Wednesday, November 11, 2009
Monday, November 9, 2009
MaryEllen Gibson - Perfect Position - New Media Specialist Bridgepoint Education - San Diego, CA 92128
Due to Bridgepoint Education’s success with its leading-edge educational format, the position of New Media Specialist has been newly created. This position will be a key member of the Corporate Communications Department, working on behalf of Bridgepoint Education and its two academic institutions “Ashford University and University of the Rockies.
Reporting to the Director of Public Relations, the New Media Specialist (NMS) will identify, develop, and maintain meaningful relationships between Bridgepoint Education and its various online communities, including social media sites, blogs, and online reporters and producers. The NMS will use his/her core knowledge of online social networks to determine how new/social media can be strategically applied to support both communications efforts and the bottom line. In an effort to fulfill the company’s mission and goals, the NMS will execute a new media strategy to analyze and make informed recommendations to senior management regarding the company’s involvement in online communities and media sites. The NMS will also be directly involved with the development and management of our Online Media Rooms.
This is a newly created position that will place a heavy emphasis on the development of social media relationships and the ability to nurture those relationships through online communications. The NMS will use new media to tell the Bridgepoint/Ashford/Rockies story, utilizing blogs and podcasts to demonstrate the expertise of our management team and faculty members in order to attract media attention. He/she will be responsible for all new media outreach, will provide support for monitoring investor sites and financial communications sites, and will serve in a support role for traditional media relations and other external and internal communications functions to serve the company’s strategic goals. The NMS will also coordinate the authorized participation of employees, students, and other stakeholders on social media sites and will monitor what’s being said about Bridgepoint/Ashford/Rockies, providing valuable feedback to management.
Duties and responsibilities include researching and gathering feedback from various audiences; planning and executing communications processes that support key business goals and ensure message consistency throughout the organization; and meeting with management to identify and recommend goals and opportunities. The NMS will consistently monitor all social media outlets, measuring the results to verify that efforts have produced intended outcomes. The NMS will work with core groups within the organization “ including the IT and Marketing departments “ to help shape, direct and manage the nature of all information delivered to our online communities in a timely, accurate, compelling and engaging manner.
Responsibilities:
-Assist the Director of Public Relations in the development and implementation of new media relations initiatives
-Create online community guidelines and methods, as well as strategies to enforce them
-Create a voice for using the appropriate new media tactics, working to ensure proper representation, brand positioning, content strategy and messaging, and achieve internal consensus on the plan
-Know which new media tools to apply under which circumstances “determine what content to feature on blogs, discussion forums and other social media sites
-Build Online Media Rooms that will deliver our message, attract journalists, and serve as trusted sites for industry news
-Ensure that new and approved content is constantly being added to our sites
-Monitor and assess the social media conversations taking place about our organization and make recommendations on how to respond to the commentary
-Manage all new media channels of communication “Blogs, Twitter, YouTube, Facebook, MySpace
-Use blogging and other forms of online communication, as well as creative thinking, as a way to connect with new constituents
-Foster communication between members of our communities
-Supervise internal and external social media communities to increase corporate, campus, and employee involvement in our Bridgepoint/Ashford/Rockies communities
-Develop and execute a strategy on how to put out fires before they ever start
-Gain the trust and ear of our social communities
-Engage with our communities by posting messages, responding to questions, and moderating discussions
-Develop interactive programs such as contests for members of our social media communities
-Report progress, problems, and recommendations to management
-Manage analytics reports and membership data
-Serve in a support role to produce content for the Corporate Communications Department
-Assist with all corporate communications activities, as directed
Education & Experience:
-Bachelor’s degree required
-5-7 years of experience with demonstrated success in New/Social Media Communications “community building and maintenance, social media strategies and outreach
-Experience in Public Relations, Communications, Marketing, or a related field a plus
-Successful experience building, launching, and managing online communities
-Experience in Higher Education a plus
-Extreme proficiency with all social media tools “ the Internet, blogs, podcasts, webcasts, wikis
-Keen knowledge of the role social media can play in an organization’s communications strategy “ both the risks and the rewards
-Ability to develop new media focus, set strategy and tactical execution plans; analyze and report findings to management and make recommendations
-Active on social media platforms and proficient in establishing and tracking social media metrics
-Proven deep understanding and thought leadership in the areas of user psychology, new media, and social networking
-Ability to counsel internal constituents on social media opportunities and best practices
-Excellent organizational skills with attention to detail and thorough follow-through
-Strong personal initiative, quick-learner, self-starter, mature, personable, ability to socialize in new situations and project a professional demeanor at all times
-Demonstrate excellent overall communication skills and have a creative, innovative, and ahead-of-the-curve approach and mindset, all while demonstrating good judgment
-Ability to see the “big picture”, be a team player, and work independently
-Must be flexible with the ability to multi-task and adjust to frequently changing priorities in a fast-paced working environment
-Experience writing news releases, making presentations, and working with the media a plus
-Excellent verbal, written and interpersonal skills
-Design and Photoshop experience a plus
Reporting to the Director of Public Relations, the New Media Specialist (NMS) will identify, develop, and maintain meaningful relationships between Bridgepoint Education and its various online communities, including social media sites, blogs, and online reporters and producers. The NMS will use his/her core knowledge of online social networks to determine how new/social media can be strategically applied to support both communications efforts and the bottom line. In an effort to fulfill the company’s mission and goals, the NMS will execute a new media strategy to analyze and make informed recommendations to senior management regarding the company’s involvement in online communities and media sites. The NMS will also be directly involved with the development and management of our Online Media Rooms.
This is a newly created position that will place a heavy emphasis on the development of social media relationships and the ability to nurture those relationships through online communications. The NMS will use new media to tell the Bridgepoint/Ashford/Rockies story, utilizing blogs and podcasts to demonstrate the expertise of our management team and faculty members in order to attract media attention. He/she will be responsible for all new media outreach, will provide support for monitoring investor sites and financial communications sites, and will serve in a support role for traditional media relations and other external and internal communications functions to serve the company’s strategic goals. The NMS will also coordinate the authorized participation of employees, students, and other stakeholders on social media sites and will monitor what’s being said about Bridgepoint/Ashford/Rockies, providing valuable feedback to management.
Duties and responsibilities include researching and gathering feedback from various audiences; planning and executing communications processes that support key business goals and ensure message consistency throughout the organization; and meeting with management to identify and recommend goals and opportunities. The NMS will consistently monitor all social media outlets, measuring the results to verify that efforts have produced intended outcomes. The NMS will work with core groups within the organization “ including the IT and Marketing departments “ to help shape, direct and manage the nature of all information delivered to our online communities in a timely, accurate, compelling and engaging manner.
Responsibilities:
-Assist the Director of Public Relations in the development and implementation of new media relations initiatives
-Create online community guidelines and methods, as well as strategies to enforce them
-Create a voice for using the appropriate new media tactics, working to ensure proper representation, brand positioning, content strategy and messaging, and achieve internal consensus on the plan
-Know which new media tools to apply under which circumstances “determine what content to feature on blogs, discussion forums and other social media sites
-Build Online Media Rooms that will deliver our message, attract journalists, and serve as trusted sites for industry news
-Ensure that new and approved content is constantly being added to our sites
-Monitor and assess the social media conversations taking place about our organization and make recommendations on how to respond to the commentary
-Manage all new media channels of communication “Blogs, Twitter, YouTube, Facebook, MySpace
-Use blogging and other forms of online communication, as well as creative thinking, as a way to connect with new constituents
-Foster communication between members of our communities
-Supervise internal and external social media communities to increase corporate, campus, and employee involvement in our Bridgepoint/Ashford/Rockies communities
-Develop and execute a strategy on how to put out fires before they ever start
-Gain the trust and ear of our social communities
-Engage with our communities by posting messages, responding to questions, and moderating discussions
-Develop interactive programs such as contests for members of our social media communities
-Report progress, problems, and recommendations to management
-Manage analytics reports and membership data
-Serve in a support role to produce content for the Corporate Communications Department
-Assist with all corporate communications activities, as directed
Education & Experience:
-Bachelor’s degree required
-5-7 years of experience with demonstrated success in New/Social Media Communications “community building and maintenance, social media strategies and outreach
-Experience in Public Relations, Communications, Marketing, or a related field a plus
-Successful experience building, launching, and managing online communities
-Experience in Higher Education a plus
-Extreme proficiency with all social media tools “ the Internet, blogs, podcasts, webcasts, wikis
-Keen knowledge of the role social media can play in an organization’s communications strategy “ both the risks and the rewards
-Ability to develop new media focus, set strategy and tactical execution plans; analyze and report findings to management and make recommendations
-Active on social media platforms and proficient in establishing and tracking social media metrics
-Proven deep understanding and thought leadership in the areas of user psychology, new media, and social networking
-Ability to counsel internal constituents on social media opportunities and best practices
-Excellent organizational skills with attention to detail and thorough follow-through
-Strong personal initiative, quick-learner, self-starter, mature, personable, ability to socialize in new situations and project a professional demeanor at all times
-Demonstrate excellent overall communication skills and have a creative, innovative, and ahead-of-the-curve approach and mindset, all while demonstrating good judgment
-Ability to see the “big picture”, be a team player, and work independently
-Must be flexible with the ability to multi-task and adjust to frequently changing priorities in a fast-paced working environment
-Experience writing news releases, making presentations, and working with the media a plus
-Excellent verbal, written and interpersonal skills
-Design and Photoshop experience a plus
Wednesday, November 4, 2009
Monday, November 2, 2009
Saturday, October 31, 2009
MaryEllen Gibson creates Video Resume for Barona Casino - Social Media Position http://ping.fm/Kz4B8
Friday, October 30, 2009
I found my perfect job at Barona Casino : SPECIALIST, SOCIAL MEDIA / WEB CONTENT
This would be the perfect job for me the possibilities are endless. A casino & resort has endless items to blog, tweet , and post about. I am looking forward to a phone call from @baronacasino
This is the job description:
Responsible for leading and implementing Barona social media efforts and copywriting web content.
