07-10-2025, 01:11 PM
Let me illustrate this with a practical example. Let's go back about two years: my graduation period. I interned with an office designer who wanted to transition from "selling office supplies" to "selling job satisfaction."
There was still a lot of confusion internally, such as: how should I approach this, and what exactly does management intend? My task was to generate more internal engagement regarding this new strategy. After extensive research, I concluded that an interactive workshop would be the solution to increasing engagement.
This is where the workshop, and also my graduation project, "Winning mobile database with Happiness at Work," was born. Through interactive sessions, exercises, and plenty of discussion, engagement grew. The employees felt heard and were able to actively contribute to the new sales style. This generated many new ideas, so my goal was fully achieved!
Interactive session with employees and post-its
There's still a difference between engaged employees and ambassadors. Maybe that one engaged employee isn't a talker at all. In that case, they're not exactly a good fit. You could skip them, but that's a waste. You can also train your employees in ambassadorship. This way, they'll have a better understanding of what's expected, and you can explain your vision.
How do I turn enthusiastic employees into ambassadors?
You can make it easier for them by occasionally suggesting topics they can post about on their social media channels. Think of company developments, job openings , or interesting industry trends. You can also arrange to meet with the ambassadors periodically to share experiences. They'll share their story with you at these times, making it easier to share it. They'll have had a chance to practice and gain inspiration from the other posts.
Okay, one last idea: have the communications department/staff organize a knowledge session where you explain to the ambassadors how best to get their story out there . After all, they're the experts when it comes to storytelling. Combined with a toolkit that includes all the corporate identity elements and visuals, you'll have a strong foundation, and your employees will know how to approach it.
Allow room for experiments
Give your ambassadors room to experiment. A standardized story isn't the answer either, because the employee needs to feel good about it personally. Everyone can develop that good feeling differently, so let them experiment. It's helpful, however, to have the marketing and communications department keep an eye on things. Of course, you want to prevent employees from misusing corporate identity elements or striking a tone that isn't appropriate. It's new to the ambassadors themselves, so they probably won't mind some guidance here and there.
Ambassadors do more than just send
Make your employees/ambassadors aware that it's not just about broadcasting. It's just as important to actively and professionally respond to someone's comment, or to respond to another organization's post yourself. So, it's not just about disseminating information. Monitoring it is just as important!
There was still a lot of confusion internally, such as: how should I approach this, and what exactly does management intend? My task was to generate more internal engagement regarding this new strategy. After extensive research, I concluded that an interactive workshop would be the solution to increasing engagement.
This is where the workshop, and also my graduation project, "Winning mobile database with Happiness at Work," was born. Through interactive sessions, exercises, and plenty of discussion, engagement grew. The employees felt heard and were able to actively contribute to the new sales style. This generated many new ideas, so my goal was fully achieved!
Interactive session with employees and post-its
There's still a difference between engaged employees and ambassadors. Maybe that one engaged employee isn't a talker at all. In that case, they're not exactly a good fit. You could skip them, but that's a waste. You can also train your employees in ambassadorship. This way, they'll have a better understanding of what's expected, and you can explain your vision.
How do I turn enthusiastic employees into ambassadors?
You can make it easier for them by occasionally suggesting topics they can post about on their social media channels. Think of company developments, job openings , or interesting industry trends. You can also arrange to meet with the ambassadors periodically to share experiences. They'll share their story with you at these times, making it easier to share it. They'll have had a chance to practice and gain inspiration from the other posts.
Okay, one last idea: have the communications department/staff organize a knowledge session where you explain to the ambassadors how best to get their story out there . After all, they're the experts when it comes to storytelling. Combined with a toolkit that includes all the corporate identity elements and visuals, you'll have a strong foundation, and your employees will know how to approach it.
Allow room for experiments
Give your ambassadors room to experiment. A standardized story isn't the answer either, because the employee needs to feel good about it personally. Everyone can develop that good feeling differently, so let them experiment. It's helpful, however, to have the marketing and communications department keep an eye on things. Of course, you want to prevent employees from misusing corporate identity elements or striking a tone that isn't appropriate. It's new to the ambassadors themselves, so they probably won't mind some guidance here and there.
Ambassadors do more than just send
Make your employees/ambassadors aware that it's not just about broadcasting. It's just as important to actively and professionally respond to someone's comment, or to respond to another organization's post yourself. So, it's not just about disseminating information. Monitoring it is just as important!