We all have them, profile pictures on our social media pages, FaceBook, Instagram, LinkedIn, Twitter etc. But is yours at an optimal size?
This handy cheat sheet will help ensure your profile picture is at an optimal size.
Younger Donors, You Need Them
As the population ages organisations need to look beyond their mainstay of donors, the Baby Boomer etc; sorry to say, but this is a dying sector of the donor base.
But, unless organisations are (or rather have) started to work toward attracting younger donors there is a serious risk that organisations will suffer to not only grow, but to continue to do the work they are there for.
Sure, younger people are getting on board and supporting organisations, I’ve seen this, you’ve seen it, but in the main I’d suggest it’s the sexy organisations, not the less attractive ones (this is a perception).
To attract younger supporters organisations need to, yes, I’m telling you what others have been for ages; get savvy with the use of social media, get used to using video, stage events to attract a younger audience (typically millennials won’t want to go to a black tie dinner).
And, change your online presence. Does the website you had built a couple of years ago need an update, come to think of it, when did you last look at how your website looks on new devices – it may look good, readable and usable on your desktop computer; but what does it look and feel like on a handheld device?
Can users quickly and easily make an online donation? If not, you’re missing opportunities; sure there are other apps people can use to make donations to your cause, but why send them to another “site” if you’ve already got them “captured” on your site?
Not sure if you’re site, communication style etc is attractive to a younger audience – that’s easy, invite them to look and give you feedback, get a group of younger people together to talk about what you need to do to attract their age group; not just your look and feel, but your overall message and mission.
You’ve nothing to lose – oh, yes you do, you run the risk of your donors dying off and no new donors to fill their shoes.
See also
Social Media Fallout
You may have seen the article on Stuff.co.nz about the hotel employee who was dismissed for making disparaging comments on Facebook about a blogger; how would you handle something like this, do you have a policy about what staff (and volunteers) can say and do with their personal time, their person social media posts?
Have a read of the article, then have a think about how you would handle such a situation.
Hotel worker sacked over abusive Facebook post to columnist
A Sydney hotel supervisor has lost his job after making a sexist and offensive comment on the Facebook page of Fairfax Media columnist Clementine Ford.
The Meriton Group confirmed that Michael Nolan was no longer employed by the company, after he labelled Ford a “slut” when she spoke out publicly against misogyny and online harassment.
Ford, a weekly columnist for Daily Life, made a number of posts on her Facebook page on White Ribbon Day, which aims to prevent men’s violence against women, in which she highlighted recent examples of online harassment she had received.
Ford included screenshots of a number of abusive messages that had been sent to her, including images Ford said were a “little violent in theme”, and included unsolicited images of male genitalia.
Continue reading the full article here
There are organisations that have internal social media policies, these generally state that an employee/volunteer won’t say or do anything that will bring the organisation into disrepute. They often will also point out the consequences should someone say or do something that could tarnish the reputation of the organisation.
But, is this acceptable, can an organisation state what an employee can or can’t do in their own time?
What’s your take?
Note: I don’t condone bullying, trolling or any such behaviour, so I am not defending the guys actions, merely raising a point of discussion.
Social or Anti-Social, Social Media
It’s not new, people have often said that social media said that social media is making us anti-social. A couple of discussions I’ve seen of late are seeming to bring this discussion to the forefront again, so I thought I’d bring it up – again.
Duncan Garner, a New Zealand media identity recently went on a family trip, he decided to take time out from social media (and other communications; emails, txt, calls) in a recent article “No wi-fi, no worries” – Duncan said “Much like kicking heroin, the first 24 hours of smartphone withdrawal are the toughest. It took every ounce of mental strength to leave it behind at the accommodation (a strangely tough decision even though it was useless to me).
What would it feel like to you if you gave up social media for, lets say 24 hours … how much anxiety would it cause, could you cope?
If you do this in your own time, your evenings, weekend, or holiday; it may not seem as bad, but what if you did it during your work week – your personal social accounts, that is?
Often people in the nonprofit (NFP) sector have a perception that they should be using their personal accounts to “promote” who it is they work for, the work of the who they work for; the issues etc, but should staff be allowed, nay, encouraged to disconnect?
We all need downtime, there’s a time when we need to just disconnect; whether this is to spend time with family, friends or just on our own – we should do it.
If you share, post or other things associated with the organisation you work with, you could be doing yourself a disservice; could come across, at least to your immediate (family, friends, close associates) as being needy for your employer?
Sure, there’s the argument that family, friends etc would only see this as being “who you are” – but to others it could be seen as something negative, negative to you and your organisation.
When did you last take a break from social media – how did you cope? (I last took a break a few days ago, didn’t last long, all of 8 hours, and 6 of those I was sleeping).
charitymattersnz.com 