This position will report to the Internet Marketing Manager and will be responsible for outgoing communications, monitoring, responding and reporting across a variety of social media properties including, but not limited to: Twitter, Facebook, YouTube, MySpace, and Yelp. The Social Media Specialist is also the lead for Barona blogs, and will work with various Barona employees and management to manage content for Barona blogs. This is a hands-on position which will require an ability to multitask and use technology to enhance and expand the reach of Barona’s social media efforts. They will represent the “face” of Barona for social media.
TYPICAL WORKING CONDITIONS:
Minimum of 40 hours per week is required from Monday through Friday. This position may require additional hours before or after normal business hours, and may require additional time on usual days off. This position may share office space with one or more other employees.
ESSENTIAL FUNCTIONS:
• Works closely with the Internet Marketing Manager to manage Barona social media properties and helps drive social media strategy.
• Recommends and executes social media marketing campaigns to drive traffic, build awareness and support Barona online and offline programs.
• Maintains and updates information on Barona social media sites and accounts, and works with the Internet Marketing Technologist/Generalist to manage content on Barona.com to ensure consistent voice across online properties.
• Monitors mentions of Barona on third-party websites, and ensures content is accurate and up-to-date.
• Monitors conversations about Barona online; reports on conversations to Barona departments and management as needed, to help maintain and protect the Barona brand.
• Ensures social media programs and web content enhance Barona SEO efforts.
• Tracks Barona social media growth, performance, and customer/prospect participation. Provides ongoing reporting of social media efforts and results for internal departments.
• Leads cross-functional social media and blog team, and works closely with various departments across Barona to determine new content, promotions and community features. Establishes, monitors, and enforces standards within the social media team and communities.
• Launches and manages Barona blog including solicitation of content from across the organization.
• Stays abreast of social media industry trends and tracks competitors’ social programs, and educates teammates.
• Works with the Creative Services team and external vendors to create and implement graphics and video into social media efforts, and makes recommendations to enhance Barona websites.
• Assists in project management and implementation as needed; will work with the Internet Marketing Specialist to manage overflow projects.
• Assists in execution of marketing programs to achieve stated objectives.
• Maintains a level of professionalism to protect the Barona brand.
• Shows attention to detail and accuracy in work.
• Keeps Barona and customer proprietary information strictly confidential.
• Protects property assets through effective management of marketing materials and proprietary information in alignment with Barona guidelines, including but not limited, printed materials, verbal communication, emails, etc.
• Performs other duties as assigned.
NOTE: This description incorporates the most typical duties performed. It is recognized that other related duties not specifically mentioned may also be performed. The inclusion of those duties would not alter the overall evaluation of this occupation.
MINIMUM QUALIFICATIONS:
1. Two (2) years of experience in web content development/maintenance and implementation of social media programs; demonstrated experience in digital marketing (blogs, online communities) and use of social networking tools (Twitter, Facebook, MySpace, etc.) to promote business objectives.
2. High level of excitement, interest, and participation in the world of social media.
3. Outgoing personality who enjoys interacting with a variety of people.
4. Customer service oriented attitude.
5. Basic understanding of SEO principles.
6. Ability to contribute in multiple roles/levels in a fast-paced team environment.
7. Strong desire to do things “right” with attention to detail.
8. Excellent documentation and reporting skills.
9. Ability to work independently, be results-oriented, and have excellent time management skills.
10. Desire to provide excellent client service – this is on a Marketing Services Team.
11. Knowledge of HTML, CSS, Dreamweaver and all Microsoft Office software products
REQUIRED EDUCATION:
Bachelors degree in Marketing, PR, Business, or related field.
REQUIRED EXPERIENCE:
A minimum of 2 years of web/online experience with a focus on online community or social media initiatives. Experience with the analysis of web traffic data; Omniture SiteCatalyst a plus.
If anyone knows anyone over there , put in a good word for me.
It is so easy to contact me:
www.maryellengibson.com
This is the job description:
Responsible for leading and implementing Barona social media efforts and copywriting web content.
This position will report to the Internet Marketing Manager and will be responsible for outgoing communications, monitoring, responding and reporting across a variety of social media properties including, but not limited to: Twitter, Facebook, YouTube, MySpace, and Yelp. The Social Media Specialist is also the lead for Barona blogs, and will work with various Barona employees and management to manage content for Barona blogs. This is a hands-on position which will require an ability to multitask and use technology to enhance and expand the reach of Barona’s social media efforts. They will represent the “face” of Barona for social media.
TYPICAL WORKING CONDITIONS:
Minimum of 40 hours per week is required from Monday through Friday. This position may require additional hours before or after normal business hours, and may require additional time on usual days off. This position may share office space with one or more other employees.
ESSENTIAL FUNCTIONS:
• Works closely with the Internet Marketing Manager to manage Barona social media properties and helps drive social media strategy.
• Recommends and executes social media marketing campaigns to drive traffic, build awareness and support Barona online and offline programs.
• Maintains and updates information on Barona social media sites and accounts, and works with the Internet Marketing Technologist/Generalist to manage content on Barona.com to ensure consistent voice across online properties.
• Monitors mentions of Barona on third-party websites, and ensures content is accurate and up-to-date.
• Monitors conversations about Barona online; reports on conversations to Barona departments and management as needed, to help maintain and protect the Barona brand.
• Ensures social media programs and web content enhance Barona SEO efforts.
• Tracks Barona social media growth, performance, and customer/prospect participation. Provides ongoing reporting of social media efforts and results for internal departments.
• Leads cross-functional social media and blog team, and works closely with various departments across Barona to determine new content, promotions and community features. Establishes, monitors, and enforces standards within the social media team and communities.
• Launches and manages Barona blog including solicitation of content from across the organization.
• Stays abreast of social media industry trends and tracks competitors’ social programs, and educates teammates.
• Works with the Creative Services team and external vendors to create and implement graphics and video into social media efforts, and makes recommendations to enhance Barona websites.
• Assists in project management and implementation as needed; will work with the Internet Marketing Specialist to manage overflow projects.
• Assists in execution of marketing programs to achieve stated objectives.
• Maintains a level of professionalism to protect the Barona brand.
• Shows attention to detail and accuracy in work.
• Keeps Barona and customer proprietary information strictly confidential.
• Protects property assets through effective management of marketing materials and proprietary information in alignment with Barona guidelines, including but not limited, printed materials, verbal communication, emails, etc.
• Performs other duties as assigned.
NOTE: This description incorporates the most typical duties performed. It is recognized that other related duties not specifically mentioned may also be performed. The inclusion of those duties would not alter the overall evaluation of this occupation.
MINIMUM QUALIFICATIONS:
1. Two (2) years of experience in web content development/maintenance and implementation of social media programs; demonstrated experience in digital marketing (blogs, online communities) and use of social networking tools (Twitter, Facebook, MySpace, etc.) to promote business objectives.
2. High level of excitement, interest, and participation in the world of social media.
3. Outgoing personality who enjoys interacting with a variety of people.
4. Customer service oriented attitude.
5. Basic understanding of SEO principles.
6. Ability to contribute in multiple roles/levels in a fast-paced team environment.
7. Strong desire to do things “right” with attention to detail.
8. Excellent documentation and reporting skills.
9. Ability to work independently, be results-oriented, and have excellent time management skills.
10. Desire to provide excellent client service – this is on a Marketing Services Team.
11. Knowledge of HTML, CSS, Dreamweaver and all Microsoft Office software products
REQUIRED EDUCATION:
Bachelors degree in Marketing, PR, Business, or related field.
REQUIRED EXPERIENCE:
A minimum of 2 years of web/online experience with a focus on online community or social media initiatives. Experience with the analysis of web traffic data; Omniture SiteCatalyst a plus.
If anyone knows anyone over there , put in a good word for me.
It is so easy to contact me:
www.maryellengibson.com
Monday, October 26, 2009
Thursday, October 22, 2009
Wednesday, October 21, 2009
MaryEllen Gibson fits the description for the SEO & Social Media Marketing Manager at HubSpot
MaryEllen Gibson fits the description for the SEO & Social Media Marketing Manager at HubSpot
She is an SEO freak.
She is using social media and content as part of her optimization strategy.
She is a recognized leader in the field
Her skills are world class.
She is the right person to become HubSpot's first SEO and Social Media marketing manager. She can be the SEO and Social Media guru at a company that is a leader in both areas.
As the SEO & Social Media Marketing Manager, she would be responsible for search engine optimization on all HubSpot sites and for HubSpot's social media and community presence. She could be evaluated based on her ability to grow organic search traffic and traffic from social media sites like LinkedIn, Twitter and Facebook. She would have enormous freedom to figure out how to do this. Possible strategies might include onpage optimization, targeted link building, new keyword targeting, increased content production, increased social media engagement, product development and anything else that she thinks will move the needle.
She would also be expected to innovate and publish -- to find new ways for businesses to rank in search engines and to share these innovations with other businesses via blog posts, how-to videos, webinars and public speaking. She would be responsible for building HubSpot's position as a thought leader in SEO and social media.
Here are a few more specific qualities she posses:
• Five plus years of professional search engine optimization experience.
• Active, robust accounts on Twitter, Facebook & Linkedin.
