Social Media for Recognition and Retention – Part 2


In part 1 of this topic I discussed the benefits of sharing your crews’ success stories with the world through social media. Below is a brief outline of the sequence of social media events that a project manager/principle can use to highlight the work of his or her crew:

  1. On a site walk you learn of your superintendent’s amazing effort to rally together with the rebar sub in order to satisfy a city inspector and keep the project moving forward.
  2. Shake the super’s hand and get a photo of him and anyone else involved in the game-saving event.
  3. You immediately grab your blackberry and post a 140-character message to Twitter praising the super by name for a job well done.
  4. Upon returning to the office you write a short description (1-2 paragraphs) of the story (scrubbed of any proprietary information of course) and post it to your blog along with the photo.
  5. Post another announcement on Twitter including a link to the blog post and kudos to the super for job well done.
  6. Write a more lengthy description (2 -4 paragraphs) of the accomplishment including quotes from the super and possibly the client to reinforce the impact on the project.
  7. Send an email to the whole company with a link to the recognition web page and the blog post, where peers can add their own notes of congratulations.

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3 Responses to “Social Media for Recognition and Retention – Part 2”

  1. Social Media for Recognition and Retention - Part 1 « Changing Construction Says:

    […] Discussion and Opinion on the Re-Invention of Construction « Yeah, Right. Social Media for Recognition and Retention – Part 2 […]

  2. Gary Henry Says:

    Hi Rob,

    I’m trying to get my CEO to start blogging (PROSOCO ), but he’s worried about liability issues arising from his posts. Have you ever had any trouble with that. So many otherwise intelligent construction professionals seem unduly alarmed by any kind of social media.


    • Rob Mathewson Says:

      Hey Gary,
      You’re feeling the pain of the opaque practices of our industry that have built up one lawsuit at a time over the past hundred years. The first question I would ask is whether your CEO is doing any writing for the company at the moment (newsletters, press releases, etc.) If not, I don’t think blogging is the place for him to start. If he’s not doing any writing then someone on your staff should be assigned the task. But in either case, you will need to approach this new endeavor slowly.
      Compose a set of editorial guidelines (e.g. photos should be detail closeups only with no identifiable landmarks, all personnel shown will be in compliance of applicable safety rules, no use of client or project names in copy, etc.) and write a sample piece to run past the CEO. Doing so should give him confidence that controls are in place to protect the company’s interests. Then I would pounce on the first opportunity to write a post (following your guidelines, of course) praising one of your crew. Present the CEO with this positive scenario and seize the moment to launch your new blog highlight!

      Get your blog account set up in advance and be sure your web folks “wire it” into your website also.

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