# How to get employees to share company posts

> Employees share when it's easy, the content is worth sharing, & they're free to say no. Make a short list of shareable posts, give people their own angle, & never track who didn't.

Updated: 2026-10-05.

## Why people don't share

Most employees aren't against sharing. They're busy, unsure what's allowed, or worried about posting something that looks like an advert. Fixing those three removes most of the resistance.

Pressure makes it worse. A request framed as a duty gets minimal, awkward posts, if any.

## Make it easy

Put the shareable content in one place, with the link & a line on why it matters. Send a short message when something new is worth sharing, not a daily digest.

Ask for one action at a time. "Reshare this launch post if it's relevant to your network" is easier to do than "support our social strategy."

## Share what's actually worth sharing

People share what makes them look good to their own network. A customer win, a useful guide or a genuine milestone gets passed on. A thinly veiled sales pitch doesn't.

Before circulating a post internally, ask whether you'd share it if it came from a stranger.

## Let people use their own words

Offer a suggested line, but encourage changing it. A personal sentence about why they care carries more weight than copied text.

Different angles from different people also keep a company's reach from looking like a single repeated message.

DunSocial can't write a personal angle for someone else. Its AI can draft from a person's own notes, but each employee should edit the draft before it goes out.

## A light workflow

Keep a short, current list of shareable posts & a note on any timing, for example a launch day. Let people choose what fits their own audience.

DunSocial helps with the scheduling side: a willing employee can connect their account, draft their own version & queue it for a time that suits their audience. The workspace calendar shows what's planned across connected accounts, so a team can avoid several people posting the same thing at once.

## What not to do

Don't publicly rank who shared the most. Don't tie sharing to performance reviews. Don't make participation visible to managers in a way that feels like monitoring.

DunSocial doesn't track who has or hasn't posted from their own accounts, & a small team is generally better without that kind of tracking.

## Keeping it going

Say thank you when someone shares, & show what their post achieved if you can. People continue when they see it mattered.

Review once a quarter: which posts did people choose to share, & what did that tell you about what the team finds worth saying?

DunSocial's calendar keeps past posts visible, which makes that quarterly look-back quick for the company's own account.

## Related guides

- [What is employee advocacy on social media?](https://www.dunsocial.com/hub/employee-advocacy-and-personal-branding/what-is-employee-advocacy-on-social-media.md)
- [Should you write a social media policy for employees' personal accounts?](https://www.dunsocial.com/hub/employee-advocacy-and-personal-branding/should-you-write-a-social-media-policy-for-employees-personal-accounts.md)
- [How to build a content bank for social media](https://www.dunsocial.com/hub/social-media-content-creation/how-to-build-a-content-bank-for-social-media.md)
- [How to onboard a new team member to social media management](https://www.dunsocial.com/hub/social-media-for-teams-and-agencies/how-to-onboard-a-new-team-member-to-social-media-management.md)

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## Company

- Product: DunSocial, https://www.dunsocial.com
- Legal entity: THISUX PRIVATE LIMITED, Chennai, Tamil Nadu, India
- Support: support@dunsocial.com
- Open the app: https://app.dunsocial.com/login