• An experienced and successful blogger.
• Startup or entrepreneurial experience .
• Highly analytical; she thrives in data-driven organizations. (MBAs are so that way)
• She is smarter than the hiring manager. More importantly, she isn’t afraid to hire people who are smarter than her.
• She has a chip on her shoulder. (You're ambitious, not complacent.)
• Intensity excites her.
• She is a people person.
• She gets things done.
• She’s a very creative thinker.
• She’s not afraid to do the heavy lifting required of any job that has enormous potential for growth.
• She’s agile. She doesn’t get hung up on projects that don't work; she can correct her direction quickly.
• She’s a quick learner.
• She understands HubSpot and what they do.
• She is fun to be around.
However as much as this job would be awesome. She has no desire to live in Massachusetts ……..BUMMER
However if your company is located on the West Coast she can offer these same outstanding social media & SEO skills to you.
Contact her today
www.maryellengibson.com
She is an SEO freak.
She is using social media and content as part of her optimization strategy.
She is a recognized leader in the field
Her skills are world class.
She is the right person to become HubSpot's first SEO and Social Media marketing manager. She can be the SEO and Social Media guru at a company that is a leader in both areas.
As the SEO & Social Media Marketing Manager, she would be responsible for search engine optimization on all HubSpot sites and for HubSpot's social media and community presence. She could be evaluated based on her ability to grow organic search traffic and traffic from social media sites like LinkedIn, Twitter and Facebook. She would have enormous freedom to figure out how to do this. Possible strategies might include onpage optimization, targeted link building, new keyword targeting, increased content production, increased social media engagement, product development and anything else that she thinks will move the needle.
She would also be expected to innovate and publish -- to find new ways for businesses to rank in search engines and to share these innovations with other businesses via blog posts, how-to videos, webinars and public speaking. She would be responsible for building HubSpot's position as a thought leader in SEO and social media.
Here are a few more specific qualities she posses:
• Five plus years of professional search engine optimization experience.
• Active, robust accounts on Twitter, Facebook & Linkedin.
• An experienced and successful blogger.
• Startup or entrepreneurial experience .
• Highly analytical; she thrives in data-driven organizations. (MBAs are so that way)
• She is smarter than the hiring manager. More importantly, she isn’t afraid to hire people who are smarter than her.
• She has a chip on her shoulder. (You're ambitious, not complacent.)
• Intensity excites her.
• She is a people person.
• She gets things done.
• She’s a very creative thinker.
• She’s not afraid to do the heavy lifting required of any job that has enormous potential for growth.
• She’s agile. She doesn’t get hung up on projects that don't work; she can correct her direction quickly.
• She’s a quick learner.
• She understands HubSpot and what they do.
• She is fun to be around.
However as much as this job would be awesome. She has no desire to live in Massachusetts ……..BUMMER
However if your company is located on the West Coast she can offer these same outstanding social media & SEO skills to you.
Contact her today
www.maryellengibson.com
Tuesday, October 20, 2009
Just signed up for Inbound Marketing University http://ping.fm/o6GkC . A free chance to grow my brain. #inbound
Just signed up for Inbound Marketing University http://ping.fm/ssu8x . A free chance to grow my brain. #inbound
Monday, October 19, 2009
MaryEllen Gibson can be the subject matter expert for Mazda North American Operations (MNAO).
www.maryellengibson.com
Her responsibilities will include:
the management, creation, direction and execution of Mazda’s on going social media strategy. She understands the social marketing space and is able to identify and communicate social media opportunities and create materials in support of social media executions supporting social media at various operational levels throughout Mexico, Canada and the United States. As a member of the digital marketing team the social media manager , MaryEllen Gibson, posses a thorough understanding of the social media space and its potential impact in other areas of digital marketing including but are not limited to:
• SEO/SEM. .
• She is an excellent communicator comfortable with writing, public speaking, supporting and training at all levels of the organization.
• MaryEllen Gibson is able to function autonomously in a fast paced dynamic environment providing clear direction and feedback with-in an agency supported team. She posses strong project management.
MaryEllen Gibson’s Essential Duties:
• Lead strategy/execution for social media activities/campaigns, and evaluate results in an ongoing basis.
• Set targets and timelines for social media programs and key initiatives while managing to the Mazda marketing calendar where feasible.
• Deploy social media programs and technology to create innovative and creative campaigns in support of product, brand, and marketing initiatives.
• Lead efforts to devise system(s) of measurements and key metrics to understand effectiveness in terms of social media penetration and impact of social media reputation and perceptions.
• Manage budget while hitting performance goals.
• Develop and maintain a process workflow that ensures consistent execution and delivery of social media marketing campaigns with creative and technology teams.
• Develop business requirements documents and marketing distribution plans for widgets and social media applications.
• Develop a set of best practices and devise recommended rules of engagement, helping to build social media capability worldwide.
• Stay abreast of social media tools and industry trends.
• Benchmark and research competitor and industry leaders in social media as a means to identify clutter free opportunities to strengthen the customers/prospects relationship with the Mazda brand.
MaryEllen Gibson’s Qualifications:
• Masters of Business Administration
• 8+ years of work experience in an interactive field
• Specific experience in managing an online community desired.
• Hands-on experience in managing and/or marketing digital properties, including but not limited to display marketing campaign, search (SEO and SEM), relevant experience interfacing with and utilizing social media tools sets:
(Facebook, MySpace, Flickr, Twitter, Ning, Stumbleupon and others), mobile applications and widgets.
• Website development project management experience
• Experience managing direct reports and or agency relationships required.
• Experience in Photoshop
• Experience with and demonstrated understanding of social media toolsets
• Excellent computer skills and an understanding of website technology, topology and user interface best practices.
• Experience with photography/videography and video editing tools
• Excellent communication and writing skills
• An understanding of the automotive industry and passion for Mazda products
• Ability to work with in a deadline oriented fast paced team environment
Her responsibilities will include:
the management, creation, direction and execution of Mazda’s on going social media strategy. She understands the social marketing space and is able to identify and communicate social media opportunities and create materials in support of social media executions supporting social media at various operational levels throughout Mexico, Canada and the United States. As a member of the digital marketing team the social media manager , MaryEllen Gibson, posses a thorough understanding of the social media space and its potential impact in other areas of digital marketing including but are not limited to:
• SEO/SEM. .
• She is an excellent communicator comfortable with writing, public speaking, supporting and training at all levels of the organization.
• MaryEllen Gibson is able to function autonomously in a fast paced dynamic environment providing clear direction and feedback with-in an agency supported team. She posses strong project management.
MaryEllen Gibson’s Essential Duties:
• Lead strategy/execution for social media activities/campaigns, and evaluate results in an ongoing basis.
• Set targets and timelines for social media programs and key initiatives while managing to the Mazda marketing calendar where feasible.
• Deploy social media programs and technology to create innovative and creative campaigns in support of product, brand, and marketing initiatives.
• Lead efforts to devise system(s) of measurements and key metrics to understand effectiveness in terms of social media penetration and impact of social media reputation and perceptions.
• Manage budget while hitting performance goals.
• Develop and maintain a process workflow that ensures consistent execution and delivery of social media marketing campaigns with creative and technology teams.
• Develop business requirements documents and marketing distribution plans for widgets and social media applications.
• Develop a set of best practices and devise recommended rules of engagement, helping to build social media capability worldwide.
• Stay abreast of social media tools and industry trends.
• Benchmark and research competitor and industry leaders in social media as a means to identify clutter free opportunities to strengthen the customers/prospects relationship with the Mazda brand.
MaryEllen Gibson’s Qualifications:
• Masters of Business Administration
• 8+ years of work experience in an interactive field
• Specific experience in managing an online community desired.
• Hands-on experience in managing and/or marketing digital properties, including but not limited to display marketing campaign, search (SEO and SEM), relevant experience interfacing with and utilizing social media tools sets:
(Facebook, MySpace, Flickr, Twitter, Ning, Stumbleupon and others), mobile applications and widgets.
• Website development project management experience
• Experience managing direct reports and or agency relationships required.
• Experience in Photoshop
• Experience with and demonstrated understanding of social media toolsets
• Excellent computer skills and an understanding of website technology, topology and user interface best practices.
• Experience with photography/videography and video editing tools
• Excellent communication and writing skills
• An understanding of the automotive industry and passion for Mazda products
• Ability to work with in a deadline oriented fast paced team environment
Are you looking for a Social Media Manager that Can:
• Oversee your company’s presence across social networks, including the profiles of major
• Be responsible for creating engaging viral campaigns to promote your brands, as well as building out a social network in your specialty area
Key Responsibilities will include:
• Plan, manage, and execute social media campaigns
• Work with internal teams to create compelling viral campaigns to drive trainer and brand awareness
• Track and report performance on all social media efforts
• Research and propose new opportunities for social media marketing and advertising campaigns
• Effectively communicate and build internal and external relationships through social networking
• Investigate and implement new technologies, services and automation capabilities, and/or vendor solutions that enhance social media efforts.
• Develop plans to support new product launches and company initiatives
• Development of annual business plan for social media programs
Requirements:
• Masters of Business Administration MBA
• 8+ years previous online marketing experience
• 3+ years of social media marketing and advertising experience
• Thorough knowledge of how to maintain and grow a social media presence across array of networks and technologies
• Strong understanding of social media in relation to broader media mix
• Strong knowledge of user-generated content, Web video, and viral marketing on the Web
You have found the perfect Social Media Manager
www.maryellengibson.com
maryellengibson at gmail dot com
• Be responsible for creating engaging viral campaigns to promote your brands, as well as building out a social network in your specialty area
Key Responsibilities will include:
• Plan, manage, and execute social media campaigns
• Work with internal teams to create compelling viral campaigns to drive trainer and brand awareness
• Track and report performance on all social media efforts
• Research and propose new opportunities for social media marketing and advertising campaigns
• Effectively communicate and build internal and external relationships through social networking
• Investigate and implement new technologies, services and automation capabilities, and/or vendor solutions that enhance social media efforts.
