STRESS POSITION: We are faced with a tidal wave of online abuse and we’re letting staff sink

I had a good chat this week about the issue of online abuse of public sector comms people.

Yes, its a problem. In the last tracker survey where I asked this question 36 per cent said they saw verbal abuse daily and 8 per cent saw racist abuse daily. By any measure horrible figures.

The conversation turned to what’s being done about it.

Little, is the answer and at glacial pace.

Until it starts hitting the pounds, shillings and pence through employment tribunals I’m not sure that’ll change much.

Some organisations are heeding the Health and Safety Executive requirements to protect comms staff from violence in the workplace but most don’t. Verbal abuse in law is classed as violence in the workplace, by the way. There’s a whole download on it you really should dive into here.    

The problem is that senior people don’t take an active hands-on roll in monitoring social media channels so they don’t know the level of abuse.

“Grow a thicker skin.”

“It’s all part of the job.”

No it isn’t.

We are outsourcing stress and harm to the people who monitor social media channels. Then managers are doing nothing about it. 

That’s not good enough.

What’s your team doing?

NEW RESOURCE: A rebooted download for elected members’ social media #followme2

I’ve long thought that the best advice is simple, straight forward and universal.

Life is simple, Chinese philosopher Confucius once said, but we just over complicate it.

In 2015, I helped write the first social media guidance for elected members in Scotland called ‘Follow Me’. It’s strength was its simplicity and what we produced was a document that stood the test of time.

Social media is conversation, the advice said, and you can listen and take part in that conversation.

Back then, just over six in ten Scots had smartphones and there was still a debate in some quarters over using social media or not.

Wind the clock forward and today social media is as embedded amongst local government as leaflets and door-knocking. There is a generation of new voters in Scotland who were just a year old when the iphone was invented. To them this isn’t new, it’s what’s expected.

Seven years on, I’m proud to have helped write updated advice for elected members in a download called ‘Follow Me 2’.

#followme2 is available from the Improvement Service here.

The advice is published again by the National Communications Advisory Group (Scotland) and Scottish Government’s Improvement Service. People can download the 26-page document that I’m confidant helps elected members to meet the challenges of 2022 and far beyond.

What’s new? It’s noisier with more channels, for one

What challenges did we face when drawing up the new document?

Well, the world of 2022 seems a lot more complicated than 2015. Back then it was all about Twitter and Facebook. Online abuse then was a whisper not the angry roar it of a problem it can often now be.

‘Follow Me 2’ takes the promise of social media but sets out clear advice with eyes wide open. Yes, there are opportunities but there also risk.

The document gives advice on a far more complicated social media landscape that sees Twitter and Facebook joined with Instagram, TikTok, LinkedIn, Nextdoor, WhatsApp and Messenger as potential tools for elected members. We explain each.

We’ve drawn on data to show what age groups are using what channel. Over thirties are using Facebook, for example, over 55s can be found on Nextdoor and WhatsApp can connect and mobilise supporters across the ward.

We’ve also shown how traditional media have adopted Facebook as the default way of reaching people and how Facebook groups in the community have grown in importance.

What’s new? It handles threat too

We’ve drawn from the good advice COSLA and the Local Government Association offer to elected members. Their advice on setting standards for users on an elected members’ profile is excellent. Yes, engage with people who disagree but only if its done with courtesy and respect. Harassment, abuse and threats should not be tolerated. Neither for transparency should anonymous accounts.

We’ve also offered advice on what to do if you’re in the crosshairs of trolls. Don’t let on that the abuse is getting to you, switch off alerts and feel free to block or mute. Take a screenshot of offensive comments.

Follow Me 2 feels more mature than the first edition but that’s exactly how it should be. Social media has matured and is no longer the new kid on the block. Has it replaced leafletting and meeting people face-to-face? Not at all. Social media is an extra. But its an extra that can make a sharp hardworking elected member understand better what’s going on in the ward. It can also let people know what you’re doing about it.

‘Follow Me 2’ is good and simple advice that I hope will be a benchmark not just for Scotland but for far wider, too.  

