6 new approaches to foster an agile workforce in 2021. Basic social media policies should include the following at a minimum: guidelines on what employees should talk about online; instructions on avoiding inappropriate content; and rules preventing abuse. 3. “In my opinion,” “I am not aware”). Below are some cardinal rules educators must know about using social media. If your employees see a comment about the company, they should be directed to inform the social media manager at your organization immediately, instead of responding themselves. This social media policy presents and explains the rules governing social media use at [company name], including those applying to the marketing department and employees in general. Disregarding job responsibilities and deadlines to use social media at work. Designing employee social media guidelines that both encourage positive interaction and prevent the kind of posts that will disrupt business requires HR departments to take a measured approach. Act poorly, be seen poorly, perform poorly. 1. This policy is built around two different elements: one, using personal social media at work and two, representing our company through social media. ABC Life ... Social media tips for employees. Individuals who are looking to join an organization that fits their own values and goals, will look to social media to understand more about your company and culture than just what you choose to share. © Randstad RiseSmart 2021. One small social slip can result in many big hits to your brand. Given employees will often use social media outside the workplace, they might query why their employer has a right to tell them what to do on social media. No further explanation is really necessary. A social media policy gives your employees guidelines for interacting with customers and protecting their personal safety, as well as your business's reputation. This is one of the reasons you need a company social media policy – to address limitations on what employees can post and to potentially place restrictions on social media use inside the workplace. We may have to take disciplinary action leading up to and including termination if employees do not follow this policy’s guidelines. Remote work, technology, and engagement are hot topics in the New World of Work. Workplace social media ethics is not just for employees as they relate with other employees, but about the business use of social media in general. Your social media policy can’t just sit quietly< in a drawer (or a Google Doc.). The people responsible for the social media promotions of a company should avoid making false accusations, misleading claims, and malicious posts against competitors. OSC has created this guidance to help federal employees understand what the Hatch Act does and does not allow when using social media. Preparing social media guidelines, distributing them to your entire organization, and including them in onboarding materials will encourage your employees to be more thoughtful in their social media messaging. Social media can be used for a variety of purposes, and some employees use it in both their work and personal lives. Workplace social media ethics is not just for employees as they relate with other employees, but about the business use of social media in general. Here are 12 rules of social media etiquette that you should never break. We also caution you to avoid violating our anti-harassment policies or posting something that might make your collaboration with your colleagues more difficult (e.g. Ever. Laying down a list of heavy-handed rules may actually create a less-favorable social media presence than not having any rules as all, as employees turn away from employee advocacy altogether. It’s not written in a guidebook and certainly not in our work contract, but there are social media rules that every employee must follow if they do not want to make a fool of themselves when they come back to their workplace. Social media is a place where people exchange information, opinions and experiences to learn, develop and have fun. Social media is not exception and, in fact, the temptation is even greater. This sample Employee Social Media Policy is a good starting point for fleshing out your own policy for use of social media in the workplace by your employees. Employee privacy laws often include rules on monitoring employees’ use of social media. It follows that this policy describes how designated staff members must use … Finding a balance between keeping employees productive during work hours and allowing employees to engage with their social media networks has become a challenge for HR departments and the companies they serve. Industry insights, new tech and tools, step outside the day-to-day demands of HR and keep pace with a changing world. Also, to mention clear statements about the ownership of the various social media accounts of the company while working with the company. Social media. This 1939 law was designed to prevent government employees from campaigning on behalf of, or against, a political candidate, and has since been interpreted to apply to social media activities. However, once it’s in writing, no one can say that they didn’t know. Examples of non-conformity with the employee social media policy include but are not limited to: If you violate this policy inadvertently, you may receive a reprimand. For example, Walmart has a strict social media policy that prohibits regular employees from answering customer complaints or questions directed toward the company. Thus, an effective social media policy can ensure that the company's reputation doesn't come under fire. 1. Savvy job seekers want to know who else is in the organization, their backgrounds, and if they’re talking about the company. As employees, there are actually more social media rules that we need to follow if we do not want to mess up our careers. