Tag Archives: Social Media in the workplace

If your Company sucks offline – your employees will talk about it Online!

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YourCompanysucks_landingpage_03Yesterday I had the opportunity to sit in on several fantastic Google+ Hangouts over in My Community Manager group on Google. One of the sessions was with Yammer and we all (through the hangout and Twitter Chat) discussed issues related to social media at work and incorporating internal collaboration tools.

Here is the actual recording of the hangout in case you’d like to get the exact scoop. I think you’ll find it very engaging and answer a few of your questions on how folks went through the process of adopting social and internal collaboration tools into the workplace – slowly, easily and steadily.

If you still have a problem with unleashing your employees on social you may want to read this new post from the NY Times in regard to trying to regulate social media at work. The title could have been better but it’s a pretty informative post.

If you know me at all, you’ll know that I am all for incorporating social media and technology into our workplaces, that we stop trying to see how we can block it and instead try to make it work toward our advantage – for the greater good of our organizations.

The thing is, if you’re worried that your employees are going to tell everyone about their crappy workplace, that you are making them work 12 hours a day without a break, that you fired someone just last week because they told you they were expecting a baby – you need to really rethink a few things.

If your company sucks offline, folks are going to talk about it online. If your management style sounds a little like Nazi Germany, your people are going to realize you are the worst manager while they are discussing this with other folks – online or off.

The thing to do if you’re lying awake at night worried about blocking Facebook at work because you’re afraid of what your employees will say about you – is to start making better choices. Stop being an ass. Abide by rules (especially the NLRB) and start working on internal (that means inside you) changes.

Bottom line, most folks are worried about what their employees will say online out of fear of being exposed. Those organizations and managers who are doing it up right – aren’t usually worried and actually encourage their folks to share with others how great they are.

Employees are using their phones to get on Facebook and Youtube at work even if you don’t allow them to get online through their office devices. And if you don’t – they’re prepared with excuses in case they get caught READ HERE!

So the next time you or your Executive Management Team sit around the proverbial table – you may want to discuss how to create a better culture. One that will promote trust, team-building, and authenticity and how you can create a better working environment all around.

Photo Credit: MSCO

Kudos to Michael VanDervort for the heads up on the Times article. Love my community!

Stats for Social Media at Work (Infographic)

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Happy Friday, folks. Hope your week has been spectacular. Since it’s my daughter’s birthday weekend, I thought I would share with you again this Infographic I created on Social Media in the Workplace from last year! Enjoy and have a pleasant weekend.

Social Media at work; The new smoke break

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Hey guys! I’m on vacation and trying to unplug (YEAH RIGHT) from the Webs this whole week. I thought I’d share a few previous posts for your enjoyment. Here’s a good one from my blogger friend Buzz Rooney. She is a fantastic writer and HR pro and this post is exceptional. Enjoy!

Photo Credit: Jamacians.com

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I recently overheard someone compare employees using social media sites to taking breaks for smoking at work.

As someone who has spent HR time in production and manufacturing environments, I am all-too-familiar with the battle employers face over smoke-break abuse. I remember when our company installed a card-reader on the smoking area door so employees had to swipe to get back in the building. We pulled the records to find one employee was visiting the smoking area an average 17 times daily for 7 – 10 minutes each time. That’s almost 3 hours per day of smoke breaks — while ON the clock!!! Unbelievable … And of course, we addressed that issue with that employee. But that’s not the point of this post.

The point is, after overhearing that comparison, I wondered: Is Social Media (SoMe) use at work the NEW Smoke Break (SBs)?

Yeah, it kind of is.

  • Like SBs, SoMe can create division. Employees connecting with some co-workers and not others may lead to hurt feelings, gossip and the appearance of impropriety or favoritism. Your workforce may divide into SoMe cliques, just like with Smokers and Non-Smokers. However, there’s also a lot of learning going on through SoMe that can help people be better at their jobs. Blog articles, free webinars and online networking groups are great things for employees to participate in.
  • Like SBs, SoMe can be a distraction and hindrance to productivity. Employees spending 5 – 10 minutes per hour perusing Facebook and Twitter can add up. The time away from the actual work area is more limited with SoMe because employees can check sites without leaving their desk. This makes multi-tasking easier — but it also makes it easier to goof off undetected and make errors.

Knowing this, I still say employers should allow Social Media use by employees. Just like Smokers are given a designated area and generally allowed extra breaks, Social Media users should also get consideration. Neither habit is going anywhere – so employers have to manage it.