• Develop plans to support new product launches and company initiatives
• Development of annual business plan for social media programs
Requirements:
• Masters of Business Administration MBA
• 8+ years previous online marketing experience
• 3+ years of social media marketing and advertising experience
• Thorough knowledge of how to maintain and grow a social media presence across array of networks and technologies
• Strong understanding of social media in relation to broader media mix
• Strong knowledge of user-generated content, Web video, and viral marketing on the Web
You have found the perfect Social Media Manager
www.maryellengibson.com
maryellengibson at gmail dot com
MaryEllen Gibson Can Be Your Next Senior Digital Media Manager
Are you seeking a Senior Digital Media Manager who is directly responsible for the strategic planning, buying, and analysis of all digital media programs to attain company objectives and drive profitable sales growth. MaryEllen Gibson has a special focus on emerging media, including social media, blogging, mobile media, and online video marketing.
MaryEllen Can:
• Participate in the development of digital media and in overall broadcast, print, and digital strategy development to determine optimal spending/media mix to attain company objectives; drive profitable sales growth, traffic, new customer acquisition and brand loyalty/favorable brand opinion
• Manage the development of emerging media channels to gain a competitive advantage in the digital space, including digital advertising, paid search, social media, mobile development, online video
• Manage the integration of new media channels to existing media mix to maximize productivity of the advertising spend and increase visibility to target customers
• Manage the development of competitive intelligence & insights for use in strategic planning
• Review all activity for ROI and recommended changes to plan to improve ROI and key performance indicators
• Participate in and manage digital media planning and execution, including social, mobile, online media. Monitor competitive efforts and effect changes as needed.
• Day to day responsibility for participating in management of agencies.
• Collaborate with your business, Marketing, Merchants, Operations, Marketing Intelligence, Promotional Planning and other internal key stakeholders to develop and implement tactics to support strategic vision.
• Review budgets and timetables
• Provide financial oversight and budget recommendations of a digital media budgets for retail and other enterprise partners
• Provide monthly forecast and recommendations to ensure expenses are in line with plan
• Provide cost justification for incremental activity
• Review all activity for ROI and recommended changes to plan to improve ROI
MaryEllen Gibson has:
• 8 plus years of previous work related experience
• Has an advanced understanding of advertising and media industry trends/developments, and uses this knowledge to present business building strategies
• Well versed in all media: online advertising, social, SEM/SEO, broadcast, print. Has a thorough understanding of and actively participates in the media planning and buying process as it relates to strategic planning.
• Detailed understanding of the business and channel along the dimensions of: financials and measurement, organization; customer segments; infrastructure, sales channels , etc.
• Strong communication skills; external, and internal collaboration
• Proven ability to develop people and build strong teams
• Proven leadership skills and ability to influence others in order to achieve strategic vision
• Strong computer/technical skills
• Strong analytical and critical thinking skills
• Financial skills to manage media planning and budget responsibilities
• MBA Masters in Business Administration
MaryEllen Can:
• Participate in the development of digital media and in overall broadcast, print, and digital strategy development to determine optimal spending/media mix to attain company objectives; drive profitable sales growth, traffic, new customer acquisition and brand loyalty/favorable brand opinion
• Manage the development of emerging media channels to gain a competitive advantage in the digital space, including digital advertising, paid search, social media, mobile development, online video
• Manage the integration of new media channels to existing media mix to maximize productivity of the advertising spend and increase visibility to target customers
• Manage the development of competitive intelligence & insights for use in strategic planning
• Review all activity for ROI and recommended changes to plan to improve ROI and key performance indicators
• Participate in and manage digital media planning and execution, including social, mobile, online media. Monitor competitive efforts and effect changes as needed.
• Day to day responsibility for participating in management of agencies.
• Collaborate with your business, Marketing, Merchants, Operations, Marketing Intelligence, Promotional Planning and other internal key stakeholders to develop and implement tactics to support strategic vision.
• Review budgets and timetables
• Provide financial oversight and budget recommendations of a digital media budgets for retail and other enterprise partners
• Provide monthly forecast and recommendations to ensure expenses are in line with plan
• Provide cost justification for incremental activity
• Review all activity for ROI and recommended changes to plan to improve ROI
MaryEllen Gibson has:
• 8 plus years of previous work related experience
• Has an advanced understanding of advertising and media industry trends/developments, and uses this knowledge to present business building strategies
• Well versed in all media: online advertising, social, SEM/SEO, broadcast, print. Has a thorough understanding of and actively participates in the media planning and buying process as it relates to strategic planning.
• Detailed understanding of the business and channel along the dimensions of: financials and measurement, organization; customer segments; infrastructure, sales channels , etc.
• Strong communication skills; external, and internal collaboration
• Proven ability to develop people and build strong teams
• Proven leadership skills and ability to influence others in order to achieve strategic vision
• Strong computer/technical skills
• Strong analytical and critical thinking skills
• Financial skills to manage media planning and budget responsibilities
• MBA Masters in Business Administration
Are you looking for
Are you looking for a Social Media Manager? Here is what you need to look for http://htxt.it/2Evb
Did you need a list
Did you need a list of all Social Media Networks? Here you go http://htxt.it/XSz1
San Diego Social Med
San Diego Social Media Speaker: Contact today www.maryellengibson.com . She is ready to speak to your group.
Looking for a Social
Looking for a Social Media Speaker? Contact MaryEllen Gibson www.maryellengibson.com
Are you looking for
Are you looking for someone to speak to your group about Social Media in San Diego, Riverside or Orange County? Contact MaryEllen today www.maryellengibson.com
MaryEllen Gibson Can Be Your Next Senior Digital Media Manager
Are you seeking a Senior Digital Media Manager who is directly responsible for the strategic planning, buying, and analysis of all digital media programs to attain company objectives and drive profitable sales growth. MaryEllen Gibson has a special focus on emerging media, including social media, blogging, mobile media, and online video marketing. MaryEllen Can: • Participate in the development of digital media and in overall broadcast, print, and digital strategy development to determine optimal spending/media mix to attain company objectives; drive profitable sales growth, traffic, new customer acquisition and brand loyalty/favorable brand opinion • Manage the development of emerging media channels to gain a competitive advantage in the digital space, including digital advertising, paid search, social media, mobile development, online video • Manage the integration of new media channels to existing media mix to maximize productivity of the advertising spend and increase visibility to target customers • Manage the development of competitive intelligence & insights for use in strategic planning • Review all activity for ROI and recommended changes to plan to improve ROI and key performance indicators • Participate in and manage digital media planning and execution, including social, mobile, online media. Monitor competitive efforts and effect changes as needed. • Day to day responsibility for participating in management of agencies. • Collaborate with your business, Marketing, Merchants, Operations, Marketing Intelligence, Promotional Planning and other internal key stakeholders to develop and implement tactics to support strategic vision. • Review budgets and timetables • Provide financial oversight and budget recommendations of a digital media budgets for retail and other enterprise partners • Provide monthly forecast and recommendations to ensure expenses are in line with plan • Provide cost justification for incremental activity • Review all activity for ROI and recommended changes to plan to improve ROI MaryEllen Gibson has: • 8 plus years of previous work related experience • Has an advanced understanding of advertising and media industry trends/developments, and uses this knowledge to present business building strategies • Well versed in all media: online advertising, social, SEM/SEO, broadcast, print. Has a thorough understanding of and actively participates in the media planning and buying process as it relates to strategic planning. • Detailed understanding of the business and channel along the dimensions of: financials and measurement, organization; customer segments; infrastructure, sales channels , etc. • Strong communication skills; external, and internal collaboration • Proven ability to develop people and build strong teams • Proven leadership skills and ability to influence others in order to achieve strategic vision • Strong computer/technical skills • Strong analytical and critical thinking skills • Financial skills to manage media planning and budget responsibilities • MBA Masters in Business Administration
Your next Social Media Manager
Is your business currently seeking a Social Media Manager to manage internal and external social media initiatives within the organization. Are you planning for this role to consult and develop innovative Social Media programs based on social media strategies, blogger relations and viral initiatives. MaryEllen Gibson can monitor commentary regarding agency and clients online through social networks, key blogs, twitter and forums. She also engages in and drives discussions related to business priorities on blogs and social networks while educating internal stakeholders on the uses of social media platforms staying constantly abreast of changes in social media outreach and developing ideas on future trends for distribution to clients and press. MaryEllen Gibson’s Qualifications: • 8 plus years of online marketing & social media with additional experience in the financial industry . • Related industry experience in digital marketing (blogs, online communities) and use of social networking tools - Twitter, Facebook to promote business objectives. • Superb communication and interpersonal skills • Independent, strategic and creative thinker who is a flexible team player willing to take on additional responsibilities if necessary. Contact MaryEllen Gibson www.maryellengibson.com maryellengibson at gmail dot com
MaryEllen Gibson is
MaryEllen Gibson is Your Online Program Manager - Social Media & Community Strategy Description MaryEllen Gibson an online program manager will help lead your social media & community integration strategy and execution across your company. MaryEllen Gibson can: • Formulate your strategy and develop comprehensive plans of where and how social media and community integrations into your company and how it will take place • Posses a thorough understanding of social media and web 2.0 trends and their applicability to the dell.com website • Creatively leverage all available research, understand customer and business value drivers, identify and develop the key projects to execute against, partner both internally and externally to develop execution plans, and measure/quantify impact • Develop strong alignment with the various impacted business units along with comprehensive business case development • Partner with marketing, design, operations, IT, external vendors, and industry thought leaders • Manage and conduct internal and external customer usability/feedback sessions and surveys as needed • Evangelize the vision and sell the plans globally and business wide MaryEllen Gibson’s Qualifications • Strong Communication and partnering skills • Proven Leadership • Creativity • Organizational Agility • Drive for results • Leadership thru Influence • Strategic Agility • Ability to deal with ambiguity in a fast paced eBusiness environment • 8+ years relevant experience • MBA Masters of Business Administration
