What’s Not in Your Social Media Policy—But Really Should Be

Social media platforms can be an invaluable tool to build a brand and drive business. But without a clear policy in place, your company risks at best embarrassment and at worst legal action against it should an employee engage in illegal activity.

Management and human resource professionals may not be aware of everything that should be covered by a social media policy, given how fast things are moving. While new platforms are being created all the time and are constantly morphing, there are a few evergreen guidelines you should be emphasizing in your social media policy.

Evergreen Guidelines:

Remind employees about the line between personal and professional.
The majority of the workforce has grown up with social media of one kind or another, and has used it for just that: social purposes. Whether they like it or not, however, their personal public posts can have an impact on their careers, particularly if they list your company name in a personal profile. Employees must remember they are brand ambassadors in any public context and behave with professionalism.

If it’s confidential, it doesn’t belong online.
It should go without saying that any proprietary information needs to remain internal, but you can’t depend on common sense to rule the day. Be explicit in your policy, and you can avoid losing business because of employee indiscretion online. Likewise, a company should encourage employee complaints or conflicts to be properly addressed away from an online audience that includes customers, partners or competitors.

Training is key.
In addition to a clear policy, employees should understand the terms of use for all the social media platforms in which they are engaging. If one of your employees violates the site’s terms of use, conditions and/or limitations, this violation affects not only the employee but may limit your company’s ability to use the site in the future. Profanity, cyber bullying and posting any offensive material all fall into this category.

Syntrio’s Social Media Ethics course provides employees at all levels an overview of social media, guidelines on using time and resources wisely, and concrete examples of conflicts of interest and offensive posts. It’s a great way to efficiently start a conversation about an increasingly important aspect of ethical behavior in the workplace.


Syntrio is a leader in the human resources and employment law fields (as well as ethics and compliance) and is prepared to help your company implement a compliance program aimed at reducing the potential impact of harassment, discrimination and other employment law issues your organization may face. Syntrio takes an innovative philosophy towards employment law training program design and strives to engineer engaging, entertaining, and thought-provoking content
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Contact www.syntrio.com for more information about our discrimination, harassment, and prevention of retaliation online courses and remember to follow us on Facebook, TwitterGoogle Plus and LinkedIn for daily updates on corporate compliance that impact your company.


 

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