Lenitzki: It is of course very important to see how interactive some platforms are. What do I have to do or do I want to do to achieve my goals there? These can be very varied. Do I want to position myself on a certain topic in terms of competency marketing, or do I want to support my colleagues in the HR department in simply recruiting new employees? And to do this, I think you have to or should use the different platforms with their focuses, with your own language... - it starts with using the informal "you" or "you" form of address, or in which national language am I speaking?
You should have good experience so that you can then pass on these experiences internally as tips and tricks, so that it is a little easier for the company's employees or my colleagues. I think that is very important.
Hoffmann: Ms. Lenitzki, thank you for these exciting insights. I think that over 20 years of experience in a company with employees who are visible from the start is outstanding in Germany - and not only in Germany. Are there three lessons and three tips that you could pass on to others from this experience?
Lenitzki: I think that the company culture, which we talked about earlier, is a very important basis for ensuring that employees see themselves as part of the company and are keen to talk about the company, whether on social media or at a job fair or whether they are a model for an image brochure or in a video, for example.
The company culture is really crucial here. Then the employees forex data should be keen to get involved and act as brand ambassadors. Of course, they should definitely have something to say in terms of content and they should enjoy positioning themselves. That means it is voluntary. I don't think you can persuade or force everyone to say something that they don't stand behind. And that is also very important: it is an option, but not a must.
And of course, there is perhaps another point: employees who... well, I'm not sure whether they have to be employees who really enjoy working at the company. Because I think that even if you have critical comments, that speaks for, as the saying goes, authenticity and also has its place. And everyone has the opportunity. Even if everything isn't always rosy, like I would like, then that's OK. And that's part of a company culture like that, and it can be talked about.
Ms. Lenitzki, I wish you continued success with your brand ambassador strategy – whether you call it that or not. Thank you and goodbye.
Lenitzki: Thank you very much and goodbye.
Hoffmann: Thank you for watching and listening up to this point. If you like this format, you can also subscribe to it. You can also find a link in the show notes. And if you want to give me feedback or perhaps have an idea for another brand ambassador interview, then please get in touch. Thank you and goodbye, your Kerstin Hoffmann.