Scale Your Employee Advocacy Program like a Boss

Scale Your Employee Advocacy Program like a Boss


So you were a pioneer in Employee Advocacy and successfully launched a program at your company. It was a bigger success than you imagined. Management has taken notice because it’s not every day a marketing/communications-led program takes off that includes execs and employees alike. There’s been a lot of kudos going around and great metrics to boot. Everyone wants in on the hot new program. Now all you need to do is scale it to more employees. Easy, right?

According to the new State of Social Business research from Altimeter Group, who was just recently acquired by Prophet, “77% of companies that have social business programs are planning or already have Employee Advocacy programs in place.” It’s also considered a “top 3 external social strategy objective,” yet only “2.8% have scaled their program to maturity.” It’s only a matter of time but companies need to think ahead for scale, even if they’re part of the “42% in planning stage” right now.

[bctt tweet =”77% of companies w/ social business programs are planning or already have #EmployeeAdvocacy programs”]

If you’re a large enterprise, scaling further than the initial Employee Advocacy program can start to look complex quickly. You’ve got local teams who are interested to participate but you’re not sure how to get them involved. They’re starting to ask for their own requirements: local language content, country-specific content, vertical industry content, job function-specific content and more. This makes sense as you know that not every employee is the same. Individuals need personalized content. You wouldn’t share the same content with a sales person in Germany as an engineer in China. One size does not fit all.

How the world are you going to meet these asks? You know that it’s the right thing for the organization, and it’ll help the program grow exponentially, which is great. You just need to clone 20 more of you to pull it off. Hmm.

Your one successful program starts to look like it needs many, smaller, targeted programs to scale. Let’s look at the people, process and technology implications.

Do what great global leaders already do- collaborate with local teams to help. As with all of your global programs, tap local talent to help get involved. You can take all of your strategy, best practices and learnings and now ask local leaders to opt in. After all, local leaders also want in on the action for this hot new program.

Now that the people and process part is taken care of, your technology platform has to scale too. It’s got to be easy to take a global Employee Advocacy strategy and translate it into multiple content hubs that allow local teams to manage it, all without skipping a beat. Global content will still be needed so you can’t have separate, disconnected content hubs running around. You need ONE platform to scale to multiple content segments and provide the ability for multiple people to manage them. Enter Dynamic Signal’s latest innovations for Divisions and Permissions.

Just Announced: Dynamic Signal’s New Platform Allows Global Companies To Scale Enterprise-Wide

Here are some best practices for Enterprise Scale:

  • Think Global, Act Local. You need a global strategy but that strategy needs local level execution. To provide content to a distributed workforce, you need divisional employee advocacy managers. These managers need local Permissions within the platform to manage just their part of the program to their teams. It’s a great way to ensure compliance within local regions too.
  • Content is Still King. Content needs to be tailored for many Divisions: locations, job functions, languages, business units, product-lines, vertical industries etc. Your platform needs the ability to segment teams into what divisions are important for your organization, and give employees precisely the content they need. The right content, to the right audience at the right time.
  • Raise Your Hands Up. Ask employees to self-select their profile as they enter into the program. It’s best to do this at on-boarding but it can be done at any time. This way, you’ll know which Division an employee belongs to and what information they’ve told you that they want. For example, sales person in Germany in X business unit interested in Financial Services content.
  • Go Forth and Multiply. Global admins can now directly assign many local managers to own their local content hubs. You can assign as many admin types, with corresponding Permissions, as makes sense. For example, it’s a good idea to have an admin for all reporting, others may need access to only limited content areas for distribution. Make sure your platform provides multi-tiered management support.

At Dynamic Signal, we are committed to continue to innovate our technology and share our Customer Success learnings from hundreds of customers so you can in turn innovate.

Go ahead, scale like a boss. We’ve got you covered.

Want to learn more about our new Divisions and Permissions functionality? Request a demo today and a representative will be in touch shortly.

Post Author

G.I. Sanders

G.I. Sanders is Senior Director, Creative Services at Dynamic Signal. He specializes in entrepreneurship, digital and social media, design, and marketing. G.I. is based in Dallas, TX with his wife and two sons. Passions include technology, startups, music, fitness and sports.