I’m taking part in a webinar for elected members with the Improvement Service to go through the guide on 23.8.22. You can find out more here.

CHANGE #3 Ofcom 2022 data for how the UK consumes media

Ofcom is here with its generous array of data into how people are consuming the media.

The Communications Market 2022 report is here once with useful insight.

Here’s a round-up of some of the data the struck me.

UK social media use (monthly users)

Facebook 46.7 million
YouTube 45.6 million
WhatsApp 41 millon
Instagram 36.3 million
Twitter 30.8 million
LinkedIn 18.8 million
Pinterest 16.6 million
TikTok 15.4 million
Snapchat 11.8 million
Nextdoor 9.2 million

Time spent by UK adults listening to radio in 2022 (hours per month)

15 to 24-year-olds 10.9 hours
25 to 34-year-olds 14.8 hours
35 to 44-year-olds 18.1 hours
45 to 54-year-olds 21.8 hours
55 to 64-year-olds 24.9 hours
65+ 26.0 hours

Time spent online by UK adults (daily)

All UK adults over 18 3 hours 59 minutes
18 to 24-year-olds 5 hours six minutes
55+ 2 hours 58 minutes
All UK women 4 hours 11 minutes
All UK men 3 hours 46 minutes

Other stats on UK adults

94 per cent of homes have internet access
39 per cent play games online
10 per cent use online dating apps
67 per cent see there being more benefit than pitfalls for using the internet
47 per cent seen online harm in the previous week
41 per cent of women are bothered by online harm
28 per cent of men are bothered by online harm
48 per cent is the rise in revenues by social media companies in the UK in 2021
42 per cent of 13 to 64-year-olds have used a VR game with headset

Online news in the UK consumed by adults

30 per cent visit BBC online daily
8 per cent visit the Daily Mail online daily
8 per cent visit The Sun online daily
7 per cent visit The Guardian online daily
6 per cent visit the Daily Mirror online daily

In Scotland, 42 per cent visit the Daily Record online daily
In Wales, 60 per cent visit walesonline daily
In Northern Ireland, 47 per cent visit Belfast Live daily

CHANGE #1: You may not need your own Facebook profile to be an admin soon

It’s a punch up almost as old as time… and it looks as though it may change.

Basically, Facebook have always insisted on you having one profile and one profile only.

This means they’re able to see who is admin of what to help cut down on abuse, fake content and general unpleasantness.

How this has played out is that people in the team you want to assign as admins have had to use their own Facebook profile to be added as admins.

This has been a bone of contention for many years for a minority public sector comms people.

“We don’t want to use our own profiles,” the argument runs, “because we want to keep a barrier between work and home. Or we hate Facebook. Or we think someone really will somehow click through to our holiday photos.”

My advice has always been really simple.

If you want to be admin use your own profile. If you won’t use your own profile you can’t be an admin. It’s as simple as that.

Don’t whatever you do make a fake one or have a shared fake on.

You’re at serious risk of being spotted by Facebook and the profile deleted without warning and with itm access to a page.

But wait…

Things may be about to change

According to CNet, there’s the whiff of change in the air with Facebook profiles.

Facebook Is Testing a Way to Add Multiple Profiles to an Account

The social network says users will be able to add up to five profiles to their Facebook account.

Now Facebook is testing a way for users to create up to five profiles linked to one account. Facebook said that switching between the profiles will require only two taps. 

The experiment shows how the site has been trying to evolve beyond just a place to share updates with family 

Now, whether this is something Facebook follow through is as much of a guess as anything.

But it definitely is worth keeping a weather eye on as this could change how people become page admins. It may also change how public sector people engage with Facebook groups.

Whatever you do, don’t jump the gun. Don’t go changing off and making fake profiles that aren’t you at all.

Wait and see what Facebook have to say. Many ideas get trailed and not all get taken-up.

NEW VIDEO: I’m launching a workshop to help you crack TikTok and Reels

I’m excited to announce that I’m launching a workshop to help comms people crack TikTok and Reels.

ESSENTIAL PORTRAIT VIDEO FOR TIKTOK & REELS builds on the six years of experience I have delivering video training for comms people.