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Consequences of abuse of rules: A social media policy should make it clear what the potential consequences are if the policy is breached. Europe & Rest of World: +44 203 826 8149. All rights reserved. What do social media rules for employees do? in your HRIS). As companies vie with their competitors to own the share of voice among their target audiences, individuals are still expressing their personal pain points, posting pictures of all aspects of their lives, and telling the world their every thought. Your content, thought leadership, and company message are not worth a thing unless they’re spread around encouraging your audiences to grow. Consequences of abuse of rules: A social media policy should make it clear what the potential consequences are if the policy is breached. 5 social media rules for employees of small businesses - must read post! We expect you to comply after that, or stricter disciplinary actions will apply. One of the most important social media rules to be conscious of is the need to create absolutely amazing content. Whatever they post on their personal accounts can be a potential risk for your company (e.g. Then, encourage them to share, share, share. 20% of employers have disciplined employees for social media misuse. A social media policy outlines how an organization and its employees must conduct themselves online. They aren’t going to wade through a treatise on social media behavior and you shouldn’t expect them to. Connect with our team of Workable experts and other industry professionals. As one of the most recognizable fashion brands in the world, GAP also recognizes the need to moderate the use of social media amongst their employees within the work place. The people responsible for the social media promotions of a company should avoid making false accusations, misleading claims, and malicious posts against competitors. Get your employees involved in your employer brand by encouraging, and even helping them, create LinkedIn profiles that reflect their positions and the contributions they make to the organization. A rule that controls what employees may post on their personal social media accounts is in danger of being struck down. Your social media policy should be part of your employee handbook or live inside your policy database (e.g. Inappropriate social media posts by your employees can hurt fundraising efforts, which in turn, make it more difficult to achieve your mission of education, environmental awareness, etc. The more people who associate with your brand and share your content the better trust and authority you’ll build with the search engines, and within your target audiences. Sharing suggested social media posts around large announcements helps employees to know the types of things to say. Disregarding job responsibilities and deadlines to use social media at work. The employer social media policy should clearly state the employer expectations on when and on what equipment the employees can participate in social media activities. A social media policy outlines how an organization and its employees must conduct themselves online. But I can help with these 14 social media etiquette tips. Europe & Rest of World: +44 203 826 8149 These days, social media is a potent tool for developing a brand image. 5 must have social media guidelines for employees. Your social media policy needs to explain who can or can’t speak on behalf of the company on social media. Be clear that your posts reflect your personal opinion; you do not speak for the hospital.Write in the first person (i.e. Walmart has an official social media team specifically for that purpose. The practice, known as employee advocacy, is taking on more importance as the social media noise grows and it gets harder and harder to get anyone to read your 280 characters and getting people to share is the only way to grow your own audience. Social media guidelines not only protect the organisation (e.g if an employee shares something that damages the reputation of the brand) but should also protect the employee. But have they gone too far? how to ramp up your job search for the new year. You can, however, provide them with reasonable guidelines about what they shouldn’t post about (e.g. Although this is #5 on the list, I feel it is one of the most important guidelines. Ask questions, find answers, get tips, and dig deeper into our product. Facebook, LinkedIn) Blogs, wikis, online forums and message … The company should not be held liable for any repercussions the employees’ content may generate. (ORGANIZATION) recognizes the role social media plays in modern communication. In most organizations, employees are not constrained to focusing solely on work between 9am and 5pm and only their personal lives in the hours between. More than just a set of rules, it will highlight the dos and don’ts of appropriate social media activity. Social media gaffes made by your employees can have a very real impact on your business. As social media has matured, and staff members with it, a call for employees to use common sense and proper training tends to be more effective than any single policy you can devise. As much as possible, stay away from definite “Don’ts.” There are only a few exceptions to this rule of thumb. 