Is this Your Job Des
Is this Your Job Description for a Strategic Marketing Manager? Here is your future Social Media Manager Social Media / Emerging Technology MaryEllen Gibson possesses a solid understanding of the social media world and social networking: blogs, networks, micro-blogging, wikis/collaborative software, podcasts etc. She is a true social media expert who has achieved documented success helping develop and build brands in the social space. She is also a subject matter expert on social media tools and has the ability to apply those tools in developing strategies that achieve business objectives. MaryEllen Gibson leads, participates and responds to conversations related to your brand even if they are critical or accusatory. Her collaboration with internal stakeholders such as Marketing, Legal, Customer Support, Product Development and others is responsible for ensuring tight integration with all company social media activities & initiatives. She measures the impact of social media on the overall marketing efforts and provides regular dashboard reports with actionable insights to management. Her Abilities: • Recommends and executes social media strategies that help achieve overall marketing objectives. • Writes and regularly updates your external social sites: Facebook pages/groups, LinkedIn group, MySpace, Twitter etc… • Recommends how you use social media tools/sites to develop a dialogue with consumers and drive your brand awareness and brand preference • Works effectively with cross-functional teams who are seeking ways to integrate social media within their programs; provides guidance, expert advice and strategies that fit within your overall marketing / communications strategy • She is eager to meet and exceed objectives and take on more responsibility • She has outstanding organizational skills and the ability to handle multiple projects simultaneously while meeting aggressive deadlines • Has an outstanding ability to communicate results to management and operate in a fast paced environment • Knowledge and understanding of digital technology, new trends and the latest in social/mobile innovation • Demonstrates ability to integrate social media into broader marketing campaigns • Experienced in working with multiple agencies simultaneously (traditional & digital) • She has the ability to identify threats and opportunities within the user generated content space and make quick decisions and recommendations to management Her Skills: • Demonstrated creativity, engagement and collaboration within social media • Proven track record of listening & engaging with the online community and acting on their behalf • Understanding of search and its impact on social media content (SEO) • Experienced in integrating content into multiple social distribution channels • Proficient in using social listening tools such as Radian6 or Nielsen Buzz Metrics • Familiarity with Omniture & Google Web Analytics software • Proficient with Microsoft Office products • Excellent verbal and written communication skills and an ability to work independently or in a team environment • 8 years work experience in advertising, public relations & online marketing • MBA Masters of Business Administration You have found your Strategic Marketing Manager in MaryEllen Gibson Contact Her Today: www.maryellengibson.com maryellengibson at gmail dot com
Are you looking for
Are you looking for a Social Media Manager ? Information and people are the most important assets companies have. Content Management and Social Media is revolutionizing the way companies and their employees, customers and partners interact with one another and information. As the innovation leader in Social Media, MaryEllen Gibson is extremely active in driving discussion and debate online and across the social media community. She is a rockstar who lives and breathes the social media world and has a solid understanding of all-things social networking: blogs, networks, microblogging, wikis/collaborative software, podcasts – she does it all. A true social media expert she has achieved business value results. Reputation management is the name of the game, and she is an All-Star. Responsibilities: • Day to day monitoring of all social media outlets: pages, sites, blogs, etc. • Contributing to and regularly updating our external social sites: Facebook pages/groups, LinkedIn group, MySpace page, Twitter, EMC One, etc. • Manages social networking programs to ensure business gets more than fair share of voice. • Directs voices across social media networks to post or respond or tweet on particular topics or in response to other posts/comments; builds “social media” coalitions for optimal results. • Uses social media during our key events (Twitter, Yammer, etc.) • Utilizes social media as a voice to market around key themes/messages that match our other marketing programs, product launches, etc. • Constantly communicates constructive and innovating suggestions on how we use social media tools/sites to increase our voice to market. Measures: • Measurable increase in share of voice overall. • Increasing numbers of tweets, posts, and other coverage month by month that discuss us and our topics of interest. Qualifications/Profile of desired individual: • A subject matter expert on social media tools — knows them, has used them all, understands differences, benefits, etc – and has ability and patience to educate internal audiences. • Someone who is strategically minded and would be the type of person a company would hire as a consultant to define/guide a social media strategy. • Someone with a network of bloggers/writer for contract hire. • Someone who is preferably a known name in the social media space (although not required). • Someone with a major passion for this as a day-to-day job and will think creatively about how to use these tools to our benefit, will proactively seek out new tools (e.g., Unisfair, Mozes, etc.). • Strong project management skills; excellent communication skills; ability to work with multiple contributors at various levels. • Public relations experience, a plus. • Planning and developing strategy around campaigns. • Understanding of B2B marketing. • MBA Masters of Business Administration Here name is MaryEllen Gibson and you can reach her today www.maryellengibson.com maryellengibson at gmail dot com
Are you looking for
Are you looking for a Social Media / New Media Manager? Here she is! Are you looking for an individual who will lead the creative, marketing and monetization strategies for your company while also managing communication across a network of customers, consumers, clients and entrepreneurs? Are you seeking a super-energetic individual with passion for social networking and the expertise to design features that will attract people to their community? Do you want someone responsible for providing members with a variety of fun activities and compelling incentives to frequently participate in the community? You have found that person with MaryEllen Gibson Responsibilities: Oversee the design and implementation of social networking features, activities and events within the online game creation community Develop the monetization strategy for the community's micro-transactions, subscriptions, virtual goods, events, user-generated content stores, etc. Collaborate with clients to incorporate captivating social networking features into our design templates Produce blog updates, podcasts, videos, online posts and newsletters to promote the community, featured members, new content, etc. Produce blog updates, podcasts, videos, online posts and newsletters to promote the community, featured members, new content, etc. Establish an implementation strategy for 3rd party content that will enrich the overall user experience and keep the community fresh for frequent visitors Integrate features that sync with Facebook, MySpace, Twitter and other social networking websites Requirements: Leadership experience with the strategic planning and marketing of at least one successful online community Proven ability to create and execute online social media campaigns with growth a 30 day period and more as time goes on in a viral fashion Achievement of simultaneous and prominent placement on leading social news sites including: Digg, Fark, Mixx, Newsvine, Propeller, Reddit, Shoutwire, Sphinn, and Technorati Expertise publishing or participating on blogs, social news, video/photo sharing, social networking applications, widgets/gadgets, viral marketing campaigns and podcasts Experience implementing online monetization models and a strong familiarity of leading e-commerce systems and potential co-marketing partners Ability to quantitatively assess web analytics and data to adapt creative and business objectives in response to market feedback and user activity trends Comfortable working in a lean, start-up environment where thinking out of the box is strongly encouraged Also desirable: Experience designing social networking and/or online community features MBA Masters of Business Administration Contact MaryEllen Gibson at www.maryellengibson.com maryellengibson at gmail dot com
Friday, October 16, 2009
.D. Power and Associ
.D. Power and Associates Reports; Embracing Social Media in Automotive Marketing is Critical to Changing Customer Perceptions http://htxt.it/SOFg
Watch out Google and
Watch out Google and Adobe: Small business is warming to social media http://htxt.it/zLKB
Facebook Dominates S
Facebook Dominates Social Media Ads, Twitter And MySpace Irrelevant http://htxt.it/D0Td
Thursday, October 15, 2009
Companies seek socia
Companies seek social media experts to keep online conversation rolling http://htxt.it/m9Tn
Tuesday, October 13, 2009
Set Up An Account on
Set Up An Account on Twitter for Your Business Step by Step http://htxt.it/sSIH
Monday, October 12, 2009
Hands on Business So
Hands on Business Social Media Training in Temecula , California. Join Wes and I www.getsocialgetpaid.com
Wednesday, October 7, 2009
Tuesday, October 6, 2009
25 Social Media Sites YOUR Business Needs to be on.
If you are a business you should be on at least these 25 Social Sites. Your customers are there waiting to find you and talk to you. Not sure what to do when you have these 25 sites? That is when you call me. 951-760-0964 1. Facebook 2. Twitter 3. LinkedIn 4. Del.icio.us 5. Digg 6. Blogger 7. Wordpress 8. Live Journal 9. Ning 10. Squidoo 11. YouTube 12. Newsvine 13. Stumble Upon 14. Plaxo 15. Gather 16. Get Satisfaction 17. Yelp 18. Wikipedia 19. Wet Paint 20. Yahoo Answers 21. Xing 22. Reddit 23. Technorati 24. Flickr 25. Google Local
Is your Business on
Is your Business on the Top 25 Social Media Sites ? If not......when? http://htxt.it/TBjH
Top 25 Social Media
Top 25 Social Media Sites for Business. How many are you on? http://htxt.it/031L
So How Many Social M
So How Many Social Media Sites are there? Here are most of them at least http://htxt.it/GlDr
Monday, October 5, 2009
A- on my Stats class
A- on my Stats class with only 4 more classes to finish my MBA 3.95 GPA so far :)
Thursday, October 1, 2009
Wednesday, September 16, 2009
Monday, September 14, 2009
Proud of my first fu
Proud of my first full training video: Using Social Media to find the Job of your Dreams http://htxt.it/Yhs6
Proud of my first fu
Proud of my first full training video: Using Social Media to find the Job of your Dreams
Thursday, September 10, 2009
Are you looking for
Are you looking for a Internet Marketing Director with Social Media Management experience? www.maryellengibson.com
Wednesday, September 9, 2009
Tuesday, September 8, 2009
I must admit I just
I must admit I just don't like MYSPACE. Why do I have to log in to watch a video? I will just head over to YouTube to find it.
