Discussions

Social Media - Employee Recognitions

Posted by Linda McMillan @lmcmillan, Tue, May 28 9:37am

Hey everyone!

When we have a specific recognition date/week/month example:"Physical Rehab Day" "Nurses Week" "Breast Cancer Awareness Month" "GI Nurses Day" etc. we like to honor our employees by taking group photos and posting about it on our social media outlets.

After three years or doing this we are learning there are so many recognition days in our health system that we miss or not aware of…ultimately leaving departments upset for not being recognized.

My idea is to make a submission form for department directors to submit their department recognition days via this questionnaire. This would hopefully do several things:

1. Make the department directors responsible for letting us (the marketing dept) know about the recognition day so we can organize group photos/social media content accordingly.

2. Not to leave anyone out.

Has anyone else experienced this same issue? I'd love some feedback on what has worked for you or what things you may have implemented to help cover the bases of dept. being recognized.

Following this thread as we have had the same issue! We recently just celebrated our dentists and dental assistants, while doing so we had an employee reach out about how there isn't a day for our Lab Techs. I've been pondering on how to make a day/week when there isn't a "national day" for it, which is a little different than you. Curious to see what you come up with!

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@kaylaschaffer31

Following this thread as we have had the same issue! We recently just celebrated our dentists and dental assistants, while doing so we had an employee reach out about how there isn't a day for our Lab Techs. I've been pondering on how to make a day/week when there isn't a "national day" for it, which is a little different than you. Curious to see what you come up with!

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Hey Kayla!

Glad to know I'm not alone. Right now we are looking at doing a few different things:

1. Adding a link on our website for department directors (only dept. directors) to submit a request to have their employees recognized. I'm currently trying to figure out what type of questions need to be asked in order to flush out the unnecessary. I'm also hoping this will help with the last minute request to be featured on social. Right now we are planning our calendar out by quarter so anything to simplify the back end production process would be so helpful to our social media team – photos, design, copy and then scheduling post.

2. Our Marketing Director also send outs an email quarterly to all department directors to check their potion of the website and let us know if any content/photos need to be updated. Since our Marketing Director makes this a quarterly habit we thought this might be an opportunity to address the Social recognition days in this way.

Anxious for other MCSMN members to jump in with advice too.

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Hi,

I've also tried to celebrate many of the days. Nurses Week, Doctors Day and Hospitals Week we plan out more. Nurses Week especially, because our chief nursing officer likes to have multiple videos. I haven't found one source that includes all the recognition days, so I rely on our hospital teams to help.

I send out a quarterly email to our comm teams listing the health recognition days I'm aware of and sometimes they come back with more days. Then we start talking about our corporate page sharing the local content across platforms. The teams appreciate the quarterly email. I'll admit there are many times when we all miss a day and I see it as a hashtag on Twitter day-of. ๐Ÿ™

While I know I miss a few, I haven't had anyone complain about missing a recognition day.

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I think we are all in the same boat! Our approach is that the department leaders are responsible for their own celebrations and recognition weeks/days. Our Health System offers a small budget for recognition and if the department leaders chose to, they can reach out to us in Marketing/Communication and we will coordinate appropriate internal/external recognition tactics. We encourage them to plan ahead so that we can be effective, but it doesn't always happen. However, having the ownership be on them is really the best way to go. There recognition days/weeks for everyone, and we found it just too difficult to be in charge of making sure everyone is celebrated through those. Also, sometimes they don't feel strongly enough identify their own recognition events, that's totally fine, but we don't get good content if they aren't invested in it.And, if they want to take advantage of the opportunity to highlight their professions, we do all we can to help facilitate that. We have a policy on this topic on our employee intranet and revisit it often with our leaders to remind them of the process to access the funds and reach out to our team for assistance. Hope that helps!

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@lucybordewick

I think we are all in the same boat! Our approach is that the department leaders are responsible for their own celebrations and recognition weeks/days. Our Health System offers a small budget for recognition and if the department leaders chose to, they can reach out to us in Marketing/Communication and we will coordinate appropriate internal/external recognition tactics. We encourage them to plan ahead so that we can be effective, but it doesn't always happen. However, having the ownership be on them is really the best way to go. There recognition days/weeks for everyone, and we found it just too difficult to be in charge of making sure everyone is celebrated through those. Also, sometimes they don't feel strongly enough identify their own recognition events, that's totally fine, but we don't get good content if they aren't invested in it.And, if they want to take advantage of the opportunity to highlight their professions, we do all we can to help facilitate that. We have a policy on this topic on our employee intranet and revisit it often with our leaders to remind them of the process to access the funds and reach out to our team for assistance. Hope that helps!

