The Social Workplace / Verizon presentation on creating a Social Media Policy from an HR perspective. Presented at The Conference Board's seminar on Social Media and HR on April 13, 2011.
Presented by Heather Schoegler and Tamarah Brownlee of Parkview Health. Covers content including:
- Guidelines or Policy or Both?
- Crafting your Policy and Guidelines
- NLRB Insights
- Implementation Plan
- Employee Social Media Examples
- Future Issues
- Your Next Steps
These guidelines are intended as an introductory guide to highlight core principles that must be considered when developing a communications strategy and campaigns including social media in the United Kingdom. For international activity, members are advised to review the guidelines and legal considerations of their respective countries.
The CIPR social media advisory (CIPRSM) panel would like to thank all those who contributed to updating these guidelines.
With social media playing a larger role in a company's marketing mix, it is important that businesses are creating social media policies for their employees.
Presented by Heather Schoegler and Tamarah Brownlee of Parkview Health. Covers content including:
- Guidelines or Policy or Both?
- Crafting your Policy and Guidelines
- NLRB Insights
- Implementation Plan
- Employee Social Media Examples
- Future Issues
- Your Next Steps
These guidelines are intended as an introductory guide to highlight core principles that must be considered when developing a communications strategy and campaigns including social media in the United Kingdom. For international activity, members are advised to review the guidelines and legal considerations of their respective countries.
The CIPR social media advisory (CIPRSM) panel would like to thank all those who contributed to updating these guidelines.
With social media playing a larger role in a company's marketing mix, it is important that businesses are creating social media policies for their employees.
The slides of a talk I gave for the Australian Metals & Mining Association in May 2010. Looking at home social media/enterprise 2.0 can help drive an engaged workforce.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
ย
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Most Employees Consider Their Private And Work Lives To Be Totally Separate, But Social Media and Social Networking Has Silently And Effectively Bridged That Gap And Blurred That Distinction.
No matter how โseparateโ a personโs social accounts may seem to be, there will ultimately be someone, somewhere that will link-up that person to your organisation or firm.
Social Media Policy Template http://wp.me/p4RKCt-5P
Surprising Data Around How We Work [Infographic]Citrix
ย
A surprising 9 out of 10 full-time U.S. employees believe their boss trusts them to get their job done regardless of where and when they do their work. And, while additional data indicates employees have become upbeat about their increasingly flexible workplaces, inefficiencies abound in how workers use technology and communicate, and there is a lack of training and infrastructure available to support flexible work.
These are among the key findings from a national probability telephone survey commissioned by Flex+Strategy Group/Work+Life Fit, Inc and co-sponsored by Citrix.
Learn more: http://www.citrix.com/
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
Leveraging social media in employee engagementParker LePla
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16 Employee Advocacy Statistics to Guide Your 2016 Marketing StrategyKredible
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Download the ebook here: www.bit.ly/EmployeeAdvocacyGuide As marketers develop their game plans for 2016, weโre looking back on some of the statistics that reveal the most about the current state of sales, marketing, and consumer behavior.
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With the 2015 enrollment only a few months away, you must take into account the needs and goals of your parent personas. In this infographic, we break down how parentsโ online behavior will impact your higher ed strategy.
Watch Our Free Higher Ed Marketing Webinar On-Demand: http://hubs.ly/y0Wr430
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At an event in New York City to launch Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. An expert panel, moderated by The Wall Street Journalโs Management and Careers Editor Nikki Waller, then continued the discussion, with experts from LinkedIn, Zappos, Dell, Dynamic Signal and Kate Bullinger, co-lead of Employee Engagement and Change Management at Weber Shandwick, sharing insights and stories about employee activism and engagement. View Dr. Gaines-Rossโ presentation for her key findings from the research.
The Great American Search for Healthcare InformationWeber Shandwick
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Weber Shandwick, in partnership with KRC Research, released The Great American Search for Healthcare Information, a survey of 1,700 American adults. The research focuses on Healthcare Information Seekers, or those who look for health-related information at least once a year.
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the professionโs knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
Exploring the mental wellbeing of the public relations professionStephen Waddington
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The #FuturePRoof report lifts the lid on mental health in the public relations profession, and attempts to characterise the issue, signpost potential solutions, and identify best practice.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
A basic introduction about how Twitter can be used as a tool for journalists. Intended for people who do not know much about Twitter.
