Technology & Data
- Big Data
- Tech & Innovation
How to Get Your Sales and Marketing Teams to Work in HarmonyContent Marketing for Midsized Companies: Whom to Target, What to CreateAtri Chatterjee of Act-On Software on the New Generation of MarketersMarketing Automation: What It Is and Why You Need to Know
- Social Tools
Join us September 15th in Atlanta for The Employee Advocacy Summit and learn how to unleash the power of your employees.
Post your event here and we'll share it with our community. If one of our members is featured, we'll promote as well on their profile.
- Marketplace & Webinars
The SMT Marketplace
Your resource for exclusive content and insights from Social Media Today, and opportunities to reach our community of professionals.
The Social Business Book Club brings you books, discussions, and insights from today's to business thought leaders.
Join interactive talks and and panel discussions with leading thinkers and practitioners on social media and networked business, or browse the catalogue of recorded sessions - all completely free.
Reach Social Media Today's community of marketing and communications professionals in an editor-approved context with a native advertising package.
Three “Must Haves” for a Social Media Policy
Posted on April 25th 2011
As social media use grows in leaps and bounds, CEOs and HR departments everywhere instinctively cringe at the potential time employees could waste perusing Facebook or retweeting on Twitter. This can’t be a productive use of work time, or can it? And if social media use is allowed in the work place, how much is too much? No matter the industry, social media is being accessed all around us. As a result, every company must inevitably establish a social media policy.
Now where to begin? As you consider crafting your guidelines, here are three “must-haves” for any social media policy.
Positive Presentation. The minds of most employers immediately leap to what they don’t want their employees doing on online. But a negative policy could discourage all that your company could gain from constructive social media use. Don’t forget how much good can come from smart, authentic employee updates. Keep the policy wording positive, list more “cans” than “can’ts,” and encourage employees to share, retweet and “like” whenever it is appropriate.
Clear Expectations. Regardless of how your company uses social media, your policy should be made crystal clear. Identify each popular social media outlet and explain what use is acceptable at your company. Obviously, companies are held liable for their employees’ behavior so be sure to review the legal consequences of social media use. That said, if an employee understands the policy but misuses social media, his behavior and professional judgment should be called into question, not their online use.
Flexibility. Social media is evolving all the time. As a result, your policy should, too. Stay on top of what’s new with social media and how it is being used. If your policy needs to be changed, change it –but be sure that all of your employees are made aware. Maybe you could post the changes on your private employee Facebook group? It’s an idea.