I challenge those of you getting frustrated with Facebook and other social media political discussions to think of these conversations differently. Politics are important, even if you don’t care for them. Try this exercise:
Think of how people politely listen to re-countings of your day or coo over pics of your kids. Niceties are the foundation of our culture. Try to treat political discussions the same way you would want people to treat your discussions on things they don’t really want to talk about.
If you truly don’t want to engage, be polite about it. Don’t announce your frustration and storm away (think how you would feel if your kids’ recital video was treated the same way).
If you DO engage, don’t do so to just prove a point. These are people with valid positions, that are born from their experience. Respect that, even (or especially) when they aren’t respecting your position. #WhenTheyGoLowWeGoHigh
And it used to go without saying, but apparently now it needs to be said – BE NICE. All of you. We are still neighbors, family, friends. If you would scold your child for talking that way to someone about any other subject, don’t talk that way yourself.
Get it together, America. We can be righteous, woke and activated – I damn well intend to be. But we can do it with a hell of a lot more respect.
This past month, I had the honor of being interviewed by Patrick O’Keefe
, for his community management focused podcast, Community Matters
. You can download it on iTunes or your favorite podcasting app, or stream it here:
On the podcast, we talk about many things, but our focus was on the treatment of those staff on the front lines of community – the moderators and engagement staff that actually interact with customers. I feel very strongly that while some of the burden of choosing and keeping a potentially toxic job is on the employee, an equal, and in some cases larger, portion of that responsibility is on the employers and brands hiring those individuals.
Often times, they are highly marginalized team members – many are contractors with little or no interaction with the larger team or the client/brand team. They are usually paid very low wages, even state-side, being told that they should be “happy” with their work-from-home status.
And that’s just when the content they are handling isn’t toxic. On most moderation teams, they have to screen out all the “bad” content, so that the audience doesn’t see it. But the moderators still see it and are usually not given the support required to handle emotionally volatile content. Even in communities for children, moderators can come across triggering content and some teams do not prepare their staff for that possibility. “Becoming numb to it” is an awful skill to have to develop on the job.
I also worry about the increasing trend to offshore moderation work to low-wage countries. As an employer, I understand the urge, but it is difficult to maintain high quality with non-native speakers, not to mention the difficulty of oversight of procedures regarding the emotional well being of those moderators. Just because they are offshore, doesn’t mean negative content won’t affect them the same.
I am interested to hear your thoughts on this topic. Let me know what you think in the comments or via twitter
Great NPR Marketplace story on the conundrum of “free speech” and expression on social media during these tense times and how to moderate content for brands and different audience consumption.
On the conversations happening at Facebook in the aftermath of Philando Castile’s death:
I imagine there are conversations around content moderation. You know, how do we treat events like this? Should they be subject to the normal rules surrounding violence or is there some kind of special dispensation that should be created for videos about news events, or videos that depict injustice. I think it’s a very tough line to straddle. –Deepa Seetharaman, reporter covering Facebook and other social media at the Wall Street Journal
NPR’s Marketplace recently published a series studying the history of corporations and how their priorities have changed over the years. One of the main points of the series focused on the evolution of the role of the employee in relation to the corporation. The fact that employees cannot assume they will be taken care of by their employers resonated with me. While I do believe in personal accountability for one’s own path, I also believe that a company can write their path so that it takes into account the people who are helping bring in revenue, and hopefully profits.
“Sorry”, “Just” wanted to check in with everyone…
Playing around with video as a medium lately… Of course I have plans for it. 😉
Correction: That amazing woman is Terri Holland. Silly Joi
Links to stuff I referenced:
– Jumpstart Mornings talks I have been helping host at the Impact Hub SLC (http://saltlake.impacthub.net/event/j…)
– Annoying semantics policing that is happening to Women in Biz lately (https://www.linkedin.com/pulse/just-s…)
As I prepare to unplug and enjoy the US Holiday weekend, I thought I would share my new fav internet rabbit hole – I love Love LOVE the new trend of parent/child dances.
With all the polarity in our news of late, what a great way to disconnect and have fun with your kids!
Enjoy a sample of some of my favs here:
I did a quick video to invite local SLC folks to a couple events that I am helping facilitate.
1. Creative Mornings SLC
I will be hosting this month’s Creative Mornings talk on the global theme of REVOLUTION. Impact Hub SLC has generously offered to host the space. Doors open at 8:30 for breakfast and coffee and talk will start at 9am. It’s FREE and open to the public, but RSVP if you think you will be coming so we have an idea of the crowd. 🙂
2. Jumpstart Mondays @ Impact Hub SLC
I am also helping facilitate a Monday morning speaker series at Impact Hub SLC called Jumpstart Mondays. Local social entrepreneurs getting together to talk about their different projects and have great conversations with their peers. What a great way to start a week, right?
Hope to see you soon!