Tuesday, September 1, 2009
New Chart: Social Me
New Chart: Social Media’s Place in the Elite Marketing Trio http://htxt.it/QVSw
Blood center all atw
Blood center all atwitter over attracting donors with social media http://htxt.it/juPU
Wednesday, August 26, 2009
Are you thinking abo
Are you thinking about hiring a Social Media Manager ? Are you in the San Diego area? http://htxt.it/HycE
You can use Facebook
You can use Facebook and Twitter to promote your business, but do it gently. http://htxt.it/jYsv
Tuesday, August 25, 2009
I saw this job descr
I saw this job description and I thought this is so me so I applied Key Responsibilities * Direct responsibility for all of the company’s marketing initiatives with primary focus on online advertising (paid & organic search, social media, affiliate, email, viral) * Development and management of hundreds of SEM campaigns, with millions of keywords – responsible for maintaining minimum ROI with a high ad spend, in a highly competitive keyword market * Development and management of hundreds of social-network campaigns * Efficiently managing all marketing related contractors to ensure zero hours are wasted, projects are completed within deadlines, and ROI is positive * Prioritize multiple tasks effectively and perform a variety of deadline-driven projects * Identify and assess innovative sources and the value of non-web based new media opportunities, media sponsorships and strategic partnerships where appropriate * Work closely with finance department to report, analyze and optimize all marketing campaigns * Produce and analyze weekly, monthly and seasonal reports measuring ROI * Responsible for development of an internal online affiliate program – including managing and improving current relationships, as well as actively pursuing new ones * Development of all new marketing relationships, including assessing potential partners, negotiating contracts, and managing projects to ensure a positive ROI * Responsible for maintaining an open channel of communication with our customers through email and other initiatives. * Identify new advertising opportunities, negotiate terms and implement techniques for improving campaigns Qualifications * Must have - a minimum of 3 years online marketing experience * Extremely strong quantitative skills * Bachelor Degree with a focus in mathematics or business * Ability and desire to concurrently lead numerous tactical and strategic projects * Ability to efficiently utilize both highly skilled subordinates and interns * Ability to work in a fast-paced environment in a highly organized manner * Ability to handle multiple time-sensitive initiatives and competing priorities * Thorough understanding of profit and loss, ROI, and breakeven and sensitivity analysis * Excellent written, verbal communication, presentation and analytical skills * Goal oriented, self-directed and self-motivated within a team environment * Above all, to be considered the candidate must be success driven and exude excellence in all he/she does, taking great pride in their work and doing everything within their power to reach their goals Personal Characteristics * Strategic and Tactical thinker * Honorable * Ambitious * Intelligent * Task Oriented * Entrepreneurial * Self-motivated * Ability to maintain order and organization in a chaotic environment
Monday, August 24, 2009
SOCIAL MEDIA AND THE
SOCIAL MEDIA AND THE WORKPLACE - A charter for the responsible use of social media http://htxt.it/kGQH
The Many Rewards --
The Many Rewards -- and Risks -- of Social Media for Newspapers http://htxt.it/EbSF
Sunday, August 23, 2009
Friday, August 21, 2009
Looking forward to :
Looking forward to : Web Analytics 2.0: The Art of Online Accountability and Science of Customer Centricity http://htxt.it/5yUU
Is your company look
Is your company looking for a Social Media Manager? Contact Me: http://htxt.it/7Yeu
Is your company look
Is your company looking for a Social Media Manager? Contact Me: www.maryellengibson.com
Thursday, August 20, 2009
Can Twitter prevent
Can Twitter prevent a movie from succeeding with Generation Y? http://htxt.it/4fAC
Nearly Half of Emplo
Nearly Half of Employers Use Social Networks for Screening Candidates http://htxt.it/2gWk
PLEASE CHECK MINE :)
PLEASE CHECK MINE :) : Employers increasingly turning to Facebook to check up on you http://htxt.it/Gsxq
Wednesday, August 19, 2009
Web Analytics Career
Web Analytics Career Advice: Play In The Real World! | Occam's Razor by Avinash Kaushik http://htxt.it/QRF1
Tuesday, August 18, 2009
Because of the speed
Because of the speed in which social media enables communication, word of mouth now becomes world of mouth
GO HULU ! • Hulu h
GO HULU ! • Hulu has grown from 63 million total streams in April 2008 to 373 million in April 2009.
Social Media Banned
Social Media Banned from College Stadiums ... fighting it won't make it go away http://htxt.it/2mwK
Not Social Media but
Not Social Media but great for San Diego Locals for the zoo http://htxt.it/uH8d
Monday, August 17, 2009
Jobseekers and freel
Jobseekers and freelancers can use tools like Google Analytics to see if human resources departments are looking at their websites http://htxt.it/lM6n
iGoogle Gets Social
iGoogle Gets Social – Google’s Social Media Obsession Continues http://htxt.it/gsrN
A great way to reach
A great way to reach citizens! Alachua County Joins Social Networks http://htxt.it/0sVI
Disagree with this a
Disagree with this article http://htxt.it/sIO8 SMO is just as powerful as SEO. The future is now.
Saturday, August 15, 2009
Trying out www.hello
Trying out www.hellotxt.com compared to www.ping.fm . Want to see which one works for me.
Friday, August 7, 2009
Thursday, August 6, 2009
Tuesday, August 4, 2009
Sunday, March 8, 2009
What is the difference between managers and leaders? Is it possible to be an effective manager without being a leader? Provide examples to support your answer.
The difference between managers and leaders are their pathway to job completion. I believe that managers deal more with processes and procedure. A manager is thought to be more structured, controlled, analytical, and rule-oriented. A manager might purely look at deadlines and outcome achievement. I think managers that are not leaders may look at projects more as a project manager. Leaders create environments where workers can achieve success through collaboration and team building. Leaders tend to be experimental, visionary, unstructured, and flexible. Leaders create goals with their team members. I believe that workers tend to work more diligently for leaders than managers because they feel as though the goals set have included their outcome as well. I believe a manager can get the job done, but not necessarily the best job possible. I also believe a strong leader on a team is not always the manager. I believe in today’s workforce that members of a team that specialize in specific areas can be a leader and have it be acceptable by all members of the team including management. According to Seth Godin in the book Triibes people want to be led and motivated they don’t want to be managed. Leaders create movements in which people want to join and be a part of.
What is a significant employee behavior issue that managers confront in the workplace? According to organizational behavior theories, how do you think it should be addressed?
There are many significant employee issues that managers must confront in the workplace some of these are Productivity, Absenteeism, Turnover, Deviant Workplace Behavior, Organizational Citizenship Behavior, and Job Satisfaction. I think the most significant of these behavior issues are Organizational Citizenship Behavior. These are the behaviors that allow the workplace to be a civilized community that works positively together.
Successful organizations need employees who will do more than their usual
job duties—who will provide performance that is beyond expectations. In today’s
dynamic workplace, where tasks are increasingly done in teams and where flexibility
is critical, organizations need employees who will engage in “good citizenship”
behaviors such as helping others on their team, volunteering for extra
work, avoiding unnecessary conflicts, respecting the spirit as well as the letter of
rules and regulations, and gracefully tolerating the occasional work-related
impositions and nuisances (Robbins & Judge, p. 30)
It is important that everyone is willing to go above and beyond to create a successful outcome in the department or organization. Good leadership can create this community. Leaders that lead from within can exemplify these characteristics for their employees to follow. They can create an environment where employees feel comfortable to be flexible, and feel that their above and beyond attitude is appreciated by leadership and team members. This allows the department to work more as a team.
Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River, NJ: Pearson Education.
Successful organizations need employees who will do more than their usual
job duties—who will provide performance that is beyond expectations. In today’s
dynamic workplace, where tasks are increasingly done in teams and where flexibility
is critical, organizations need employees who will engage in “good citizenship”
behaviors such as helping others on their team, volunteering for extra
work, avoiding unnecessary conflicts, respecting the spirit as well as the letter of
rules and regulations, and gracefully tolerating the occasional work-related
impositions and nuisances (Robbins & Judge, p. 30)
It is important that everyone is willing to go above and beyond to create a successful outcome in the department or organization. Good leadership can create this community. Leaders that lead from within can exemplify these characteristics for their employees to follow. They can create an environment where employees feel comfortable to be flexible, and feel that their above and beyond attitude is appreciated by leadership and team members. This allows the department to work more as a team.
Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River, NJ: Pearson Education.
Blog title...
In what specific ways can an individual influence an organization through the quality of his or her management and leadership skills?
I have found that the three most important leadership skills an effective manager can bring to a management position are attitude management, procedure management and goal setting.
I believe that attitudes are as contagious as the common cold. A manager that keeps a positive attitude can affect the entire team in a encouraging manner; in that same vein a manager with a negative attitude can cause the entire team to be pessimistic.
Procedure Management is important for a team in order to have a consistent way of approaching projects. If a team feels like they need to recreate the wheel every time they encounter a new project they will waste time and money. Proper procedures can keep a team organized and efficient. A manager that knows how to put these procedures in place and manage them can keep their team running smoothly.
