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Employee advocacy programmes · Marketing

The company page gets scrolled past and your engineer's post gets read.

Our social media marketing page covers what your company account publishes. This page is about the other accounts: the ones belonging to the people who did the work.

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Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.

Editorial illustration for Employee advocacy programmes

In one paragraph

Employee advocacy programmes get your own staff posting about the company's work from their personal accounts, where a person's feed reaches buyers a company page never will. GullySales sets up the opt-in, supplies the material, and stops the programme becoming a manager chasing people on WhatsApp.

A post from your site engineer is read by classmates, by the firm that engineer left three years ago, and by the neighbour who is about to build. None of them follow your company page. The same photograph of a finished slab travels further from a personal profile than from the company's.

You cannot order anybody to post. A mandate produces four identical reposts on a Friday afternoon, and quiet resentment that outlasts the campaign.

Who it is for

This is written for you if these sound familiar.

  • Manufacturers and contractors whose engineers already photograph their own work and post none of it
  • Companies with a page nobody follows and thirty staff with real networks in the trade
  • Firms hiring hard, where a candidate believes a technician over a careers page
  • Sales teams whose buyers open the salesperson's profile before agreeing to the meeting
  • Businesses that tried this once through a WhatsApp group and stopped by the third week

Not for

It is not the right fit if.

  • You want posting counted in the appraisal, which turns a person's own account into unpaid work they resent
  • Nobody in the team wants to be visible, and six reluctant posters read worse than silence
  • The company has just cut jobs or is in a pay dispute, because staff will not vouch for you this year and should not be asked

The problem

Does this sound like your business?

What owners tell us on the first call, in their words.

  • “We posted it on the company page and it went nowhere”

    The page is followed by suppliers, ex-employees and two competitors. Your buyer is not in there, and no amount of posting changes who is.

  • “I asked everyone to share it and four people did”

    A share button is not a programme. People skip it because they do not know what to write above it, and a bare repost embarrasses them in front of their own contacts.

  • “One of our staff argued with a customer in a comments section”

    Nobody had agreed what a person may say about a client, a price or a delay. The argument is now searchable under your company's name.

  • “It turned into a manager forwarding links every morning”

    The nagging becomes the programme. Participation drops each week, the manager gets resented, and the posts that do appear are plainly done under duress.

What we do

Everything that is included.

Each deliverable, and what it gets you. Nothing here is an extra.

  1. An opt-in people sign, and can leave

    Who joins, what they are agreeing to, and a plain line saying that stepping out costs them nothing at work. Voluntary in writing, or it is not voluntary.

  2. Consent for photographs and names

    Staff faces, client sites and vehicle numbers appear in site photographs. Each person who appears agrees to the use in writing, and a client's permission is recorded before their premises are shown.

  3. Material they can use without editing

    Site photographs cleared for use, a short caption they may rewrite, the drawing with the client's title block cropped out, and the link that goes under it.

  4. One working session with the people who said yes

    What is worth posting, what a first line looks like, and why their own words beat the caption we supplied.

  5. The written guidelines underneath

    Clients, prices, unreleased work and colleagues, settled before the first post. Our guidelines page covers that document in full and this programme does not run without it.

  6. A disclosure line for posts that promote

    Advertising standards in India treat an employment tie as a connection a reader should be told about. We agree a short, visible line for posts that sell, so nobody is caught out. Check current rules with your own adviser.

  7. Profile repair for the people buyers check

    Salespeople, service heads and technical leads get a headline, current role and photograph that match the work, with the role linked to the company page, before anybody sends them traffic.

  8. Reporting at team level

    What the group published and what it brought, with no league table of individuals. A scoreboard turns a voluntary thing into a target within weeks.

How the result is measured

  • Staff who opted in, and how many are still posting three months later
  • Posts published by employees
  • Enquiries and job applications traced to an employee's post
  • Profile views for the people who face buyers
  • Material supplied against material actually used

Recorded as a baseline before work starts, so every later report has an honest comparison.

How it works

How the employee advocacy programmes work runs

The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.

  1. 1

    Ask who is willing before building anything

    We talk to the people you had in mind and find out who wants to do this. The list is shorter than the owner expects and better than the one drawn up in a meeting.

  2. 2

    Agree the rules with them, not at them

    The guidelines are drafted with the people who will live by them, so the grey cases come from the shop floor rather than from a policy template.

  3. 3

    Set up the supply and the permissions

    Photography, consent forms, client clearances and one shared folder, so nobody asks three people before posting a picture of their own job.

  4. 4

    Run a small first round

    A handful of volunteers post first. We fix what confused them, then open it to anybody else who wants in.

  5. 5

    Measure the group and hand it over

    The report covers what was published and what came back. The habit belongs to your team, and handing it over is a fair place for the work to end.

Where this fits

Three pieces of sales work, in this order.

This work sits inside sales process design, at stage 1, prospecting and lead generation. The audit comes before it, and sales management keeps it running.

  1. Step 1

    Sales audit

    Find where deals are being lost and what to fix first.

    Start here if you cannot say where orders are lost.

  2. Step 2 · you are here

    Sales process design

    One written way to sell, from first enquiry to repeat order.

    Start here if every salesperson sells differently.

  3. Step 3

    Sales management

    A target, a review routine and someone who owns the number.

    Start here if the team has targets and no routine.

Tell us what you need Your brief is read before we call. Scope, fee and term in writing.

FAQ

Questions owners ask before they call.

Not here? More answers, or ask on WhatsApp.

Tell us what you need
Can we make posting part of the job?
You can require it on a company account. A personal one is different: compelled posts read as compelled, and staff who feel pressed will post badly or leave the programme quietly. Keep it opt-in and the people who join are the ones whose networks were worth reaching.
What if an employee posts something they should not have?
The written guidelines decide that beforehand: what may be said about a client, a price and work that has not shipped. They also name who deletes, who apologises and what a first mistake costs. A first mistake is a conversation.
Which platform does this belong on?
Wherever your people already are. For a B2B supplier that is LinkedIn. A builder's site engineer lives on WhatsApp status and Instagram, and a workshop's fitters talk in a local group nobody outside the trade has heard of. We follow the staff rather than the platform.
Must employees say they work for us when they promote a product?
Yes, where a post sells something. Indian advertising self-regulation treats employment as a connection a reader should know about, and a clear line at the start of the post covers it. Rules change, so check the current ones with your own adviser.
Do we pay people to post?
No, and paying changes the thing you are buying. A post bought from your own employee sounds bought. Recognition in a team meeting and material people are proud of does more than a per-post payment.
What does this cost?
There is no published price. The work is scoped after we have read your brief and spoken to you, and it depends on how many people join and how much photography the supply needs. The fee is written down, with production such as site photography shown as its own line.
How long is the contract?
The term is agreed in writing after we have spoken, along with the fee and the reporting. It is never a default twelve months, and renewal is decided on the numbers against the baseline recorded at the start.
How soon will we see results?
It depends on the trade, the channel and what is already in place. After we have read your brief and spoken to you, we say what we would expect to move first and how it will be measured against the baseline. Nothing here is guaranteed.
Who will actually do the work?
The person you speak to before anything starts. We work from one office in Nagarbhavi, Bengaluru, with no account managers in between.
What do you need from us?
Your brief, and a conversation. After that, access to whatever this work touches, such as your website, your accounts or your enquiry record, and time with the people who handle your enquiries.

By industry

Employee advocacy programmes, written for your industry.

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