You can find the event page for it here.

I’ll be joined by Julia Higginbottom who brings 20 years experience of filmmaking as well as her experience TikToking from her croft in the Hebrides. 

The aim is simple.

We’ll take you step-by-step to understand where portrait video fits into the landscape. No experience is necessary. We want to make this area of emerging comms less scary and well within your grasp. 

Why this workshop?

Firstly, in the UK, there are more than 12 million TikTok users.

But it would be wrong to think that portrait video is just for TikTok. 

Meta have been strongly advancing the portrait Reels format across Instagram and Facebook. This means that if those two are part of your content armoury then by default you need to know about portrait shooting too.

So, secondly, if you want to reach the 40 million Facebook users and 25 million Instagram portrait video is now a key skill.

Shooting in portrait is learning new vocabulary of film. It’s faster, has a language of its own and is growing at pace.

If you’re a Facebook user, you’ll have been seeing Reels in your timeline. 

If you’re an Instagram user, you’ll have seen experiments with all video being Reels.

  • 30 per cent more Reels content is being watched in 2022, say Facebook.
  • 20 per cent of time on Instagram is spent watching Reels, say Instagram.
  • 67 per cent of new TikTok users are aged over 24, say TikTok.  

“Most of the content 10 years ago was text, and then photos, and now it’s quickly becoming videos,” Zuckerberg said, justifying Facebook’s aggressive push into the area. “I just think that we’re going to be in a world a few years from now where the vast majority of the content that people consume online will be video.”

Mark Zuckerbug, Meta CEO, 2022.

“We’re no longer just a square photo-sharing app. Video is driving an immense amount of growth for all online platforms right now and its one we need to lean into more.”

Anton Mosseri, head of Instagram, 2022

What the workshop will show you

The programme will be practical way to learn the strategic role portrait video is playing.

We’ll take you through the basic shooting, editing and uploading across three online sessions. We’ll then be on hand for the next month to support you in your next steps. 

We’ll also show you how to work out when the answer is portrait or landscape and plan your video.

We’ll show you how to make the most of trends and to work with existing creators themselves.

We want to show you show to create effective comms content shot in portrait. And in answer to one question you may have, nobody is going to make you dance. 

ESSENTIAL PORTRAIT VIDEO FOR TIKTOK & REELS 

Programme #1 will be delivered online from September 21. 

Programme #2 will be delivered online from October 21.   

To learn more and to book head here

CHANGE #2: What the heck is going on with the algorithms?

Einstein reckoned that the measure of intelligence was an ability to respond to change… he’d have loved the social media algorithms right now.

Change and turbulence is blowing through the channels at a pace that would knock your washing clean off your line.

Big twisters of change are howling through what you may think is an established landscape.

Here’s a catch-up what you need to know.

TikTok is causing panic, basically 

It all starts to make sense when you realise that the established order of YouTube, Facebook, Instagram and Twitter are looking at TikTok with a measure of anxiety. These are not just tanks on the lawn. These are Chinese tanks playing by different rules.

The main point here is that TikTok’s algorithm is wired differently.

The main driver for the algorithm for the portrait video platform is not connections as social medioa always has been, it’s interest. 

In other words, your relationship with Steve your next door neighbour or your work colleague Joanne is of no importance to TikTok. What is important is what you’re interested in. What are your interests? So, if you like cute puppies, brass bands, London history and Stoke City then that’s a big measure of what you’ll get.

Every time you like, watch or download a video the TikTok algorithm will make an adjustment to what you see. 

It’s no accident that there are two settings for TikTok. The first is ‘For You’ which the algorithm serves you based on your interests. That accounts for 95 per cent of all traffic. The ‘Following’ setting shows you the people you’ve opted to follow. That’s tiny.

This interest driven approach to the algorithm is proving popular with people. In the UK, TikTok users spend 25 minutes a day on the platform compared to about 10 minutes each for Instagram and Twitter. Facebook is out in front with 29 minutes but looking nervous. 

It‘s also worth pointing out that more people leave after a session on TikTok feeling happier than any other platform. That’s deliberate.