2. Perhaps the best advice for your employees is to rely on their own common sense when posting and responding on social media. Create added value for your employee advocacy programs by including articles for them to share that don’t necessarily mention the company, but that echo the company’s views on industry trends and topics. Appropriate privacy settings should be used on professional social media accounts. Those conversations are no longer limited to people on the same campus, or even in the same countries, nor are they limited to individuals. Don’t let jargon stand between you and your to-do list. In this way, they can grow their own thought leadership position among their social media connections and will be more likely to share the company information alongside a balance of other types of materials. Develop a social media policy. Instead of making social media engagement a taboo practice at work, encourage employees to share, and instead of telling them which sites they can or cannot access and what they can or cannot say and respond to, offer a suggestion for best practices. A social media policy simply outlines how an organization and its employees should conduct themselves via the web. Creating organizational norms encourages employees to share your thought leadership while improving their own online professional images. Social media is a place where people exchange information, opinions and experiences to learn, develop and have fun. You should: We’ll monitor all social media postings on our corporate account. While conducting City business, employees should only use social media accounts set up specifically for work purposes. It also provides rules for departmental use of social media on behalf of the university. "Controversial comments on social media about the workplace can land an employee in hot water even if those comments are posted on a personal account and are made outside of work hours." Or talk to us about your hiring plans and discover how Workable can help you find and hire great people. Know your school, county, and state’s social media guidelines for employees. We expect all our employees to follow this policy. It helps protect your company’s online reputation and encourages employees to also get involved in sharing about the company in their online networks. In a world where the lines between personal lives and professional brands are becoming more blurred than ever, organizations are looking to control the message from every angle. Creating a social media policy not only has the potential to protect a company’s brand, it also offers guidance and warnings to employees about acceptable online conduct, including online conduct outside of work hours, and can help to justify discipline where appropriate. So, please restrict your use to a few minutes per work day. Encourage employees to engage in the types of social media conversations that grow their own networks and improve their digital images -- and yours. Company rules for internal social media Your social media training should also include how employees use internal social media channels. what is reduction in force (RIF) and what does it mean for you? It covers your brand’s official channels, as well as how employees use social media, both personally and professionally. Employees may consider adding a disclaimer to their social media accounts stating that their thoughts are their own. In an attempt to protect their own image, are organizations being overly prescriptive in their rules for employee social media engagement? Employees may, on occasion, utilize social media and the web for personal matters in the workplace. We may have to take disciplinary action leading up to and including termination if employees do not follow this policy’s guidelines. Social networking through sites like Facebook and Twitter has changed the way customers and businesses interact. Don’t. The following principles apply to professional use of social media on behalf of [Company] as well as personal use of social media when referencing [Company]. Employees may engage in incidental personal use of social media in the workplace so long as such use does not consume significant time or resources, interfere with operations and productivity, or violate university or department policies. Other social media topics to cover include: The basics of your company’s social media platforms (where you're posting and why) Get your employees involved in your #employerbrand by encouraging, and even helping them, create LinkedIn profiles that reflect their positions and the contributions they make to the organization. hate speech). provides a framework for using social media. Employees are responsible for understanding the rules, terms, and privacy settings of the social media sites they are using. In general, please: Some employees represent our company by handling corporate social media accounts or speak on our company’s behalf. In fact, the real power of social media is in the ability to share something and have other people in your network re-share to their networks, and so forth – going viral is the goal for positive news and the fear during downturns or other negative events. These practices are becoming antiquated and may actually hinder your social media goals. Read and familiarize yourself with the policy, and respect the rules as they are written. SOCIAL MEDIA TRAINING. Instead of telling employees what to do, offer suggestions and recommendations for them to improve their own social media communications and elevate their professional images. Encourage your employees to use social media wisely and offer suggestions for getting the most out of social media. Disclosing confidential information through personal or corporate accounts. Of course, remember that this policy is a living document – this is because the social media landscape changes often, new rules and regulations about privacy are introduced and trends can also play a part (e.g. Source and evaluate candidates, track applicants and collaborate with your hiring teams. Boundaries and consequences must be defined alongside other company rules, usually in an employee handbook. As far as your own company’s social media accounts are concerned, you’re entitled to set the rules of posting. Read our in-depth report. The other reason is your own social media