Here are a few things to remember:

  • Forbidding and blocking SoMe sites is not a management strategy. It is estimated 60% of cell phone users have smart phones. If sites are blocked, employees can just use their phone or tablet instead. Instead, leave sites open — but protect your network with good antivirus software and firewalls. Another option is to provide wifi and open computer stations in your employee lounge so employees can take SoMe breaks.
  • Have a Social Media usage policy. Yes, another policy. When text message, Facebook and Twitter conversations are being used as evidence in workplace disputes, you need to have guidelines for employees’ online behavior. The policy cannot forbid and should not discourage SoMe use – but it should definitely remind and encourage employees to be mindful about what they post and to guard their online reputation. And it should let employees know that online behavior in violation of the company’s standards of conduct or policy on harassment, bullying, etc may be grounds for disciplinary action.
  • Address abuses directly. When an employee is spending too much work time on SoMe sites — even if it is for their betterment — you should counsel them about it. Work with the employee to better manage their time.

Social media is here to stay, whether your organization has embraced it or not. Until the company decides its own strategy, there should be a way to ensure employees can use it — without abuse, overuse or misuse.

This post was originally posted at TheBuzzOnHR.com and a big THANKS to Buzz for allowing me to share it with you all. 

About the Author:

Buzz Rooney is a practicing HR Professional with over 10 years experience in the production, manufacturing and retail industries.  She currently works for a large retail franchise in North Carolina. Buzz also consults in the areas of management coaching, process improvement, resume writing, and HR compliance.

Buzz has a Bachelor’s Degree in Communication Studies with a focus in Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is a devoted single mom with two young children. When not working, she enjoys mindlessly watching television, spending time with friends and family, reading, eating and sleeping. You can read more of her writings, connect and contact her through her website The Buzz on HR.

Are Social Media policies really necessary?

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We’ve been debating for a couple years now, the relevance of having a social media policy and what to put in it. There are those (even in the Legal Field) that have opposing or differential views on the subject.

When I first started hearing and reading about social media policies, I too, jumped on that bandwagon and began writing and sharing content on the “must-haves” of social media policies for companies doing social business. But I have since evened out on that and am not really sure it’s the right way to go about it.

While I was attending the Society for Human Resource Management’s annual conference in Atlanta, I was able to sit in on a discussion about this very topic with several industry experts including one of my online connections Heather Bussing, who is an Employment Attorney, Law Professor and writer extraordinaire over at HRExaminer.com (not to mention a fabulous photographer) who had several great points when talking about this issue.

Right after the conference I sent her a message to see if she would be interested in sitting in on a LIVE VIDEO discussion with another Employment Attorney connection of ours Mary McClure Wright,  who works alongside HR to help make sure their employees get a fair shake in the courtroom. She’s been practicing for over 25 years and knows her stuff.

I thought, if I could gather two employment attorneys who know the legal aspects and ins and outs of this subject for a LIVE discussion, it would be the shizzle. They agreed and we just participated in a LIVE WEBCAST discussion on just this topic – you can find it over on my SpreeCast Channel.

Here are a few of the items we discussed:

  • Is there a need for a social media policy at work?
  • Should Companies simply block social media, altogether?
  • Training vs. Policy
  • What does the NLRB have to say about it?
  • Should progressive companies allow people to be people and not try to monitor their online behavior?
  • Should HR be allowed to spy on their employees?

So if you want to gather great insight click the link below. It was a dusy. 

 

The Dumbest Auto-Responses on Twitter

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I’m not a fan of auto-responses for Twitter and here’s why – if your message is something other than “Hey thanks. I appreciate the connection” you just come across sounding like you’re trying to sell me something. I don’t care if you’re using words like “Here’s a free……….(whatever)…”

I have friends in my circles that will totally disagree with me and state their case as in “I have so many followers every day, there’s no way to respond to all of them – so I add a nice, friendly response and it works.” I’ll give them that.

But here are a few that totally prove my point (above) and are the dumbest when you’re trying to engage on social media (IMHO).

  • Thanks for following me. Here’s more about my business and how you can benefit from it http:linktoshit.com
  • I appreciate the follow. Here’s a video I think you’ll like! http:dumbassvideo
  • Thanks for following, much love :) As a thank you gift may I introduce you to this phenomenal opportunity? http:multilevelmarketingnonsense.com
  • Hey! Thanks for the follow. I’m a HUGE fan of yours (with a link to their blog) http:pigsinspace.com
  • Hi,how are you? my names is XXXX and you? I’m from Brazil and you? Hugs
  • Appreciate the kind follow, watch this video on how I made my millions! http:I’mAMulti-BillionareWhoDrivesABentley.net (yeah right)

Okay, I think I proved my point with those alone. (Please tell me you did NOT click those links)

Not too long ago a friend came to me asking how to create an auto-follow response for Twitter and my advice was “Don’t Do it!” She looked at me funny but I went on to explain that social media is about engagement and though I used auto-responses when I first started on Twitter, I learned there is a much better way – and it’s about being human. Granted, you can tailor your DM’s to a more human approach and make it work (maybe).

