Social media is a part of everyday life now. Employees expect to be able to access their accounts during the day and some employees elect not to take a position if they can’t do it. Since there are several generations in the workplace today, a good percentage of younger employees assume they can go online and check their accounts.
So do you have a social media policy? If not, even if you are a start up, it’s important to clarify for employees how they can use social media and how often.
“Start-ups urged to not overlook social media policies” by Michelle Hammond on StartUpSmart.com.
What is your social media policy? Do you have one? If so, is it clear and legal? Businesses definitely have rights to protect their brand, yet the employees in the U.S. also have their rights. I found this question and answer post on EpsteinBeckerGreen (legal firm):
“On Managing Employees’ Social Media Activity,… ” by Steven M. Swirsky. It answers the question:
What sort of actions can an employer take against an employee whose online postings may be offensive or insubordinate, but may also be construed as protected concerted activity?
In a blink, on a handheld device, an employee can impact your business. Most employees have access to social media, and the new generation of employees know no other world as social media has been an integral part of their daily communication. So how do you, as their manager, create clear guidelines around social media and your company.
I saw this article by Monica Wofford on Contagious Companies “How Do Leaders Manage Employee’s Access to Social Media?” The article supports access to social media yet with guidelines. The overall perspective is that managers need to be proactive in engaging their staff on this subject.