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Lucy! Thanks for your feedback and sharing how y'all go about doing this. Glad I'm not allow in this effort of recognizing departments, hah.

Are you able to she the policy you have on this topic? I'm interested how y'all have it addressed for leadership.

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Hi, all. We recently ran into this issue as well!

We have recognized both Nurses Week and Doctors Day on our social media accounts. We haven't broadened our scope past those two days. Our Employees Facebook page has posted photos submitted by staff, which has been received well. This has allowed employees to post in the comments noting what they are doing to celebrate and add additional pictures.

After this past Nurses week, we had someone comment about why we don't post about Lab Week. The manager of our Employee Facebook page and I have been trying to figure out the best solution. We don't want to leave any areas/departments out but we also want to make sure recognition weeks/days don't become all the content we post.

The idea of a submission form is a good one! That way, you can source directly from employees photos and days that are recognized by the different departments. One way I have found out about the various awareness days is from my colleague who manages the Employee Facebook page. He often hears about events/days and receives photos that I haven't been made aware of. Also, our Development team has passed along some social content focused on the awareness days that has made for some great general content.

Looking forward to hearing from others!

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@lucybordewick I'd be curious about seeing your policy as well. This has come up multiple times for us too. Thanks!

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Happy to share! I'm embarrassed to say I am noticing some things are out of date for our internal processes, but this will give you a general idea of what we do…I'll be updating this now, thanks for the reason to look at it!

Shared files

guidelines_for_department_observances (guidelines_for_department_observances.pdf)

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I like this but I would include one other question for the department heads: Ask them what is there number one call to action for people seeing the post. For example, if you are posting a photo of your oncology breast cancer team during breast cancer awareness week, then that is a nice fluffy branding thing to do, but if you also include a link to the CDC website about breast cancer then you have hardened the post to potentially save someone's life.

I will go a step further. I think that for every post and every tweet marketing should ask one question – can we modify this post to help improve/save someone's life.

The answer doesn't always have to be yes, but why not at least try. ie GI nurses day photo is an opportunity to mention/link to colonoscopy screening, a dermatology department photo day – cancerous mole screening, etc.

Marketing has some of the most creative people within a healthcare organization. I think that creativity should be accessed directly to save lives. Entertain the idea that every single post could be modified to save someone's life – and if you do that, eventually they will.

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@matthewrehrl

I like this but I would include one other question for the department heads: Ask them what is there number one call to action for people seeing the post. For example, if you are posting a photo of your oncology breast cancer team during breast cancer awareness week, then that is a nice fluffy branding thing to do, but if you also include a link to the CDC website about breast cancer then you have hardened the post to potentially save someone's life.

I will go a step further. I think that for every post and every tweet marketing should ask one question – can we modify this post to help improve/save someone's life.

The answer doesn't always have to be yes, but why not at least try. ie GI nurses day photo is an opportunity to mention/link to colonoscopy screening, a dermatology department photo day – cancerous mole screening, etc.

Marketing has some of the most creative people within a healthcare organization. I think that creativity should be accessed directly to save lives. Entertain the idea that every single post could be modified to save someone's life – and if you do that, eventually they will.

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Thank you for the reality check @matthewrehrl. It is often too easy to go down that fluffy branding path when we should be thinking bigger picture (I am definitely guilty of this from time to time).

Social channels are not about the quick win, they are based on building relationships with genuine, authentic content. What you just described is exactly what makes a successful social program.

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It is hard to keep up with all of these recognition days, for sure! These are great ideas for making sure that all departments have the opportunity to be recognized.
I love @matthewrehrl's response. Along the same lines of making sure that we are providing value when recognizing these employees, I think keeping in mind the audiences we are talking to is SO important – always answering the question of "Why do they care?" and realizing that audiences are likely different on each channel we are posting to. We have worked really hard in our organization over the last 2 years to go beyond the idea of just "post it on social." When we post these recognition days on our external facing social channels, it is less for internal purposes (though it's always a great thing to applaud our employees for everything they do) and more for the audiences we are reaching. So, for example, when our objective on Facebook is primarily thought leadership, it is crucial for us to pair a recognition with some sort of education like Matthew suggested. But, if we were posting it on LinkedIn, our post might be more about the recognition of that particular group and their job function in our organization. All that said, it definitely depends on your social objectives for each channel. Because maybe they are more internal facing or building awareness around what happens in your organization.