The Facebook response

Facebook has grown to become huge by a combination of aggressive innovation, purchasing and aggressive copying. 

If a platform is doing something that Facebook likes the look of they’ll either buy it or copy it.

In the case of TikTok they are copying it.

Facebook are moving away from solely having connections as a driver. They’re using what they’re calling a ‘discovery engine’. This basically means that Artificial Intelligence is working out the things that work well as a whole across the platform. Then it’ll serve more of that.

In an earnings call this week, Mark Zuckerburg spoke of around 15 per cent of content across Facebook is now via the discovery engine with the timeline, videos and group. In Instagram it’s slightly higher, he says. That’s surprising.

“One of the main transformations is that social feeds are going from being driven primarily by the people and accounts you follow to increasingly driven by AI recommending content that you’ll find interesting from across Facebook and Instagram even if you don’t follow these curators.

“Social content from people you know is going to remain important part of the experience but increasingly we’ll also be able to supplement that with interesting content from across our research.”

Mark Zuckerburg, Meta CEO

All this will double by the end of 2023. So, more cute dog videos if that what works for you rather than updates from Steve you want to school with about his new car.

All of that is fine. The only thing is that TikTok have years headstart on Facebook in this game and it’s the game they’ve perfected.  

Reels, Reels, Reels for Instagram and Facebook

One key part of the Facebook response to TikTok is to aggresively copy the portrait video approach. 

Reels is being pushed across Facebook as well as Instagram. 

Yes, there has been pushback from Instagram users at how their beloved platform has turned into a clone of TikTok and a certain amount of rowing back. But the trend is set. 

By the way, spotting this trend I’ve launched after months of work and research a workshop to create portrait video like TikTok and Reels. I think you’ll like it.

Oh, by the way there’s Twitter

Twitter are too busy having a punch-up with Elon Musk to make significant changes to their algorithm.

However, many social media users have failed to spot that links have long been downgraded. Threads are rewarded. Sending people off to your website isn’t. 

Conclusion 

In short, turbulent times will see results fluctuate. It absolutely pays to keep a weather eye on what the algorithm is doing. You’re kidding yourself if you think things aren’t radically changing.
I research algorithms and go into more detail for the ESSENTIAL COMMS SKILLS BOOSTER programme which gives a digital focussed package of skills that every comms and PR needs.

I’ve also launched a workshop on creating video for TikTok and Reels. ESSENTIAL PORTRAIT VIDEO FOR TIKTO & REELS. Take a look.

FACEBOOK SNARK: South Yorkshire Police draw a line in the sand beautifully

Learning how to handle online comments is one of the hardest things you can do in the public sector.

Learning how to deal with comment, criticism and abuse needs different strategies and there’s a load of grey areas.

One thing that gladdens my heart is when admin go back and challenge a comment and by doing so educate the rest of the room.

For some reason, police seem to be a lot more robust at this technique than others. But there’s no reason why others can’t be as direct.

In this example, South Yorkshire Police launch a campaign ‘No More: Stand With Us’ aimed at targeting street harassment. A Facebook post within 21-hours attracts almost 1,000 shares, 600 comments and more than 2,200 likes. This would represent good engagement.

One of the keys to the engagement is the debate it sparks. The coments are almost all supportive although there’s also regret from a woman that her experience when reported didn’t lead to a prosecution.

One comment from a man stands out, as it suggests that dressing in a particular way encourages attention.

The response from South Yorkshire Police is excellent:

On the one level, bravo South Yorkshire Police.

On another level its striking that we have to remind ourselves that it’s okay to speak with a human voice and to challenge people.

Huge thank you to Kevin Wright for spotting this example.

GUEST POST: LGcomms launches major diversity survey

How diverse is your team? Do they represent the community they’re trying to serve? LGcomms want to know so they can draw-up a plan to help bridge the gaps, as their vice chair Zander Mills explains.

Does your team reflect the communities you serve?

Have you ever been asked to deliver a recruitment marketing campaign?

Perhaps you’ve been asked to help to recruit more social care workers, police officers, firefighters or nurses.