Goal Setting is imperative for managers. Everyone on the team needs to know what the outcome of a project should look like. A manager that sets strong goals for their team and allows them to understand their role in the outcome can expect powerful results. A truly effective manager may have his team contribute to the goal creation so they have ownership in the final results.
I have found that the three most important leadership skills an effective manager can bring to a management position are attitude management, procedure management and goal setting.
I believe that attitudes are as contagious as the common cold. A manager that keeps a positive attitude can affect the entire team in a encouraging manner; in that same vein a manager with a negative attitude can cause the entire team to be pessimistic.
Procedure Management is important for a team in order to have a consistent way of approaching projects. If a team feels like they need to recreate the wheel every time they encounter a new project they will waste time and money. Proper procedures can keep a team organized and efficient. A manager that knows how to put these procedures in place and manage them can keep their team running smoothly.
Goal Setting is imperative for managers. Everyone on the team needs to know what the outcome of a project should look like. A manager that sets strong goals for their team and allows them to understand their role in the outcome can expect powerful results. A truly effective manager may have his team contribute to the goal creation so they have ownership in the final results.
Monday, February 16, 2009
Career Development Plan
Feedback & Performance Improvement:
Sales Team will be given feedback in three formats:
1. Weekly Sales Quota Report
2. Monthly Customer Service Report
3. Quarterly Sales Associate Performance Report
Employees will have the opportunity to set up a meeting with the training manager to work on any area that received a score of requires improvement. This will be available weekly for Sales Quota Reports, monthly for Customer Service Reports and quarterly for Performance Reports. Employees receiving scores above requires improvement will also be able to set up meetings with the Training Manager after all requires improvement meetings have been completed. We believe the ability to meet with the training manager will allow all sales associates to reach higher levels of performance. Training Manager may set up subsequent meetings with Sales Managers and Sales Customer Service Manager if additional on-the-job training is required.
Promotions and Educational Opportunities
When open positions become available in the Sales Leadership Team members of the Sales Team will be given the opportunity to submit applications and resumes for the available position. Remaining members of the Sales Leadership Team and Senior Management will then conduct interviews of the top three Sales Associates considered for the position. If a member of the Sales Associate Team is not chosen to fill the open position then the job will be flown to the public.
Educational Opportunities are available to all Sales Associates. If a Sales Associate would like to attend a conference style training (1-5 day training) approval will be required by the Sales Leadership Team. If a Sales Associate would like to receive a bachelor or masters degree and would like partial tuition support from EnviroTech approval will be required from the Sales Leadership Team and the Senior Management Team.
Family Support
We at EnviroTech realize that you have a family outside of work for this reason the following programs are offered:
Family Medical Leave Act:
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to ''eligible'' employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.
If you feel you may have a situation that may qualify for time under the FMLA please contact Human Resources as soon as possible.
Sick Time / Personal Time:
Sick Time or Personal Time may be used for situations pertaining to the employee or members of their immediate family (spouse, partner, children, or parents)
Parental Educational Support:
Employees may take off up to 20 hours a year of unpaid time off to attend parent conferences, school meetings, or volunteer time. Employee’s immediate supervisor must be informed at least one week prior to this requested time off.
Leadership Team:
Adaptation for Sales Leadership Team Members for career advancement
Jim Martin, Vice President of Sales
Jim Martin currently has a bachelor’s degree and has expressed a desire to go back to school for his Masters in Business Administration. The Senior Management Team has agreed to pay half of Jim’s tuition since this is related to his current position.
Shane Huck, Sales Manager
Shane has requested to attend the Covey Leadership: Great Leaders, Great Teams, Great Results (3-Day Workshop) all members have agreed that this training will facilitate with the training of the Sales Associates so it has been approved.
Tom Gonzalez, Sales Manager
Tom currently feels that the Train the Trainer program is enough to handle at the moment. He has been mentoring some sales associates and feels that his home life is suffering due to extended work hours. He may be choosing to work a flex week of 4 ten hour days to support both the sales team and his home life. This has been approved by Senior Management.
Susan Burnt, Sales Customer Manager
Susan is currently mentoring many sales associates in customer management. She is currently being given a mentoring stipend because of her dedication to these associates.
Ving Hsu, Training / Product Educator Manager
Ving has requested The Brooks Group training. EnviroTech has sent sales staff to The Brooks Group training in the past and feel that the return of investment was positive. Ving has also been cross training with the sales manager and customer service manager so he can assist the sales associates more fully.
Conclusion and Budget:
The current budget for this plan is zero dollars. The trainings are allocated under a special “training” budget and must be approved by the Leadership Team and Senior Management Team. This plan is expected to be effective because of the prior “buy-in” by members of the Leadership Team and Sales Associates. The benefits for this plan are expected to be higher job satisfaction, higher customer satisfaction, and a deeper understanding of company policies and procedures. The return of investment for this project is expected to be shown in a higher volume of sales and customer retention.
Sales Team will be given feedback in three formats:
1. Weekly Sales Quota Report
2. Monthly Customer Service Report
3. Quarterly Sales Associate Performance Report
Employees will have the opportunity to set up a meeting with the training manager to work on any area that received a score of requires improvement. This will be available weekly for Sales Quota Reports, monthly for Customer Service Reports and quarterly for Performance Reports. Employees receiving scores above requires improvement will also be able to set up meetings with the Training Manager after all requires improvement meetings have been completed. We believe the ability to meet with the training manager will allow all sales associates to reach higher levels of performance. Training Manager may set up subsequent meetings with Sales Managers and Sales Customer Service Manager if additional on-the-job training is required.
Promotions and Educational Opportunities
When open positions become available in the Sales Leadership Team members of the Sales Team will be given the opportunity to submit applications and resumes for the available position. Remaining members of the Sales Leadership Team and Senior Management will then conduct interviews of the top three Sales Associates considered for the position. If a member of the Sales Associate Team is not chosen to fill the open position then the job will be flown to the public.
Educational Opportunities are available to all Sales Associates. If a Sales Associate would like to attend a conference style training (1-5 day training) approval will be required by the Sales Leadership Team. If a Sales Associate would like to receive a bachelor or masters degree and would like partial tuition support from EnviroTech approval will be required from the Sales Leadership Team and the Senior Management Team.
Family Support
We at EnviroTech realize that you have a family outside of work for this reason the following programs are offered:
Family Medical Leave Act:
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to ''eligible'' employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.
If you feel you may have a situation that may qualify for time under the FMLA please contact Human Resources as soon as possible.
Sick Time / Personal Time:
Sick Time or Personal Time may be used for situations pertaining to the employee or members of their immediate family (spouse, partner, children, or parents)
Parental Educational Support:
Employees may take off up to 20 hours a year of unpaid time off to attend parent conferences, school meetings, or volunteer time. Employee’s immediate supervisor must be informed at least one week prior to this requested time off.
Leadership Team:
Adaptation for Sales Leadership Team Members for career advancement
Jim Martin, Vice President of Sales
Jim Martin currently has a bachelor’s degree and has expressed a desire to go back to school for his Masters in Business Administration. The Senior Management Team has agreed to pay half of Jim’s tuition since this is related to his current position.
Shane Huck, Sales Manager
Shane has requested to attend the Covey Leadership: Great Leaders, Great Teams, Great Results (3-Day Workshop) all members have agreed that this training will facilitate with the training of the Sales Associates so it has been approved.
Tom Gonzalez, Sales Manager
Tom currently feels that the Train the Trainer program is enough to handle at the moment. He has been mentoring some sales associates and feels that his home life is suffering due to extended work hours. He may be choosing to work a flex week of 4 ten hour days to support both the sales team and his home life. This has been approved by Senior Management.
Susan Burnt, Sales Customer Manager
Susan is currently mentoring many sales associates in customer management. She is currently being given a mentoring stipend because of her dedication to these associates.
Ving Hsu, Training / Product Educator Manager
Ving has requested The Brooks Group training. EnviroTech has sent sales staff to The Brooks Group training in the past and feel that the return of investment was positive. Ving has also been cross training with the sales manager and customer service manager so he can assist the sales associates more fully.
Conclusion and Budget:
The current budget for this plan is zero dollars. The trainings are allocated under a special “training” budget and must be approved by the Leadership Team and Senior Management Team. This plan is expected to be effective because of the prior “buy-in” by members of the Leadership Team and Sales Associates. The benefits for this plan are expected to be higher job satisfaction, higher customer satisfaction, and a deeper understanding of company policies and procedures. The return of investment for this project is expected to be shown in a higher volume of sales and customer retention.
Friday, February 13, 2009
What are your thoughts on evaluating an employee?s performance based on what a manager thinks he or she deserves, as opposed to what his or her work entails? Support your rationale with examples
The importance of job performance forms is imperative for this reason. It is important what a manager thinks of the employee to say the contrary would just be false, but a job performance report systematically reviews employees on consistent skills and performance. It requires the manager to evaluate the employee’s skills and outcomes and makes it more difficult to slant the entire report to their way of thinking. A manager can still give a negative report but will need to back up the report with examples of not meeting the previously agreed upon jobs and performances. If the manager has a bias for or against the employee it may be easier to prove with a consistent job performance report.
In recent years, there has been a concern of grade inflation within academia. Do you think a case could be made for performance appraisals being inflated? Why or why not.
