PostBeyond

在Google上快速搜索“ Postbeyond新闻稿”，您会看到公司想要与世界分享的许多新闻。例如，在2017年，有消息称PostBeyond Celebrates Record Customer Growth。2019年，他们被加入了加拿大创新交易所前20名最具创新性的加拿大公司列表。The good news for PostBeyond has been pretty consistent since its founding in 2013, and you can be sure that the employees of the company have been sharing links to all these bits of news on social media, via the Employee Advocacy platform that’s garnered them all this good will.

您可能会认为，搜索公司自己的新闻稿以证明其成就的证明有点欺骗，研究。他们不会主动分发坏事。不满意的客户是一个很好的资源，因此值得注意的是，Postbeyond并没有太多这些资源。在255个人中，在G2上审查了Postbeyond的人中，其中193人给出了五颗星。只有八个人不到四星。这就是公司的立场G2网站上最受欢迎的员工倡导平台。

This is partially owing to PostBeyond’s partnership approach to its customers. The majority of their clientele exists in the enterprise space, and as such they offer a “white glove” service when they sign on. Not all their customers are large enterprises, though, and this doesn’t change anything about PostBeyond’s approach. Small and medium sized customers get the same treatment. There’s onboarding and training for using the platform, but then there’s also training that isn’t even specific to the software. That partnership approach is found in the way PostBeyond’s customers also get an education in how to best use social media in a professional setting—what to post, what not to, how to leverage social selling and brand management, among other things. This surely has something to do with why they have so many satisfied customers.

当然，如果软件不好，白手套的体验并不意味着任何意义，但是它们也涵盖了。Postbeyond的联合创始人Ivan Tsarynny和Vitaliy Lim在技术方面都有悠久而令人印象深刻的历史，重点是专业服务，网站开发和建筑。所有这些技能都与他们的员工倡导平台发挥作用。不过，除了他们的技术实力之外，还可以看出社交媒体如何帮助企业增长的愿景。尽管不可能在任何首次使用中跟踪“员工倡导”一词，但Postbeyond的2013年成立肯定早于这种做法变得无处不在。开始为当时的员工倡导开发工具意味着要领先曲线。正如您在这篇评论中看到的那样，Postbeyond并未产生领导地位。

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概括

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价钱

PostBeyond doesn’t publicise its pricing, so you’ll need to contact a sales rep for a quote. We can tell you that pricing is based on the number of users, though access is sold in blocks, not per seat. In other words, customers buy into a tier based on their size—up to 100 users, up to 250, then 500, 750, 1,000, 2,000, and so on—and with an annual commitment. As the tiers go up, the price per user goes down (though, again, you’re not buying single user licenses).

无论层,每个公司o迹象n with PostBeyond gets the full slate of features and services. A 50 person company and a 5,000 person company both get the same onboarding, training, and support. They both get a dedicated success manager, as well.

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细节

如果其他员工倡导平台构建了许多额外功能来为公司创建一种内部社188滚球地址交网络，那么Postbeyond将其简单起见，仅关注游戏化内容共享。这是一件好事，因为它可以为员工提供简单的使用途径。这并不意味着Postbeyond的用例比竞争平台具有更多的用例。188滚球地址与该类型中的任何良好平台一样，Postbeyond可以以四种重要的方式为公司服务：当然，基本员工倡导，以及社交销售，雇主品牌和人力资源/招聘。表示，现在是重申Postbeyond的好时机的好时机。

That simplicity on the front end is made possible by robust admin capabilities on the back end. Users/employees can be segmented in any way that makes sense—by geography, by department, by a line of business, by anything you can define, and by any combination thereof. The content that you’ll serve out to employees can also be categorized in any way you want, and those categories can be assigned to any of the user segments you’ve defined. What this adds up to is a pretty personalized feed of shareable content.

当用户登录时，他们将以与Netflix不同的方式展示故事和链接的提要。页面顶部是特色故事，管理员确定的故事最重要/及时/相关。向下滚动是不同的类别及其内部内容。其中一些类别是在管理级别上施加的，而用户可以添加或减去其他类别以获取更自定义的供稿。

对于任何内容，管理员对如何，与之共享的方式，何时以及与谁的共享可以施加最多的控制。例如，字幕可以被预先编写并从更改中锁定，或者可以通过用户编辑标题以更好地反映其声音。PostBeyond的一个非常酷的功能，可以阻止用户使用语言流氓，是能够构建不允许的单词和短语列表。如果员工分享开头的职位，那么很容易阻止他们说“在这里工作就是狗屎！”之类的话 - 就像这种情绪一样好，对于大多数公司而言，它可能不是品牌的。除了亵渎之处，管理员还可以创建不允许的自定义单词列表，这是一个出色的合规工具。也许您希望您的员工不能保证您的产品；这是阻止他们这样做的好方法。除了被禁止的单词和短语外，还可以为那些外观的人创建另一个列表。Postbeyond的员工不愿缩写该公司的名字到帖子中的缩写，以免像关于花生酱一样阅读标题。但这不是完全禁止的：在PB中输入只会提高警报，用户可以决定是否有足够的上下文使其可以理解。

From the web interface, shares can be made directly to one of three social networks: LinkedIn, Facebook, and Twitter. There’s also an option to just grab a shareable link to copy and paste as an employee sees fit—like in a DM or text message, for example. On mobile, you can share to these services, plus Instagram, as well as using your phone’s native sharing capabilities to get content out to just about any channel your phone supports. All content can be tagged with UTM and CID parameters to track things like where the content was shared and who shared it, conversions, click-throughs, and leads. Additionally, the gamification of the platform, where employees rack up points for completing certain tasks, can be configured—and reconfigured—in ways that encourage the sharing of content that’s most useful for the company at any given moment. This really only scratches the surface of all the ways in which content can be queued up and managed on the backend to get the most out of every post from employees.

管理方面的所有复杂性不仅使员工变得简单。它还有助于告知一个强大的分析模块，该模块可以使管理员，经理，营销人员和销售团队热衷于了解帖子的覆盖范围和参与度，以及如何在平台服务的任何领域中转化为成功。上面提到的UTM和CID参数变成了真实的可报告数据 - DATA，在潜在客户的生成和转换方面也可以与Salesforce集成。但是，您还可以在深入的分析中查看，向您展示员工对Postbeyond的表现（或不）以及他们努力的媒体价值。

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Conclusion

Having just proofread this review, I can safely say that it doesn’t really do justice to how powerful PostBeyond is. There are so many little details that got left out, in the interest of space and clarity. And, yet, for the employee who never needs to act as an administrator, they’ll never know how much goes into the curation and crafting of share-ready content. For the user, it’s as simple as scrolling through a feed and sharing relevant posts. They’ll look at the leaderboard to see how their activity stacks up against the rest of the company (or just certain segments of it: the leaderboard is customisable, as well). But that’s all they’ll really know about PostBeyond.

另一方面，扮演管理角色并设定员工倡导运动方向的营销人员和经理将拥有所有工具，以便以他们认为合适的方式制定这些运动。随着时间和计划，他们将以使他们的倡导努力可以跟踪和报告的方式来设置一切，并获得令人羡慕的结果。Postbeyond如此受欢迎的原因是有原因testimonials。这也是您应该让平台看看自己的原因。