Facebook, Twitter, LinkedIn, blogs, and other forms of social media – they’re here big time and your employees are on them, often at work.
Do you have a social media policy in place? If not, it’s not a matter of “if” a big gaffe, blunder or headache will occur as a result of your employees’ use of social media, it’s only a question of “when.”
Are you ready?
If you haven’t yet developed a policy on employee social media use, read the tips below for some ideas.
- Be aware that even if your workers aren’t using your computers to access these sites, they’re probably visiting them via their smartphones. (Research firm TNS Digital Life found that those who use smartphones spend a bit more than three hours a week on social networking sites. This is compared to a bit more than two hours on e-mail.)
- As you create your policy, aim to create it in a way that reads “positive” rather than “negative.” Instead of telling employees what they can’t do, tell them what’s allowed.
- Decide whether employees may access social media at all while at work. If you allow this will employees be able to use the sites for their personal networking, or only for professional/business outreach?
- Make sure employees understand that they, and they alone, are personally responsible for what they post on social media sites.
- Remind workers (and keep reminding them) that everything and anything they post online will be there…forever.
- Develop guidelines regarding what company information is OK to share and what is not. Be sure employees understand these guidelines.
- Stipulate that employees must be respectful at all times online. No name calling, offensive comments, etc.
- Be very clear on what type and to what degree disciplinary action will be taken if an employee doesn’t follow the policy.
When it comes to finding great employees for San Bernardino and Riverside county employers, Arrow Staffing has been in the trenches delivering great results for going on 40 years. Contact us today so that we may help you “find the good guys.”