Status Social delivers social media with purpose.
Everything we do for your business has to be aligned with your objectives.
But why choose Status Social?
1. We Consistently Deliver Results.
We’ve generated more than half a million pounds in social media sales and our social media case studies page is regularly updated with fresh success stories.
2. We Come Highly Recommended.
Ask any of our clients whether we’re any good. Some will tell you about how we transformed their business. Others will talk about how we put on the best training workshops they’ve ever been on. What’s more, our NPS score is currently 86.
3. We’re Social Media Specialists.
Time has told us that to get results on social media takes a lot of time and a lot of expertise. So when we say we’re social media specialists, we mean it! Social media is all we do.
4. We’ve Been Doing This For A While.
We were one of the first specialist social media agencies in the UK and we’ve worked with some of the UK’s biggest companies. We’ve managed scores of social media accounts and trained more than 1,600 business people.
5. We’re Driven By Our Values.
Everything we do is defined by our nine values, of which being ethical and honest are the most important. That means we’ll only sell you a service that’s right for your business. We’ll always be realistic about what we expect to achieve.
6. We’ve Got Expertise.
We manage successful social media accounts and we run social media strategy and training workshops. This means we practise what we preach. We’re more than happy to pass our knowledge onto you.
7. We’ve Won Awards.
We’re recognised by others as being the best in the business. We’re the current Derby Telegraph Creative Business of the Year, and we’ve been finalists in many other awards. We’ve even been nominated for awards we didn’t enter ourselves!
8. We Believe In Giving Back.
We’re all about making a difference – to our clients, to our team, and to wider society. We give away at least 10% of our profits, as well as £5,000 of free help to our Charity of the Year. We’re also developing our own social media for schools charity.
Work With The Social Media Specialists!
Call us for a Consultation on 01332 776 910 (Derby) or 01158 248 242 (Nottingham).
Or to arrange a chat with one of our expert social media consultants, fill in the form below:
Contact us using the form below:
Did you hear about the glazing company that generated £200,000 worth of sales through social media?
Or the glazing conference that attracted a massive audience thanks largely to personalised invitations through Twitter?
Very few businesses in the window, door, conservatory and glazing industry use social media and GET RESULTS.
And by results, we mean sales generated by social media, or enquiries that have been sparked by a conversation on social media, rather than a sales message.
Yes, we mean the £200,000 of sales that our client, Glazedale, generated through social media.
Building Business Relationships on Social Media
Director Darren Shelbourn built relationships with potential buyers on Twitter. They turned to him when they needed glazing:
“One Twitter follower, who used to be in the windows trade, realised how good we were from the photos I tweeted. He recommended us to his neighbour and has now ordered windows of his own.
“What’s also been great is that the sales generated through Twitter weren’t just one-offs. A customer generated through Twitter asked us to replace his windows and when he moved house he asked us again. Now his sister-in-law has asked us to replace her windows. Those contracts are worth £25,000 – all generated because of Twitter.”
How to Get GENUINE Results from Social Media:
1. Have a social media strategy. Work out what you actually want to achieve, find out how you can best achieve it through social media and do it PROPERLY. Don’t use social media because it’s there. Use it with PURPOSE.
2. Stop recording success based on the number of Facebook likes and Twitter followers. You wouldn’t be happy if you had hundreds of people in your showroom but none of them ever bought. So why be satisfied by fans and followers?
3. Use social media socially and not as a blunt sales tool. That means having conversations with potential customers. It means building relationships with influencers and turning your existing customers into advocates of your brand. THAT is when social media is done well.
4. Measure everything you do on social media. If you can’t see a return on your investment in time, staffing or agency fees, then spend your resources elsewhere. Or better yet, change things so you DO get results from social media.
The Potential for the Industry Is Enormous.
We’re not saying social media alone is key to success for a glazing company. It needs to fit alongside your other marketing and website.
But all need to generate results.
At Status Social, we’ve generated more than half a million pounds worth of sales for us and our clients through social media training and management.
