Social media policies and best practices can benefit an organization on a number of fronts – that is, if they are properly developed and presented. For instance, it is not uncommon for job dissatisfaction to leak out on social media sites, especially those where there are almost no boundaries between personal and professional disclosure like Facebook and Twitter.
The Modern Necessity of Social Media Best Practices
If a company does not have specific policies and guidelines in place that have been presented to employees, taking action in regards to such negative disclosures can be legally dangerous. If policies about such disclosures are clear and in place, then damage control effectively can be implemented.
Total HR Management believes it is essential for growing companies to develop social media policies and best practices. If the correct steps are taken, social media positives can be emphasized and the negatives can be avoided. Since the vast majority of any company’s employees have access to computers and/or smartphones, social media is here to stay.
Social Media Bandwagon Is Here To Stay
A company usually benefits when there are multiple intersections among employees through the lens of social media. Human resources is in a position to facilitate these efforts and help institute social media best practices throughout the organization. At the same time, basic disclosure and intellectual property regulations in relation to social media need to be instituted as well.
To succeed, here is a short list of questions to address:
1) Did human resources professionals create your social media best practices or did your legal department do it? If legal or senior management outlined the best practices, did HR participate in the establishment of such policies?
Total HR Management advises that senior management, legal and human resources develop social media best practices in conjunction with each other.
2) If there are different social media programs being utilized within an organization’s different departments – marketing, tech support, product development, supply and delivery – have these programs been clearly explained to HR? How can HR reinforce best practice within an organization if they are not aware of such specific differences?
The larger the organizations, the greater the job diversity, the more differentiated social media resources and regulations will be. After all, different departments have different needs. Social media clearly will play a bigger role in the marketing department than in inventory management and shipping.
3) Is the company using social channels such as LinkedIn and Jobster to recruit the best people for the open positions? Is the company taking advantage of the opportunities that are provided by social media when it comes to hiring? Is social media recruitment clearly only part of the hiring process, making sure not to raise possible issues of discrimination?
4) Are social media disclosure guidelines integrated into your organization? Do employees sign a social media disclosure agreement in regards to the company and intellectual property content? Are the rules and guidelines in regards to social media clearly explained to the employees?
The above represent four groupings of important questions that a company should address in regard to internal and external social media policies. By making sure that best practices are in place and usage regulations are clearly presented to employees, Total HR Management knows that social media can be a valuable tool as opposed to a dangerous liability for a company.