@Margaret_Marie We don't have an Employee Facebook page, but this is a topic I'd LOVE to hear more about. Is the engagement good on the page, do you find that many of your employees follow and interact with it? One thing that has been a struggle for us as we've worked to really enforce a strategic social media presence is that we don't just post everything everywhere anymore. And when it is an event or a topic that relates entirely to employees, there is not really a social place for it anymore. I know it is off the original topic, so maybe I'll post a new thread! ๐Ÿ™‚

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@matthewrehrl

I like this but I would include one other question for the department heads: Ask them what is there number one call to action for people seeing the post. For example, if you are posting a photo of your oncology breast cancer team during breast cancer awareness week, then that is a nice fluffy branding thing to do, but if you also include a link to the CDC website about breast cancer then you have hardened the post to potentially save someone's life.

I will go a step further. I think that for every post and every tweet marketing should ask one question – can we modify this post to help improve/save someone's life.

The answer doesn't always have to be yes, but why not at least try. ie GI nurses day photo is an opportunity to mention/link to colonoscopy screening, a dermatology department photo day – cancerous mole screening, etc.

Marketing has some of the most creative people within a healthcare organization. I think that creativity should be accessed directly to save lives. Entertain the idea that every single post could be modified to save someone's life – and if you do that, eventually they will.

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@matthewrehrl this is great!! Thank you so much for your input!

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@lucybordewick

Happy to share! I'm embarrassed to say I am noticing some things are out of date for our internal processes, but this will give you a general idea of what we do…I'll be updating this now, thanks for the reason to look at it!

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@lucybordewick thanks so much for sharing!

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@laurynb

It is hard to keep up with all of these recognition days, for sure! These are great ideas for making sure that all departments have the opportunity to be recognized.
I love @matthewrehrl's response. Along the same lines of making sure that we are providing value when recognizing these employees, I think keeping in mind the audiences we are talking to is SO important – always answering the question of "Why do they care?" and realizing that audiences are likely different on each channel we are posting to. We have worked really hard in our organization over the last 2 years to go beyond the idea of just "post it on social." When we post these recognition days on our external facing social channels, it is less for internal purposes (though it's always a great thing to applaud our employees for everything they do) and more for the audiences we are reaching. So, for example, when our objective on Facebook is primarily thought leadership, it is crucial for us to pair a recognition with some sort of education like Matthew suggested. But, if we were posting it on LinkedIn, our post might be more about the recognition of that particular group and their job function in our organization. All that said, it definitely depends on your social objectives for each channel. Because maybe they are more internal facing or building awareness around what happens in your organization.

@Margaret_Marie We don't have an Employee Facebook page, but this is a topic I'd LOVE to hear more about. Is the engagement good on the page, do you find that many of your employees follow and interact with it? One thing that has been a struggle for us as we've worked to really enforce a strategic social media presence is that we don't just post everything everywhere anymore. And when it is an event or a topic that relates entirely to employees, there is not really a social place for it anymore. I know it is off the original topic, so maybe I'll post a new thread! ๐Ÿ™‚

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Hi @laurynb This IS a great idea for a new thread! You'll definitely get more response if you start one.

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@laurynb

It is hard to keep up with all of these recognition days, for sure! These are great ideas for making sure that all departments have the opportunity to be recognized.
I love @matthewrehrl's response. Along the same lines of making sure that we are providing value when recognizing these employees, I think keeping in mind the audiences we are talking to is SO important – always answering the question of "Why do they care?" and realizing that audiences are likely different on each channel we are posting to. We have worked really hard in our organization over the last 2 years to go beyond the idea of just "post it on social." When we post these recognition days on our external facing social channels, it is less for internal purposes (though it's always a great thing to applaud our employees for everything they do) and more for the audiences we are reaching. So, for example, when our objective on Facebook is primarily thought leadership, it is crucial for us to pair a recognition with some sort of education like Matthew suggested. But, if we were posting it on LinkedIn, our post might be more about the recognition of that particular group and their job function in our organization. All that said, it definitely depends on your social objectives for each channel. Because maybe they are more internal facing or building awareness around what happens in your organization.

@Margaret_Marie We don't have an Employee Facebook page, but this is a topic I'd LOVE to hear more about. Is the engagement good on the page, do you find that many of your employees follow and interact with it? One thing that has been a struggle for us as we've worked to really enforce a strategic social media presence is that we don't just post everything everywhere anymore. And when it is an event or a topic that relates entirely to employees, there is not really a social place for it anymore. I know it is off the original topic, so maybe I'll post a new thread! ๐Ÿ™‚

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I think better than an employee facebook page ( and much easier to manage) would be Twitter. Take a look at #Hootsuitelife and @Hootsuitelife. Now, granted Hootsuite is a social media company, but it is something that could be replicated at healthcare organizations.

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