and reconciliatory manner.

I welcome anyone to share their similar experiences with brands below for our learning benefits and understanding the pitfalls of lax brand reputation management.

Reputation Management –

Further Reading

1 – Dell is one brand that has recovered from its ‘Dell Hell’ disaster with its reputation intact. Dell embraced and leveraged on social media to repair its relations with customers and is now No. 1 in social media engagement among the world’s top technology brands in this study .

2 – Jeremiah Owyang (the ex-Forrester analyst with an equally-valuable personal brand) wrote on ‘brands that stumbled in social media’.

3 – Individuals are also seeing their personal reputation challenged openly. Read the story on how a keynote speaker was Twitter-heckled in REAL TIME.

Reputation Management Tools

Click on to learn more on how to use these tools will help to manage your online reputation:

1 – Google Alerts

2 – Search Twitter

3 – Addictomatic

(Updated: 20/10/2009)

Online Brand Monitoring Services

1 – Brandtology

2 – JamiQ

3 – Radian6