We will be supporting Gate Marketing on Stand M3, right next to the entrance, at the 2017 FIT Show.Read More
Derbyshire’s Creative Business of the Year winner Status Social is looking to employ a social media executive.
Based at our headquarters in Derby’s historic Cathedral Quarter, you will be at the hub of activity at one of the UK’s most established and most experienced social media agencies.
You will spend most of your time managing social media accounts and running social media training workshops – but you could be involved in a whole lot more!
– Have creative writing and media production skills (eg mobile photography, video).
– Possess strong attention to detail, particularly in spelling and grammar.
– Be able to deliver the dynamic, fun-filled, engaging and inspiring workshops and presentations that Status Social is famed for.
– Be able to build relationships with clients, leading and advising them on their social media strategies.
– Have a demonstrable passion for digital media.
– Be organised and able to manage your own time and workload effectively.
– Be able to support members of the team and lead the management of social media accounts.
– Know how to measure the results of your actions.
– Have a full, clean driving licence.
You hopefully will:
– Have knowledge and experience of using a variety of social media platforms
– Be confident with Word, Excel, Audacity, Canva, Movie Maker and other creative apps/programmes.
– Have experience of marketing.
You definitely will:
Hold firm to the Status Social values of being ethical, honest, accurate, creative, plain speaking, team-working, and having fun; and embrace excellence and our system of open feedback.
These values are the backbone of our business. We will quiz you about them during our interview process.
Not sure this is the job for you? Then like our Facebook page which features life at Status Social, plus news of vacancies.
More about our values:
Our business is driven by its nine values and we are looking for team members who share them. Your three-monthly appraisal objectives will be set according to them, they are talked about during every new prospect meeting, and they’re emblazoned on our studio wall. We expect you to stick to them, no matter what:
Honesty: We are not looking for perfect human beings. But what we do want are people who understand the importance of telling the truth at all times, even when they get things wrong.
Ethical: That means doing what’s right, what’s best for the client, and what’s best for Status Social and the team.
Excellence: We expect you to go above and beyond what is expected by us and the clients. We are no ordinary social media consultancy and you will need to be extraordinary with us.
Teamwork: Everyone is part of the team at Status Social. Even the bosses. Which means we stick together, we support each other and we help each other to grow. We work really hard together, with everyone pulling their weight.
Open Feedback: We don’t expect you to ever criticise another member of the team behind their back. We do expect you to tell them constructively, in the right way and at the right time when things don’t quite go right. And that means being open with everybody at Status Social.
Creativity: Life is boring when it’s not creative. We expect you to regularly come up with great ideas, whether for your social media management and training, or to make Status Social even better.
Accuracy: We work for national and international companies. They expect perfectly-written social media content. They don’t want to see spelling mistakes and grammatical errors. And neither do we.
Plain speaking: We don’t like bamboozling our clients with long-words to make us feel important. So we don’t. We also speak plainly when we address each other. It’s just the way we are.
Fun: Having fun at work is really important to us. We want people to enjoy their job and we laugh A LOT. That’s why we don’t let people work their birthdays, we close the business down to go to beer festivals, we have official lie-in days and we have team days out walking in the countryside.
Salary: £18,000 – £24,000 depending on experience
We don’t think we can really tell the whole story of the job here so we welcome (and in fact, encourage) interested candidates to call one of our directors, Mark or Kerry, to find out more before applying.
After you’ve spoken to one of the directors, send the following to firstname.lastname@example.org:
– An explanation of why you are the right person for the job, using the above requirements and providing evidence.
– A blog, no longer than 400 words, about any aspect of social media for business – the more original, the better!
– Three content ideas (ie Facebook, Twitter posts/theme for posts) for Status Social’s social media.
– A CV relevant to the vacancy.
The deadline for applications is April 30th but we will begin the process of meeting applicants as soon as we spot someone with potential.
Status Social was one of the first specialist social media consultancies in the UK. Since 2011 we have trained more than 1,500 business people how to generate leads, increase brand awareness and improve customer service through social media.
