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Social Media Guidelines Template
 

Social Media Guidelines Template

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If you've been involved in social media or real-time communications, you may have heard it is wise to have social media guidelines in place. ...

If you've been involved in social media or real-time communications, you may have heard it is wise to have social media guidelines in place.

To help you make the most of the web, you can now download a Social Media Guidelines Template for your organisation - http://www.bluewiremedia.com.au/free-social-media-guidelines-template.

We’ve collaborated with Social Media Law firm Blands Law and Quality Management firm Qudos to provide you with these templates free of charge.

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    Social Media Guidelines Template Social Media Guidelines Template Document Transcript

    • Social Media Guidelines © 2011 Under Creative Commons 3.0. Feel free to share & edit as you see fit. www.BlandsLaw.com.au @mysocialpolicy Social Media Law www.BluewireMedia.com.au @Bluewire_Media Web Strategy www.Qudos-Software.com Quality Management 06/2011 Template 2.3 (U) Corporation XYZ is an organisation that actively embraces social media. As a rule of thumb: Be real and use your best judgement – we trust you!  All staff and contractors are allowed and encouraged to use Twitter, Facebook, Linked In, YouTube accounts, both at work and away from work.  All staff are encouraged to blog and comment on other people’s blogs.  While we encourage the use of social media, it shouldn’t affect your productivity.  If you use your own ‘personal’ persona for twitter (eg. @yourname) then of course you are free to keep that if you decide to leave. Same goes for personal blogs & LinkedIn contacts.  If you use a ‘XYZ Corporation’ persona (eg. @XYZ_Support) it’s expected that you hand that account over if you decide to leave. Same goes for ‘XYZ Corporation’ groups on LinkedIn or Facebook.  Please provide usernames and passwords of ‘XYZ Corporation’ personas and agree not to change them without notification.  If you make a ‘mistake’ please own up to it immediately, apologise and be genuine.  When commenting as an individual, please use the 1 st Person (eg. I, me, mine).  If we make official announcements they will be from @XYZ_Corporation.  Please think before you tweet, blog or post a comment – remember what you say lives online forever!  Do not use false or fake personas.  Do not pretend to be impartial individuals in order to promote the company, its products or services.  Never reveal any confidential or proprietary information.  Never make disparaging or offensive comments.  If you discover any negative comment made about XYZ Corporation or its staff please discuss the post with the appropriate person as soon as possible. Use your best judgement and alert the Marketing Manager.  Prohibited communications include any postings that may be considered discriminatory or harassing, spam or junk type postings and anything of a pornographic nature.  Breach of this policy may result in dismissal if inappropriate comments are made regarding your employment via personal or XYZ Corporation personas and regardless of the time of day it occurs. These guidelines will be regularly reviewed to ensure continued effectiveness and improvement. Name Managing Director (or relevant title) Date
    • Social Media Guidelines © 2011 Under Creative Commons 3.0. Feel free to share & edit as you see fit. www.BlandsLaw.com.au @mysocialpolicy Social Media Law www.BluewireMedia.com.au @Bluewire_Media Web Strategy www.Qudos-Software.com Quality Management 06/2011 Template 2.3 (M) XYZ Corporation is a forward-thinking organisation that actively embraces social media. As a relatively new communications medium, this can offer many benefits to the company, customers, employees and other stakeholders. However, without clear guidelines there is also the risk of misleading other participants, and harm being caused to the company’s reputation. The aim of these guidelines is to communicate our business policies and provide guidance for XYZ Corporation’s employees, and others representing the company in social media activities.  We will not use false or fake personas.  We will not pretend to be impartial individuals in order to promote the company, its brand, products or services.  Only those authorised to do so in their job description or contract should undertake social media activity on behalf of the company. Others should refrain from doing so. This includes responding to any comments posted.  Any personal social media communication on matters that relate to the company should include a disclaimer approved by the Marketing Manager that the content is their personal view and not the official view of the company.  We do not provide any confidential or proprietary information.  We do not make reference to customers, colleagues, suppliers or sub-contractors without their express prior approval.  Prohibited communications include; postings that may be considered discriminatory or harassing, spam or junk type postings, profanity or pornography.  If any employee becomes aware of any negative comment made about the company, its brand, products or services on any social media they will not respond directly, but inform the Marketing Manager as soon as possible.  We will monitor use of social media and address any perceived over-use of personal social media.  Any person disregarding this policy will be liable for any negative outcomes that result and may also face disciplinary procedures or dismissal. These guidelines apply to all personnel. As social media is a fast-developing means of communication, any suggestions that may help us adapt to new issues or improve on these guidelines are welcomed. These guidelines will be regularly reviewed by senior management to ensure continued effectiveness and improvement. Name Managing Director (or relevant title) Date
    • Social Media Guidelines © 2011 Under Creative Commons 3.0. Feel free to share & edit as you see fit. www.BlandsLaw.com.au @mysocialpolicy Social Media Law www.BluewireMedia.com.au @Bluewire_Media Web Strategy www.Qudos-Software.com Quality Management 06/2011 Template 1.2 (C) XYZ Corporation is a forward-thinking organisation that actively embraces social media. As a relatively new communications medium, this can offer many benefits to the company, customers, employees and other stakeholders. However, without clear guidelines there is also the risk of misleading other participants, and harm being caused to the company’s reputation. The aim of these guidelines is to communicate our business policies and provide guidance for XYZ Corporation’s employees, and others representing the company in social media activities.  We will not use false or fake personas.  We will not pretend to be impartial individuals in order to promote the company, its brand, products or services.  Only those authorised to do so in their job description or contract should undertake social media activity on behalf of the company. Others should refrain from doing so. This includes responding to any comments posted.  Any personal social media communication on matters that relate to the company must include a disclaimer approved by the Marketing Manager that the content is their personal view and not the official view of the company.  We do not provide any confidential or proprietary information.  We will respect copyright and ensure that we have the right to use content before publishing.  We do not make reference to customers, colleagues, suppliers or sub-contractors without their express prior approval.  If any employee becomes aware of any negative comment made about the company, its brand, products or services on any social media they will not respond directly, but inform the Marketing Manager immediately.  Any person disregarding this policy will be liable for any negative outcomes that result. These guidelines apply to all personnel. As social media is a fast-developing means of communication, any suggestions that may help us adapt to new issues or improve on these guidelines are welcomed. These guidelines will be regularly reviewed by senior management to ensure continued effectiveness and improvement. Name Managing Director (or relevant title) Date