Maybe as part of that campaign you’ve been asked to help generate applications from underrepresented groups, in a bid to make the workforce in your organisation more representative of the communities that you serve.

But hand on heart, at the end of the day, when all’s said and done- is your own team any better? Do you and your colleagues really represent the communities you serve?

And I don’t just mean in terms of gender and race.

What about disability, faith or sexuality?

And to what extent does someone’s social, economic or educational background determine whether they will land a job within your team? How important is it to their chances of promotion?

Local public service communication teams showed during the pandemic and beyond how absolutely, completely and utterly critical they are to delivering vital campaign messages to communities.

Out with the nanny state, one-size-fits-all, top down messaging- in with the supercharged segmentation, hyper local marketing and audience based insight which only local public service comms teams can deliver.

The problem is, if our own communication teams don’t reflect the communities we serve- how we can be sure we are getting things right?

That’s why LGcomms has launched the first ever equality, diversity and inclusion survey of public sector communication professionals.

So, please respond to the survey and share it.  The more responses we get, the richer and more reliable the information, meaning a more effective and informed plan to redress any imbalances we discover. 

Zander Mills is Vice Chair of LGcomms and communication manager at South Yorkshire Fire & Rescue

GUEST POST: Steps to take to manage a team’s mental health and your own

The importance of good mental health has escaped nobody these past few years. Director of comms Kate Reynolds explains how she approaches looking after herself and her team.

When the going gets tough, how are you managing the mental health of your comms team?

Heart racing, adrenaline pumping, sweaty palms…an entirely normal, evolutionary and human response to extreme stress. But what happens when extreme stress becomes your day-to-day reality as you deal with multiple crises?

Many communications practitioners love the buzz of a good crisis – and I would absolutely place myself in that camp. When a crisis hits, it’s an opportunity to step up, use your skills and build unbreakable bonds with your team. But when there is a long spell of extreme stress, it begins to have a frazzling effect. Believe me, I’ve been there.

So what can you do when you’re feeling like Cruella DeVil in the meme above and how can you help your teams?

Be cognisant of your own mental health

As a leader, you have a long shadow. If you’re in a good place with your mental health, feeling balanced and calm, you’ll be in a much better place to support others so workout what you need to feel that way. I know I need a good night’s sleep and regular exercise, but it might be something else for you. Be a keen observer of your own state of mind, and you’ll be in a better position to support others.

Create a culture of openness around mental health

Thankfully any stigma around mental health is starting to dissipate, but we’re still not where we should be. As leaders of teams, the more we speak about mental health –  both generally and specifically our own – the more we create a healthy, open culture. I’m open with my team about my mental health, I feel closer to them as a result, and they feel they can trust me if they are having a hard time too.

Notice when you’re feeling those adrenaline/cortisol spikes

Get good at spotting when you are having a spike of stress hormones in response to something. It’ll mean you’re able to take positive action like deep breathing or going for a walk to help clear your head.

Notice when others are having a spike too

The more you notice those spikes in your own physiology, the more you’ll be able to notice them in others. If someone comes to me with an issue, and they’re speaking fast or are a bit breathless, I know they’re experiencing a spike. I try to slow my own breathing and speech to bring the pace of the conversation down and help them relax. I aim to move into coaching mode, making the person feel supported while helping them think openly about solutions. I wouldn’t claim to get it right 100% of the time, but the more I practice, the easier it becomes.

Get your structures right

It would be disingenuous to talk about the mental health of comms teams during crises without talking about the volume and nature of the work. Sometimes the volume of enquiries can feel like a flood and we can be exposed to awful, and quite frankly harrowing, situations. We often see the worst of things, but are also privileged to see the very best. Over my 20 year career, I’ve seen the media speed up and pressure on journalists increase dramatically which has led to greater demand on comms teams. There’s no perfect answer to this but ultimately your team’s health has to be your number one priority. As a leader, you need to continually be managing the expectations on your team, ensuring they are and feel valued and that you’ve got the right resource in place. A crisis reveals how well-functioning your structures, systems and processes are – or not. You know the saying ‘it’s a marathon not a sprint’? Sometimes, in a crisis, it can feel like a marathon run at sprint pace. But you need to resource up so it becomes more like a 4 x 400m relay race, and people have a chance to switch off, recharge so they can come back refreshed to run their leg.