We have helped some of the UK’s top companies, including Vision Express, Marriott Hotels, East Midlands Trains, VINCI and Saniflo to formulate social media strategies and we manage accounts for businesses who love seeing return-on-investment from their social media.Read More
Social media can be a fantastic tool for companies, but it can also present a risk.
The bad publicity associated with a post by an ill-informed or wayward employee can have a hugely negative impact on a company’s brand.
Samantha Cotter is a senior associate at Derby law firm Knights. In this post, she’ll explore the ways businesses can protect themselves against their employees’ inappropriate behaviour online.
In the last few days I saw a post pop up on my LinkedIn feed.
An employee of a very well-known train operator posted what you can only assume he thought was an entertaining story about an interaction with a member of the public:
Now being the daughter of a railway enthusiast I often get corrected when I say “train station” rather than “railway station”. However, the above post was widely considered to be inappropriate, rude, and not behaviour fit for someone who worked for one of the major rail operators.
At the last count there were 145 comments underneath this post, most of which were reacting negatively to the post. Some even copied in the managing director and HR Director of the rail operator.
The post has since been deleted. While it is entirely conjecture, it seems likely that the employee will be disciplined for the post. But is that a reasonable reaction? What can an employer do in this situation? And arguably more importantly, what can they do to prevent this from happening?
1) Have A Social Media Policy
Having a clear social media policy is a great starting point, but you also need to make sure that it has been communicated to staff.
The tribunal will take into account not only that you have a policy that covers the type of misconduct alleged, but also that the policy was drawn to the attention of staff. The most appropriate time to do this is at induction, or whenever the policy is amended.
Policies can prohibit posts that might embarrass the company, harm its reputation or undermine its culture. Such policies have helped employers successfully defend tribunal claims that staff were unfairly dismissed as a result of a post on social media.
2) Offer Social Media Training
Social media training can show your employees how to maximise the potential benefits of social media. But the training can also cover the company policy regarding what is appropriate content, and the possible repercussions in the event that the policy is breached.
While people are becoming more aware of how difficult it is to restrict who sees what you post on social media, it is still worth including a reminder in your training. A further consideration is brand protection. It is recommended that employees receive training and guidance on the construction and acceptable use of any social media sites they are using for business purposes.
3) Consider the Context
Was the post on a personal or business account? Is it obvious from their profile where they work?
Both will be important factors when deciding on what action to take if an employee is in breach of a social media policy. A tribunal in an unfair dismissal case will look at whether there is likely to be a detrimental impact on the company.
In the above example it was a post on LinkedIn, a business site, where the employer was specifically named. It is clear that the negative reaction to the post will have been associated with the employer.
4) Consider What Has Been Posted
Is it a post in their name? Have they commented on another post, or have they liked something inappropriate?
All are important factors. In one case, an employee who liked a post about his manager being hit with a chair was dismissed, but that was going a step too far according to a tribunal who decided that the dismissal was unfair. They also took into account the fact he had used a personal account and had an exemplary disciplinary record up to that point.
Again, looking at the above example, the post directly relates to a potential customer of the company. The reaction of the member of staff is certainly not what a reasonable employer would have expected from a member of staff in this situation. You can only hope that he was not wearing anything that identified him as working for the operator at the time of the incident.
So, is it Serious Enough to Warrant a Dismissal?
Cases where the tribunal have decided that a dismissal due to something posted in social media was fair include:
– Comments including ‘I hate my work’, ‘it’s not the work, it’s the people who ruin it, horrible nasty human beings’ and ‘Why are the gaffers such ******, is there some kind of book teaching them to be ********’. In addition, comments which suggested the employee was under the influence of alcohol while on standby. The company’s social media policy, combined with the seriousness of the comments, and the fact a fair process was followed, resulted in a decision that the dismissal was fair.
– Comments made by the employee about their employer and the company products that were less than complimentary resulted in their dismissal. The tribunal decided that the dismissal was fair on the basis that the comments had harmed the company’s reputation. They also took into account the fact that the employee had received training on what was appropriate use of social media.
