With the rise in popularity of social networking and blogging platforms, there has been an increase of risks for organisations looking to maintain their reputation online. Having a strong social media policy in place can help!
Over the past few years, social networks such as LinkedIn and Twitter have had a huge impact on the way organisations communicate, recruit and market themselves. With this rise in popularity of social networking and blogging platforms, there has been an increase of risks for organisations looking to maintain their reputation online.
The most straightforward method that organisations can use to tackle some of these risks is to establish a strong social media policy. This is a written policy that clearly sets guidelines for online conduct for organisations and employees.
A simple example of a social media policy in action can be seen in some company email footers, which often clarify that the views and opinions expressed by the employee do not reflect those of the company.
Other examples of areas of conduct covered by social media policy can include:
- Permitted usage of social media in the workplace
- Disciplinary procedures for breach of policy
- Explanation of risks for misusing confidential information, intellectual property, or other organisational data in social media environments
- Guidance on publishing content on social media
- Information on data monitoring
Having a strong social media policy means organisations can capitalise on the benefits of engaging with social media, while protecting themselves from liability if employees breach policy.
Here at Grovelands, social media policy is a hot topic. Grovelands’ HR Co-ordinator Rachel Gooch is keen to stress the importance of staying engaged online, and keeping abreast of the latest technological advances:
“An effective social media policy is critical, as it’s where the key market of graduates spend the majority of their time. There are some risks associated with using social media, for example LinkedIn. The predominant problem is protecting Grovelands’ data privacy; we cannot divulge client or candidate information to prospective candidates and must ensure that our status updates on LinkedIn comply as well.”
While the risks may be high, they are offset by the great benefits of working with social media networks.