Encourage healthy boundaries

The next thing you can do is encourage and role model healthy boundaries. As far as possible, I try to work my hours without going wildly over. I don’t want my team seeing that to be in a senior role you have to regularly do 60-hour weeks, which is just not sustainable. Evidently in a crisis, you won’t be neatly clocking in at 9 and out at 5, but you need to draw boundaries that allow people to switch off. In a crisis that might mean creating an A team and a B team working in shifts so everyone gets some rest.

Celebrate successes

In a crisis it’s easy to forget to celebrate successes, but that’s exactly when you need to. Recognise and reward the good stuff, and move on from the things that haven’t gone as well – there’ll be plenty of time for analysis after the fact. Remind your team that they can handle anything that comes their way because of the resilience they’ve already built up.

Managing crisis communications is a tough gig but it’s also when you get the opportunity to really test your mettle, and it is entirely possible to come out of a crisis with enhanced skills and knowledge, and as a stronger, more resilient team.

If you want to read more on this subject, I highly recommend Chapter 7 of Crisis Communications Strategies by the brilliant Amanda Coleman.

Kate Reynolds is Director of Communications at Sanctuary, a housing and care provider.

GUEST POST: How I carried out research to play social media algorithms at their own game

Social media has been around for more than a decade and a lot of the tactics and strategies are getting a bit tired and dusty. Sheffield City Council digital channels lead Louise Gibson explains how she took a fresh look to improve what they do.

Social media is usually a key element in any communications plan. Getting the content right, in front of the right audiences and having the influence and impact you want isn’t necessarily simple.

I’ve worked on social media channels since their infancy. I love the instant connection with people that social can give you. The direct feedback from their engagement with content and the insight data which sits behind it all. You can see almost instantly if something is working or not and – crucially – can use your measurement and evaluation of that to change your future approach.

The trouble with social media

As social media becomes ever more complex, audiences more fragmented and algorithms determine who sees what and when, how do we navigate the increasingly choppy waters to get to smooth sailing (spot the fisherman’s granddaughter with sailing references!).

Add to the above that many of the non-comms people we all work with, including those in leadership roles, use social media and will generally have a view of the content you create and channels you should use.

It’s never been more important to use evidence-based practice when managing social media. You might not be able to make every post go viral (how many times have you been asked to do this) but you can make some practical and creative changes which will see improvements to social particularly in you keep up with the algorithms.

Algorithms

Social algorithms are essentially a set of rules and formulas which sort out which posts users see in their feed based upon relevance and popularity. The algorithms deliver content to users which are based on their interactions, likes and preferences.

Algorithms may also prioritise distribution based on the content type, for example, video trumping photos or posts with external links being deprioritised (the social platforms want you to stay on their site not go elsewhere!)

Knowing your way around algorithms is essential to get the most out of your social.

Small changes, big differences

At the end of 2021 I sat down with our Head of Communications and talked about how we could make improvements to our social media content. I’m not talking full-on strategies here, but quick wins; practical, simple changes we could quickly make to improve our content’s reach, impressions, positive engagement.

In short, and in basic terms, creating content that is good for audiences and works with social media algorithms so it’s shared more widely to the right people.

There were a number of objectives:

  • To generate less content – yes that’s right! Rather than place content on every core channel we would produce more focused content for channels and their audiences
  • To improve accessibility.
  • To work with the algorithms to gain better reach/impressions with target audiences.
  • Increase engagement and positive comments.
  • Improve the call to action take-up.

The approach

Step one – benchmarking

I lead on digital channel development for the organisation and I’m a self-confessed geek especially around analytics, insights and business intelligence data.

So, that’s where I headed first. Start with looking at how your content is working for you now. Establish a baseline to work from in your future evaluation around engagement, reach, impressions and sentiment.

Understand where your current best practice lies and what doesn’t work so well.

