Tag Archives: Social Media Policy

Social Media at work; The new smoke break

by

4

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

____________________________________________

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.

Social Media; Policy and Privacy #WatchThis

by

0

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

Is there a “GAP” in your Social Media Policy?

by

0

I am going to have to take today off on my #Friday Follow spotlight series. Why? I’m trying to do those with video and my video software is acting like a teen-age girl (fickle). So, I’ll proceed with that another time.

Meanwhile, I came across this great piece on the retailer GAP and its social media policies that I wanted to bring to your attention.

When I talk with companies about incorporating social media into their culture and NOT banning it altogether out of fear, the first thing I get is “How will we ever police that?” Obviously, the thought of their “Ya-hoos” being unleashed is enough to make them go into cardiac arrest.

But here’s the thing: You can’t stop your employees from going online. Especially now that we’re mobile. Instead of thinking in those terms why not look at it as an opportunity to drive engagement for your brand and your employees?

Smart companies

Gap Inc., is turning its workforce loose on social media in an attempt to re-create some of the buzz they had back in the 80′s and 90′s. It gives each of its 134,000 employees a no-nonsense social media policy, and NOWHERE does it recommend to “take down that internet thingy.” The policy is broken into three categories, “Keep in mind,” “How to be the best,” and “Don’t even think about it.”

Above is the picture of the brochure handed out to employees titled “OMG you will never guess what happened at work today!!” Talk about a real-world manual on social media! Even the warnings to employees are conversational stating:

“These guidelines are important – because if you don’t follow them a few things could happen: your posts can get deleted, we could lose customers and investors, we could get in trouble, or worst of all, you could even lose your job… So do the right thing, stick to the guidelines..”

Here are some highlights from the manual:

Keep in mind… 

There’s really no such thing as “delete” on the Internet, so please—think before you post.

Some subjects can invite a flame war. Be careful discussing things where emotions run high (e.g. politics and religion) and show respect for others’ opinions.

It’s a small world and we’re a global company. Remember that what you say can be seen by customers and employees all over the world and something you say in one country might be inaccurate or offensive in another.

Respect other people’s stuff. Just because something’s online doesn’t mean it’s OK to copy it.

Your job comes first. Unless you are an authorized Social Media Manager, don’t let social media affect your job performance.

How to be the best … 

Play nice. Be respectful and considerate, no trolling, troll baiting, or flaming anybody, even our competitors.

Be yourself. Be the first to out that you are a Gap Inc. employee – and make it clear that you are not a company spokesperson.

If you #!%#@# up? Correct it immediately and be clear about what you’ve done to fix it. Contact the social media team if it’s a real doozy.

Add value. Make sure your posts really add to the conversation. If it promotes Gap Inc.’s goals and values, supports our customers, improves or helps us sell products, or helps us do our jobs better, then you are adding value.

Don’t even think about it… Talking about financial information, sales trends, strategies, forecasts, legal issues, future promotional activities is not okay.

Gap, inc. has done a bang-up job on their social media policy. It’s straight-forward and conversational and non-aggressive.  Do you know of more great examples on policy?