The document discusses the importance of social media guidelines in the workplace, highlighting that all companies, regardless of size, should establish clear policies for employee online conduct. It warns that employees' inappropriate online behavior can lead to legal issues, damage to the company's reputation, and potential job loss. The document outlines a process for creating social media guidelines, emphasizing the need for employee education and engagement rather than prohibition.

2. Presented to
The P World’s HR Experience
Presentation from
Hussein Dajani - COO hug digital

3. Employee Social Media Guidelines

4. How many of your employers have a social media policy?
• Employee Code of Conduct for :
• Online Communications
• Company Representation in Online
Communications
• Employee:
• Blogging Disclosure Policy
• Facebook Usage Policy
• Personal Blog Policy
• Personal Social Network Policy
• Personal Twitter Policy
• LinkedIn Policy
• Google Plus Policy
•
• Corporate:
• Blogging Policy
• Blog Use Policy
• Blog Post Approval Process
• Blog Commenting Policy
• Facebook Brand Page Usage Policy
• Facebook Public Comment/Messaging
Policy
• Twitter Account Policy
• YouTube Policy
• YouTube Public Comment Policy
• Company Password Policy
•

5. Is it reviewed on a yearly basis?

8. When does your company need
a social media policy?

9. As soon as a company makes the decision
to engage in social technology,
regardless of whether it employs two or 2000 people.

11. Who’s responsibility is it?

12. MARCOMMS HR
LEGAL

13. Why put guidelines in place?

15. More than 1 in 5 companies have disciplined an
employee for violating blog or message board
policies in 2014. Of these companies, half have
terminated an employee for such a violation.
Source: ProofPoint – security company

16. Victims of social media
Collage please

17. Over 20% have investigated the exposure of
confidential, sensitive or private information
via a blog or message board posting.
Source: ProofPoint – security company

20. One-third of employees surveyed never
consider what their boss or customers
might think before posting material online.
Source: Deloitte Ethics & Workplace Survey

22. Unauthorized or inappropriate commentary
or posts online can:
– Get the company and the employee in legal trouble,
– Diminish the company’s brand name by creating
negative publicity for the company, owners,
partners, as well as employees,
– Cause damage to the company by releasing non-
public information or proprietary information,
– Cost the employee their job at the company.

23. #Fail of the year

25. Should social media be banned from work?

26. GenY and newer generations expect to have access.
New generations are entering the workplace and
expect to leverage social media

27. A recent survey, by Telindus, showed that:
39% of younger workers will consider leaving their jobs if they lost
access to social media sites.
– Blocking access sends a bigger message to younger generations
who value work-life balance
– “We don’t trust you.”
– “Your duties here are more important than the rest of your life”.

28. and 21% would just be annoyed!
– Younger employees might not quit, but in a competitive job market,
it might be enough to make them choose another employer over you
– Happy employee = engaged employee = higher profits

29. Social media is simply a new channel to an existing assortment of
channels already accessible to your employees: E-mail, Telephone,
Face-2-face, Etc.
We already have policies and guidelines in place for these channels,
social media is just a new addition.

30. Your employees are your
brand, their behavior online
reflects on the company.

31. Employees generally want to
do the right thing, violations
occur due to lack of education.

32. Policies / guidelines can easily be created
to guide employees on the rights and
wrongs of using social media
– Guide employees: don’t mandate if possible,
tell them how to use it, or discourage use
– Employees will begin to govern themselves

34. Basic Process for Creating
Social Media Guidelines
Step 1: Create
cross-functional
committee
Step 2: Benchmark
- Other companies
-Your existing
policies
Step 3: Identify
Sections/Areas to
cover
Step 4: Develop
the content for
each section
Step 5: Reviews
and edits with the
committee
Step 6: Present to
Policy Dept/Policy
Committee and get
buy-in
Step 7: Present to
senior level
management and
get buy-in
Step 8:
Communicate
and Get employee
feedback.
Step 9: Reevaluate
and keep it current

35. You’ve been hugged!
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