Instead, I usually advise that you simply look through those contacts who have followed you once a day. Determine whether or not they are someone with whom you can create an online relationship in your area, in your field or someone with whom you are trying to connect – simply send a short thank you if you feel the need. I suppose it’s social courtesy.

But you’ll have a ton of folks following you that really aren’t those with whom you should set your sites. If you want to connect with a simple follow, do it. But don’t feel obligated to send a thank you.

Social engagement is a lot of work. Try saving the time you spend on your platforms engaging with those whom you truly want to build relationships and see them flourish.

I know. You all have your opinion on this subject – Bring it!

Photo Credit: timscullin.com

Social Media; Policy and Privacy #WatchThis

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I haven’t posted anything from #SHRM12 (ON PURPOSE) these past couple of weeks because I’ve been dreaming of SHRM and that’s just weird.

After tweeting and blogging before, during and after #SHRM12 I came back only to start hitting it hard and heavy for #ILSHRM12 that is only a month away. I’ve been lying awake at night thinking of all that still needs to be done, what could be added to make it a greater experience, and thank God – I finally finished the mobile app I’ve been working on for several months now.

With that being said, here’s a great video from leading HR experts in the “Hive” at #SHRM12 on “Social Media and Policy.” This video gives great insight  from some outstanding folks, two of which, are employment attorneys.

In this video are Heather Bussing, Elizabeth Lalli-Reese, Maren Hogen and John Sumser – some of the finest folks in the HR space. Take a look – and make sure to connect with these folks.

Here’s a FREE E-Book from SHRM that discusses Social Media Strategy for Human Resources.

Are your employees on social media? What are your questions?

Photo Credit: AssociationTrends

Help! My Employees are playing GAMES at Work

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I recently wrote about Using Games, Sims and Virtual Worlds at Work that gave some pretty stiff stats on how many of your employees are playing games on their smartphones and computers at work.

With that being said, why not incorporate games into product development, employee engagement, and utilize technology to drive it home?

Here’s a little video I put together that gives a few great examples of using GAMES to create comraidere and engagement in the workplace.

What has your experience been when incorporating these types of EE tools at work? I’d love to know.

For more information on these companies: Wizard Studios and Go Game Office

Photo Credit: Above and Beyond KM

Can HR Benefit from Social Media?

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Social media sites have great potential to expose a company to large audiences, making it easier to find the best employees while influencing your brand in a positive manner. Some planning, however, will make sure your efforts are utilized in their greatest capacity for the best outcomes.

Social media profiles should be built after determining the goals a company is seeking to achieve. Whether the aim is to inform the general public about great things happening in the company, or a desire to recruit the best job candidates, a specific goal will determine how to best use social media.

The reputation of the company is reliant on its interaction with customers and job candidates. Social media allows people to share their opinions about your company to a massive audience. One bad candidate experience could deter job seekers from considering your company. A business that turns a blind eye to complaints or is unresponsive to questions and comments is not going to attract the strongest potential employees.

Be sure that the company has the resources to maintain all social media profiles. Employees who are tasked with social media monitoring should seek to go beyond the bare minimum. To truly benefit from social media, it is important to be active in the community. Interact across other company profiles, ask engaging questions and try to learn new things about your industry. Problems can often be solved through social media communications, and learning from others could help inspire new ideas.

So how do you know if all your efforts are working? There are tools that can help you track your progress and see how your goals are progressing. Archivist and Adictomatic are good free tools, while Radian 6 and Sysomos offer more in-depth analysis for a charge.

While social media may seem intimidating to fully understand, common sense will take you quite far. Don’t get into arguments, as the company will always look bad. Have fun with your audience, but don’t be crude or embarrass customers. React to problems professionally and aim to fix the bad while promoting the good things happening within the company. You’ll soon find that the company is generating good buzz, which could lead to more quality job candidates knocking down your door trying to get in to your company.

Today’s guest post was provided by University Alliance  on behalf of Villanova University’s online programs. Villanova offers online human resources certification courses in addition to a human resources degree program. For more information please visit www.villanovau.com.