I reviewed our core social channels looking at what our audiences were (and were not) responding to taking into account channel context and in particular the following:

  • Content type
  • Time/date of posting
  • Frequency of posting
  • Language used
  • Accessibility
  • Length of post text
  • Hashtags
  • Type of content – topic
  • Audience for each channel

Step two – external research

Research social media best practice.

Okay, I know, this is huge but there are some great resources out there. The key here is to have a starting point, mine was algorithms. Social media distribution is determined by highly sophisticated algorithms. Channels rarely give detailed insight into the priorities of those but it’s always worth subscribing to updates from senior members of those organisations for when they do.

Organisations heavily involved in social media do a great deal of research into algorithms and provide useful information, take a look at people like Hootsuite, HubSpot, Brandwatch as an easy place to start.

I’d looked through a lot of research data and then was fortunate to attend Dan Slee’s Essential Comms Skills training which also covers the importance of algorithms and algo friendly content. I had a lot of evidence around algorithm friendly content to apply.

Step three – collating the evidence

Using the business intelligence and qualitative data and the external research I was able to plot out some general good practice points around what would work for us. Sometimes our data didn’t match the external, for example around most effective times to post, so I selected the most effective for our organisation with a view to ongoing evaluation.

Step four – a one page of guidance

I put together a really simple one page guidance sheet for each channel that included:

  • Each channel’s audience (age, gender, average time spent on channel, % of our city population using)
  • Types of messages to use each channel for, e.g. Twitter; news, crisis comms, alerts, campaigns which use story telling via video or threads
  • Most engaged with content types on the channel
  • Text – optimum character length
  • Video – when to use, optimum video length, optimum format, direct uploads
  • Accessibility – emojis, hashtags, plain language, alt text etc
  • Type of images to use
  • Optimum times to post

Step five – implementation

I’ve led an informal, peer social media group which we created in January with representatives from the two teams posting to our channels. The group uses the guidance sheets as the baseline for quality assurance of all social content.

This can include working with teams to be more focused in channel choice, tweak content, suggest completely new creatives, look at jumping on relevant trending topics and much more.

The service work with algorithm-friendly, audience focused content at top-of-mind when developing social content in a more structured way than before. Having guidance and a structure has enabled a more creative approach to content planning and production.

Results

Since the new process began in January we’ve seen some interesting results, some of which we hadn’t expected, some we’d aimed for:

Accessibility

We’ve vastly improved accessible content. On a personal note, I’m deaf and a huge advocate for accessible content, particularly as I experience barriers to that daily on social media. I’ve done a lot of CPD around accessibility in my own time and this was invaluable in supporting the service around these improvements.

Improving accessibility is a whole series of blog posts in itself but I’d recommend some quick reading at Planning, creating and publishing accessible social media campaigns – GCS (civilservice.gov.uk) and Accessible Social to get you started or to brush up your knowledge.

Team members have commented that they have learned a lot and, importantly, we’ve had feedback from disability groups about our content being more accessible. As social platforms improve accessibility features expect good accessibility to be a core consideration for algorithm distribution as well.

Engagement and volume of posts

We’ve seen a steady increase in engagement rates across all core channels whilst reducing the overall volume of posts. There has been increased positive interaction, including comments and higher click-through where a link is provided.

Impressions and reach

Ok I know this is a bit of a vanity metric but it’s been helpful in showing us that our content has been seen more and – since January – significantly more than it was before. We’re reaching more accounts than we did before making the changes.

Followers

We’ve seen a marked month on month increase of follower numbers across all accounts.

Takeaways

There are always improvements to be made and continuous monitoring, measuring and evaluation will inform that. Networks shift algorithm priorities quickly (think about Meta, who, relatively recently, changed algorithm priority from Stories to Reels on Instagram in response to TikTok), so keeping informed of those updates is crucial.

This might all sound like a lot of work (and it was) but it was pulled together really quickly and the positive results following implementation were very quickly realised. It’s time well-invested and saves resources later.

However your social media content is managed it’s always worth looking at the evidence and research you hold, internally and externally, and think about how you can tweak your approach to get better results.

Louise Gibson is the digital channels lead at Sheffield City Council. You can find her on Twitter and LinkedIn.

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