Mon - Fri 8am - 7pm ET|

Is Social Networking Not Working for You?

In the last five years, we've seen a social media explosion. With such quick expansion, some companies have probably had their first mishap or uh-oh before it even entered their minds to write a social media policy. In the backlash to avoid future incidents or misunderstandings, some businesses have developed surprisingly strict policies—so strict that their own legal policy might not itself be legal.
It's tough to know where to draw the line—and how to accept that the permissible line might not be in a comfortable place for you. If you can't make the rules as exact as you want them to be, is it possible to convey a sense of unwritten rules instead? In our research, we've seen multiple-page policies and we've see single-sentence policies. Here's what we've gleaned:
Companies that have a rigorous hiring process, and choose candidates who fit with their core values, can enjoy the luxury of a simpler, more loosely defined social media policy. Why? Because the people they hire are on their side. Their employees have no problem walking the talk, because they chose it, and it chose them.
They would no more betray their employer than they would anyone with which they have a trusting, mutually respectful relationship. That, of course, is an ideal scenario, that, if you're not one of the Googles or Zappos of the world, you might not get to play out. If you can't dictate what your employees do on social media, or tell them who they should or shouldn't be friends with, and you don't have that airtight relationship that ensures they will never, ever do wrong…what then?
When it comes to social media sharing, we often learn the price of our activity after we've paid the consequences. You can avoid that with your employees by training them upfront. Present them with scenarios that could potentially unfold from certain kinds of behavior. This could be the loss of respect and trust of their coworkers if indiscretions are too openly shared, or the impact on profitability, should a comment go viral and damage your company's reputation. By helping them understand the potential magnitude of seemingly simple acts, they're better equipped to self-regulate.


*Statistic source: bna.com


Get daily insights, ideas, and inspiration on all things
employee recognition, corporate culture, wellness and more!

Email *
Notification Frequency *

You May Also Like:

Give Positive Employee Feedback with your own Positive Words
The following is a sample list of possible short, positive employee feedback messages that could be handwritten or spoken. Tailor your own personal message to suit the people and performance goals in your organization.
View Article

Give Positive Employee Feedback with your own Positive Words
10 Ways to Revitalize Your Employee Recognition Program
One of the greatest challenges any recognition program faces is maintaining momentum after the newness of the program wears off. Use these easy and low cost ideas to keep your employee recognition program fresh and exciting!
View Article

10 Ways to Revitalize Your Employee Recognition Program

  • Contact Us
  • Catalog Request
  • Shipping & Return Policy
  • Satisfaction Guarantee
  • FAQs
   BizRate Customer Certified (GOLD) Site - Baudville Reviews at Bizrate
1-800-728-0888    5380 52nd Street SE Grand Rapids, MI 49512   
Send comments and corrections to: webmaster
© 2000 - 2016 by Baudville, Inc. All Rights Reserved. Do not duplicate or redistribute in any form.
Legal Notices - Privacy Policy
Live chat by BoldChat