I have been involved in the discussion as an educator of grade inflation within academia and educators having performance appraisals inflated. In the field of education I would agree with both of these statements, but in the business arena I have not experience the same inflation. As a teacher I would be evaluated every year for my first two years and then every other year after I received seniority. Being evaluated consisted of having my principal come in twice during the year and observe a lesson. My student’s grades nor their success or failure were included in my evaluation. When I joined the business world and started being evaluated it was a stark contrast. I was evaluated on my job performance and my results. It was no longer good enough to do a good job I had to accomplish something while doing a good job. My marketing metrics were taken in to account of my total job performance.
Are the intangibles, such as personality, attitude, and behavior, as important to consider when evaluating an employee as his or her work product? Provide some examples to help explain your rationale.
I believe that intangibles such as personality, attitude and behavior should be included when performing a job performance analysis. In many positions personality, attitude and behavior make the position successful or not. The three positions I think of when I think of these intangibles being imperative are nurses, sales people, and customer service.
In the frontline of the health care industries nurses need to have more than just the medical book knowledge acquired in Nursing School. Nurses must have what is known as “bedside manner”. They are required to have certain intangible qualities that make them successful dealing with patients, families and doctors. These should be and are included in many nurses’ job analysis performance forms.
Salespeople must confront constant rejection in their daily quest for leads; effectively using intangible skills will make or break a successful salesperson. They must have and outgoing personality, a positive attitude and professional behavior to represent the company they are selling for effectively. If they do not possess these skills they will be unable to successfully meet their sales quotas.
Customer Service deals mainly with customers that are not currently pleased with their company’s services or goods. Customer service representatives must positively handle negative situations to keep customers happy and coming back for more. Intangibles would be a huge part of a CSR’s job performance.
In all of these positions it is important to have goals and expectations set that exhibit what successful models of these intangibles look and sound like. If a worker knows what success looks like they will be able to attempt to duplicate it in their daily work assignments.
In the frontline of the health care industries nurses need to have more than just the medical book knowledge acquired in Nursing School. Nurses must have what is known as “bedside manner”. They are required to have certain intangible qualities that make them successful dealing with patients, families and doctors. These should be and are included in many nurses’ job analysis performance forms.
Salespeople must confront constant rejection in their daily quest for leads; effectively using intangible skills will make or break a successful salesperson. They must have and outgoing personality, a positive attitude and professional behavior to represent the company they are selling for effectively. If they do not possess these skills they will be unable to successfully meet their sales quotas.
Customer Service deals mainly with customers that are not currently pleased with their company’s services or goods. Customer service representatives must positively handle negative situations to keep customers happy and coming back for more. Intangibles would be a huge part of a CSR’s job performance.
In all of these positions it is important to have goals and expectations set that exhibit what successful models of these intangibles look and sound like. If a worker knows what success looks like they will be able to attempt to duplicate it in their daily work assignments.
Tuesday, February 10, 2009
What are your thoughts on evaluating an employee?s performance based on what a manager thinks he or she deserves, as opposed to what his or her work entails? Support your rationale with examples.
When evaluating an employee’s performance some may question if the evaluation should be based on what a manager thinks he or she deserves, as opposed to what his or her work entails. I am a believer that an employee should be evaluated on what his or her work entails. A manager needs to define performance so employees and teams know what is expected of them. Employees can then focus on effective performance. Managers should set three key elements: goals, measures, and assessment. Then it is necessary for managers to use appraisals when evaluating employees. Appraisal provide legal justification , criteria, feedback, identify developmental needs, and diagnose organizational problems. A manager that would choose to assess an employee purely on what the manager thinks of them as opposed to work details sets themselves up for possible legal actions if an employee feels they were evaluated unfairly. Appraisals allow all employees to be judged on equal standards.
Sunday, January 25, 2009
Diversity: DQ4
Being a former educator I believe training is a powerful tool in creating a diverse working environment. Allowing workers to understand the diversity around them can permit them to appreciate the differences that surround them and be able to use that diversity to the advantage of the organization. As a manager of a diverse workforce it is important to focus on bringing in the best talent, establishing mentor programs among employees and hold staff accountable for meeting diversity goals. There are five factors that account for companies increasing attention to diversity:
1. Shift from manufacturing to service focus
2. The globalization of markets
3. New business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Changing labor market
I believe if there were diversity issues within the workplace that training would help employees to see the workplace through the eyes of others around them.
1. Shift from manufacturing to service focus
2. The globalization of markets
3. New business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Changing labor market
I believe if there were diversity issues within the workplace that training would help employees to see the workplace through the eyes of others around them.
Memo: Week 1 Assignment
MEMO TO: Sales Managers
FROM: MaryEllen Gibson
DATE: January 26, 2008
RE: Management Behavior
With all of the recent changes occurring with our developing merger with Envirotech I felt it was important to get back to the basics of management. Our sales staff will be joined with 50 Envirotech sales people and we need to review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.
Management’s behavior has demonstrable effects on the productivity of our Interclean’s sales force. We will be expecting managers to make a case forcefully for greater investments in their sales teams. We need to be able to prove that this investment in training will outweigh the cost and prove to be a worthy investment of time for employees. Since our sales team will now be highly trained we will be observing behavior costing of employees. This means we will be assigning dollar estimates to areas such as absenteeism, turnover, and job performance. This will give us the ability to track the Return of Investment in all of the additional training. Managements’ reports will also be different; all of management’s reviews will be based on the Sears’ model. One third of the report will be based on employee measures, one third on customer’s measures and the final one third will be based on the traditional investor measures we have used in the past. Remember if you are still not sure how this report will be calculated please speak with Janet Durham in Human Resources she has had many questions and will be happy to answer any additional ones. If you still feel like you are not 100% clear on this method feel free to schedule a half an hour meeting with me and I will review the report form we are using.
Please review the employment laws and updates listed on the company intranet and be sure to take the accompanying test. Your test will be due to Human Resources no later than ten calendar days from this memo. Remember that Interclean abides by all local, state, and federal regulations not to discriminate on the basis of race, religion, national origin, sex, and physical disability. I know that a few members of the sales team have added new members to their families and a few are taking care of elderly parents remember to fully read The Family and Medical Leave Act of 1993 (FMLA) this will help you to answer any questions they may have regarding this leave and help them make plans before filling the paper work with Human Resources. We are having Risk Management and our Attorneys review all “seniority” laws for the sales team. Human Resources will then create the Interclean policy on seniority since the new sales staff will be merging with our current staff. I will keep you updated on any policy changes that may occur during this altering time.
Finally, our sales team will be more diverse than ever before. This gives us all an opportunity to grow with this diversity. We mirror our diverse community and this will help our sales team reach even more markets. Remember the Janet Durham diversity training she said there were five factors that accounted for Intercleans increasing attention to diversity:
1. Our shift from manufacturing to service focus
2. The globalization of our markets
3. Our new business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Our changing labor market
If you would like more information on the diversity of our workforce please visit our intranet in the Human Resources section “Intercleans growth and diversity”. I was also informed that our new sales training will be focusing a section to selling in our diverse world market. This will be an outstanding opportunity to grow your sales and that of your teams in our diverse culture.
In conclusion, let’s take this time before our sales force nearly doubles to review basic management skills. Our teams will be stronger if we keep in mind and review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.
FROM: MaryEllen Gibson
DATE: January 26, 2008
RE: Management Behavior
With all of the recent changes occurring with our developing merger with Envirotech I felt it was important to get back to the basics of management. Our sales staff will be joined with 50 Envirotech sales people and we need to review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.
Management’s behavior has demonstrable effects on the productivity of our Interclean’s sales force. We will be expecting managers to make a case forcefully for greater investments in their sales teams. We need to be able to prove that this investment in training will outweigh the cost and prove to be a worthy investment of time for employees. Since our sales team will now be highly trained we will be observing behavior costing of employees. This means we will be assigning dollar estimates to areas such as absenteeism, turnover, and job performance. This will give us the ability to track the Return of Investment in all of the additional training. Managements’ reports will also be different; all of management’s reviews will be based on the Sears’ model. One third of the report will be based on employee measures, one third on customer’s measures and the final one third will be based on the traditional investor measures we have used in the past. Remember if you are still not sure how this report will be calculated please speak with Janet Durham in Human Resources she has had many questions and will be happy to answer any additional ones. If you still feel like you are not 100% clear on this method feel free to schedule a half an hour meeting with me and I will review the report form we are using.
Please review the employment laws and updates listed on the company intranet and be sure to take the accompanying test. Your test will be due to Human Resources no later than ten calendar days from this memo. Remember that Interclean abides by all local, state, and federal regulations not to discriminate on the basis of race, religion, national origin, sex, and physical disability. I know that a few members of the sales team have added new members to their families and a few are taking care of elderly parents remember to fully read The Family and Medical Leave Act of 1993 (FMLA) this will help you to answer any questions they may have regarding this leave and help them make plans before filling the paper work with Human Resources. We are having Risk Management and our Attorneys review all “seniority” laws for the sales team. Human Resources will then create the Interclean policy on seniority since the new sales staff will be merging with our current staff. I will keep you updated on any policy changes that may occur during this altering time.
Finally, our sales team will be more diverse than ever before. This gives us all an opportunity to grow with this diversity. We mirror our diverse community and this will help our sales team reach even more markets. Remember the Janet Durham diversity training she said there were five factors that accounted for Intercleans increasing attention to diversity:
1. Our shift from manufacturing to service focus
2. The globalization of our markets
3. Our new business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Our changing labor market
If you would like more information on the diversity of our workforce please visit our intranet in the Human Resources section “Intercleans growth and diversity”. I was also informed that our new sales training will be focusing a section to selling in our diverse world market. This will be an outstanding opportunity to grow your sales and that of your teams in our diverse culture.
In conclusion, let’s take this time before our sales force nearly doubles to review basic management skills. Our teams will be stronger if we keep in mind and review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.
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