– Posting comments which were critical of the employer was found to be a fair dismissal, even though the employer was not named. The comments had damaged the relationship between the employee and employer, had damaged the employer’s interests and had the potential to damage the employer’s relationship with other employees.
– An employee who did not name her employer on her profile was still found to warrant dismissal as anyone who knew her would know where she worked. Therefore the comments still had the potential to harm the employer’s interests.
What Will Employment Tribunals Consider?
An employment tribunal when called upon to determine whether a dismissal related to a post on social media is fair will consider:
– the nature of the comments made;
– how quickly after the post the employer acted and reasons for any delay;
– whether there is a social media policy in place;
– what training was provided to the employees regarding the policy;
– whether the comments were made within working hours;
– the subject matter of the post or comment;
– the extent of the damage caused to the employer’s reputation;
– whether there has been any breach of confidentiality;
– any mitigating factors that may exist, such as a history of good behaviour or a mental health condition that may have affected their ability to gauge what was appropriate.
In a case where there is a clear link to the type of work the employee (or company) does, that there is an obvious identification of their place of work, and where the post is likely to have caused reputational damage to the employer, it seems likely that making the decision to dismiss, should that be the outcome, would potentially be a fair one.
Of course it is important to consider whether there is a social media policy in place, whether the member of staff has received training, and of course whether a fair process was followed when reaching the decision to dismiss.
And For Employees?
Think before you post the next thing that comes into your head. Stop and think what the outside world may think. As funny as you may consider the comment to be, consider the potential impact.
If it is truly harmless, entertaining, or even likely to be beneficial to your work, then go for it. If it is in bad taste, mocks others, or might undermine your employer’s brand, think twice before hitting post.
If you would like to discuss any aspects raised in this article, please contact Samantha Cotter, a Senior Associate in the Knights Employment Team based in Derby on email@example.com; or any member of Knights’ Employment Team firstname.lastname@example.org.
If you need help educating your staff on good social media use, get in touch with Status Social for a free consultation.
Samantha Cotter Asoc CIPD
Samantha joined Knights Professional Services Limited in January 2016 as an Associate in the Employment team, and became a Senior Associate in October 2016.
Her work includes drafting employment contracts, putting in place and advising on policies and procedures, advising on Settlement Agreements, HR advice, dispute resolution and representation at Employment Tribunals. she also has experience in dealing with employment related litigation matters in the County and High Courts.Read More
This week we told our staff not to come to work…
…but to go to the gym instead!
We’ve put a new policy in place – you can start work an hour later than usual IF you spend the time exercising instead.
Why did we introduce this scheme? Simple! We want our team to get fit, which will help them be more effective at work.
Most of our staff spend their days creating social media updates on a computer. As a result, they spend their working days sat down.
But research has shown that exercising before work has a positive effect on employee mood, productivity, and even absentee rates.
You’ll always perform better if you have an active start to the day.
And you shouldn’t have to work later to make up for your exercising time!
Our New Work Out Scheme Is Already Working Out!
The new policy has been an instant hit.
Social media manager Grace Golden took this picture in her gym at 7:33 am!
“There are no more excuses not to do exercise,” she said. “To be given the time to be more active is fantastic. It will really set me up for the day.”
And perhaps even more remarkable? This offer convinced our other social media manager, Elliot Davies, to join a gym for the first time in his life!
A Creative Approach to Team Management.
At the moment the team’s free to take up the exercise offer a maximum of twice a week, but we might extend this to more days if it proves to be a success.
We’ve already been featured in the Derby Telegraph:
Team Status enjoys a number of unusual perks. For instance, work for us and you’ll never have to work on your birthday.
This scheme’s so good for morale that it was recently adopted by one of our clients, East Midlands’ accountants HSKS Greenhalgh.
This demonstrates why we were named Derby Telegraph Creative Business of the Year.
We don’t just excel at making money for our clients on social media. We also excel at making our team feel welcomed, valued, and appreciated.
Which in turn makes them better at their jobs!Read More