El tono de escritura de tu colega no coincide con la plataforma. ¿Cómo puede ayudarlos a adaptarse de manera efectiva?
Cuando el tono de escritura de tu colega no es el adecuado para tu plataforma, un suave empujón hacia la adaptación puede hacer maravillas. Estas son algunas estrategias para guiarlos:
- Comparte ejemplos de contenido que incorporen el tono preferido de la plataforma como referencia.
- Ofrecer comentarios constructivos destacando áreas específicas en las que su tono podría alinearse mejor.
- Fomente la práctica a través de ejercicios de reescritura enfocados en reflejar el estilo deseado.
¿Cómo has ayudado a un colega a refinar su tono de escritura para adaptarlo a diferentes plataformas?
El tono de escritura de tu colega no coincide con la plataforma. ¿Cómo puede ayudarlos a adaptarse de manera efectiva?
Cuando el tono de escritura de tu colega no es el adecuado para tu plataforma, un suave empujón hacia la adaptación puede hacer maravillas. Estas son algunas estrategias para guiarlos:
- Comparte ejemplos de contenido que incorporen el tono preferido de la plataforma como referencia.
- Ofrecer comentarios constructivos destacando áreas específicas en las que su tono podría alinearse mejor.
- Fomente la práctica a través de ejercicios de reescritura enfocados en reflejar el estilo deseado.
¿Cómo has ayudado a un colega a refinar su tono de escritura para adaptarlo a diferentes plataformas?
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In criticism, the tone of criticism is very important. It is the tone and type of behavior that can have a constructive or destructive effect. First, we should encourage the parts of our colleague's writing that are strong and good, then we should say in a suitable tone, although it is slow, it is more suitable for the platform, for example, we can send him good and correct examples for him to see and study. At the same time, let's explain to him the platform algorithms and suitable structured language in a friendly way, but besides all these things, thank him again for his efforts and capabilities so that no bad feeling is conveyed.
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My mantra is simple : copy 😺 for sometime and you'll have it in your fingers, be expressive while explaining a problem, Never feel shy to ask doubts.
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When onboarding a new member to your team, first, provide them with plenty of examples of your company's tone. This includes emails, social media posts, blog posts, and anything else that may be helpful in getting them started. But right off the bat, ask them to do a practice project, one that will not be shared or published. Use this test as a training ground where they can show you what they can do, and you can offer critiques and suggestions. The more practice they have early on, the easier it will be for them to adjust.
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Help them do it! Instead of directly telling them or offering constructive feedback, just sit down and reframe it with them. This way, they get a live example of how to match the platform’s tone and can do better by themselves next time.
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In my experience, the focus of the feedback should be on specificity and empathy. Offer concrete examples of how their style differs from what the platform is expecting. Highlight the positive aspects of their writing as well. Help guide them towards more appropriate language, structure, and overall tone. Frame suggestions as collaborative improvements and emphasize your shared goal of effective communication.
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Imagine you’re at a formal dinner. Everyone’s wearing tuxedos and evening gowns, the conversation is poised, and the atmosphere is refined. Then, someone walks in wearing beach shorts and flip-flops, shouting about the latest internet meme. Doesn’t fit, right? That’s how a mismatched tone feels on a platform. It’s not about stifling creativity or personality; it’s about understanding the room. Here’s how you can help: - Observe the platform’s vibe. Is it professional, conversational, or playful? - Frame it as feedback, not criticism. - Collaborate on edits. Don’t just tell them what’s wrong—help them rewrite it. Tone matters because it shows respect for the audience.
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I’ve worked with different partners and what usually works is starting with a conversation about the platform’s vibe. I’d explain how each platform has its own personality—what clicks on Instagram might feel too casual on LinkedIn. Then, we’d look at examples together, not just as "this is right" or "this is wrong," but to explore what resonates and why. Sometimes, I suggest we rewrite a post together it’s a fun, hands-on way to show the tweaks in action without it feeling like criticism. It’s all about collaboration, not correction, and making sure they feel supported as they adapt. A little patience and positivity go a long way!
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Helping a colleague adapt their tone for LinkedIn requires a thoughtful approach. Follow these tips to guide them effectively: 1. First make them understand that LinkedIn readers prefer a balance of professionalism and relatability, not overly formal or casual writing. 2. Show examples of well-performing LinkedIn posts to illustrate the platform’s tone. 3. Suggest they write like they’re speaking to a peer. 4. Encourage using personal stories or insights to make their content more relatable. 5. Advise starting with attention-grabbing lines to hook readers right away. 6. Recommend shorter paragraphs for easier readability on mobile screens. 7. Suggest they end posts with a question or call-to-action to spark conversations.
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To help them adapt effectively, you need to first give them constructive feedback on the tone that they used. This is so that they would know what mistakes they made. You need to then show them examples of what tone should be used in order to suit your platform. This is so that they would know how to change their tone. You could also help them by correcting or overseeing their writing. This is to ensure that it suits your platform.
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One thing I've found helpful is to establish clear brand tone guidelines beforehand. Rather than critiquing their writing, I'd rather accompany the coworker in using those guidelines to identify whether or not specific sections they've written are compliant, and then have them suggest improvements, rather than making corrections for them. By updating the guidelines to be more clear, or adding examples, it can help the colleague feel like they're able to make meaningful contributions and "own" the guidelines that they're learning to follow, even while they are learning correct their own errors.
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