profile; as an organization, you’ll want to have a consistent voice on your social media and want to avoid posting potentially risky statements or information. Also, by “social media”, we refer to a variety of online communities like blogs, social networks, chat rooms and forums – not just platforms like Facebook or Twitter. These rules can mirror rules for IRL conduct but should be explicit to social media. That being said, there are still organizations that block social media feeds and access to internet shopping sites from the work IP address. Those employees who are not following the rules are subject to disciplinary action, up to and including termination of employment, no matter the nature of the social media posts. The advent of employee advocacy has further blurred the lines between personal opinion and professional responsibility. Social media platforms are easily accessible to most employees while at work—on computers, smartphones, or other devices. My advice. Whether you’re handling a corporate account or using one of your own, you should remain productive and avoid damaging our organization in any way. MSKCC is also now using some of these tools, including Facebook, Twitter, YouTube, and blogs. Notably, they ask employees to ensure their posts “do not create a real or perceived conflict of interest.” It also directs readers to its companion Conflict of Interest and Improper Gifts and Payments guidelines. For instance, on Twitter, users can use the “Bio” field to note that the views and thoughts expressed are their own and do not reflect the views of Tufts.” Following these social media rules may save you from being fired one day! the #metoo movement). This policy provides practical advice to avoid issues that might arise by careless use of social media in the workplace. As this example illustrates, employers should take caution before issuing social media policies, or discussing social media use with employees. @KarenScates1 #SmartTalkHR @RiseSmart https://bit.ly/2HDP72o. This g uide will address standards of behaviour in the context of social media tools, rather than detailed policies and procedures. Employers should develop a policy setting out what is and what is not acceptable behaviour at work when using the internet, emails, smart phones, and networking websites. Moreover, the employee handbook at Frank’s gym likely also violates the NLRA, since its social media policy bans what could be protected employee speech (3). You already know that your employees have enough materials, emails, and other communications to read every day. Get clear explanations of the most common HR terms. Employee social media guidelines can help employers and employees reach a consensus on social media etiquette and best practices to be followed by anyone who represents the company. Nordstrom’s Social Media Employee guidelines are straightforward and comprehensive. Social Media Guidelines for Employee and Faculty Personal Use This document is intended to help guide Mass General employees with their personal use of social media, including: Networking sites (i.e. The key is to utilize social media in a way that promotes these goals by connecting efficiently, transparently, and factually with employees and encouraging the same between employees. Even if you feel you’ve been wronged, responding in a defensive way only gives more fuel to the flame war fire and often backfires to make the complainant look justified. In order to grow their networks and audiences, companies are looking more and more to their employees to share their news, views, and promotions on social media. For everyone. Employees may not, however, accept compensation for statements or communications made over social media that relate to their official duties. Social media gaffes made by your employees can have a very real impact on your business. Americas: +1 857 990 9675 Americas: +1 857 990 9675 Start hiring now with a 15-day free trial. FedEx offers 10 social media guidelines to its employees in this four-page PDF. What are normal work hours? This may be a good model for large companies with multiple departments, accounts, and team members. At a company conference last year, GAP handed out brochures to its employees depicting proper guidelines and decorum that had to be satisfied when partaking in social media. Employees may, on occasion, utilize social media and the web for personal matters in the workplace. We can’t restrict what you post there, but we expect you to adhere to our confidentiality policies at all times. A well-crafted social media policy for employees will clarify the proper use of company and private accounts, as well as provide practical examples for guidance. As a (ORGANIZATION) employee, your commentary is not only a direct reflection of you personally but also our brand. Following are five unbreakable rules for unleashing social media as an employee engagement tool to help your company stay union-free. Laying down a list of heavy-handed rules may actually create a less-favorable social media presence than not having any rules as all, as employees turn away from employee advocacy altogether. Any policy should be clear throughout about the distinction between business and private use of social media. Ready-to-go resources to support you through every stage of the HR lifecycle, from recruiting to retention. “More than 70 percent of businesses have had to take disciplinary action against employees for misusing social media,” says Workplace Answers. Designing employee social media guidelines that both encourage positive interaction and prevent the kind of posts that will disrupt business requires HR departments to take a measured approach. Of businesses have had to take disciplinary action against employees for misusing social media – it... 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