Social media networking sites provide a great opportunity for organizations for marketing, employee engagement and recruiting efforts. Employee’s are “tweeting”, updating statuses on facebook and even “be-friending” their peers. However, with the reward does come at a risk. How high the risk depends largely on the plans and policies in place to address the risk. If your company doesn’t currently have a social networking policy, read on to discover why it’s an important risk management tool!
Whether or not you currently use social media for personal or professional purposes, it is increasing in popularity within organizations. Many individuals and companies that utilize Twitter or other social media websites want public recognition with the intention of attracting followers, fans, etc. The risk that is involved is monitoring what employee’s say, how they say it and when they say it to ensure your business is properly represented.
As I mentioned earlier, where there is risk, there is also reward. The social media arena is no different. To help manage risk, companies should provide a brief written policy about company expectations regarding social media usage. This might complement an already-existing policy on e-mail and Internet communications. Even if you’re not currently using social media tools for business reasons, you still should put together policy about employees’ personal use. If a company ignores the impact of online social networks, the company’s silence might cause confusion amongst the employee’s.
As you are reviewing your policies, below are some factors to keep in mind:
- Company approval is required for authors who use electronic resources of the company to send tweets, status updates or other public messages.
- Any messages that might act as the “voice” or position of the company must be approved by the company.
- Any message posted to a personal networking sites regarding job related content or about the company should require the employee to identify themselves as an employee of your company and use a disclaimer and make it clear that these views are not reflective of the views of your company. “The opinions expressed on this site are my own and do not necessarily represent the views of (insert your company name).”
- Any identification of the author, including usernames, pictures/logos, or “profile” web pages, should not use logos, trademarks, or other intellectual property of the company, without approval of the company.
- Written messages are, or can become, public. Use common sense when sharing messages.
- The personal use of social networking web sites must not interfere with working time.
In addition to the policy itself, experts recommend having a brief policy statement outlining corporate philosophy on social media. The policy should specify sites or tools encompassed by the statement, who is permitted to use them and for what purposes, restrictions on usage and the consequences of infractions. As with any new policies, employees should sign an acknowledgment of receipt and understanding when the policy is released.
It’s clear that social media is becoming a more important part of how businesses operate. To avoid problems, employers need to set clear boundaries that depend on the corporate culture, the work environment and the industry. If you would like more information on how to utilize social media networking or on implementing a social networking policy, please contact your local Midwest Staffing Group Business Development Specialist.