The presentation was originally made for news reporters at Aftenposten.no - the leading Norwegian news site. This version has been translated from Norwegian.
The slides of a talk I gave for the Australian Metals & Mining Association in May 2010. Looking at home social media/enterprise 2.0 can help drive an engaged workforce.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
ย
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Most Employees Consider Their Private And Work Lives To Be Totally Separate, But Social Media and Social Networking Has Silently And Effectively Bridged That Gap And Blurred That Distinction.
No matter how โseparateโ a personโs social accounts may seem to be, there will ultimately be someone, somewhere that will link-up that person to your organisation or firm.
Social Media Policy Template http://wp.me/p4RKCt-5P
Surprising Data Around How We Work [Infographic]Citrix
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A surprising 9 out of 10 full-time U.S. employees believe their boss trusts them to get their job done regardless of where and when they do their work. And, while additional data indicates employees have become upbeat about their increasingly flexible workplaces, inefficiencies abound in how workers use technology and communicate, and there is a lack of training and infrastructure available to support flexible work.
These are among the key findings from a national probability telephone survey commissioned by Flex+Strategy Group/Work+Life Fit, Inc and co-sponsored by Citrix.
Learn more: http://www.citrix.com/
22% of employees visit social networking sites 5 or more times per week, yet only 54% of employers have a policy dealing with social media inside and outside the workplace. During this presentation, participants will learn about potential legal issues involved in adopting a policy and how to avoid those issues. Sample provisions will be discussed and recommended actions addressed.
Presented by Jackson Lewis.
Leveraging social media in employee engagementParker LePla
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Social media tools have added more visibility to your brand, providing a channel for anyoneโs unique thoughts, opinions and experiences to be distributed to the world almost instantaneously. Given this new reality, what do you do? Do you become the online police of your brand? Instead, let's consider a different approach.
16 Employee Advocacy Statistics to Guide Your 2016 Marketing StrategyKredible
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Download the ebook here: www.bit.ly/EmployeeAdvocacyGuide As marketers develop their game plans for 2016, weโre looking back on some of the statistics that reveal the most about the current state of sales, marketing, and consumer behavior.
These stats indicate that organizations will increasingly invest in their employeesโ personal brands and employee advocacy programs as a cost-effective way to reach more people, generate more leads, and close more sales.
The Mom & Dad Influence: How Parents' Online Behavior Will Impact Your Higher...Boston Interactive
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The influence parents hold over the decisions high school seniors make about higher education is enormous. According to Noel-Levitzโs 2014 E-Expectations Report, 77% of high school seniors report that their parents have the most influence on their enrollment decisions.
With the 2015 enrollment only a few months away, you must take into account the needs and goals of your parent personas. In this infographic, we break down how parentsโ online behavior will impact your higher ed strategy.
Watch Our Free Higher Ed Marketing Webinar On-Demand: http://hubs.ly/y0Wr430
Employees Rising: Seizing the Opportunity in Employee ActivismWeber Shandwick
ย
At an event in New York City to launch Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick Chief Reputation Strategist Dr. Leslie Gaines-Ross presented results from the research. An expert panel, moderated by The Wall Street Journalโs Management and Careers Editor Nikki Waller, then continued the discussion, with experts from LinkedIn, Zappos, Dell, Dynamic Signal and Kate Bullinger, co-lead of Employee Engagement and Change Management at Weber Shandwick, sharing insights and stories about employee activism and engagement. View Dr. Gaines-Rossโ presentation for her key findings from the research.
The Great American Search for Healthcare InformationWeber Shandwick
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Weber Shandwick, in partnership with KRC Research, released The Great American Search for Healthcare Information, a survey of 1,700 American adults. The research focuses on Healthcare Information Seekers, or those who look for health-related information at least once a year.
This Artificial Intelligence (AI) and Big Data Readiness Report
provides an analysis of a global survey of public relations
practitioners and academics and video/written evidence from
senior practitioners concerning the professionโs knowledge,
skills, adoption of and attitudes towards AI, and to a lesser
extent, Big Data. Its aim is to provide an overview of current AI
understanding and preparedness, but most importantly, provide
pointers to how the profession should equip itself to exploit the
potential and guard against the possible dangers of AI.
Exploring the mental wellbeing of the public relations professionStephen Waddington
ย
The #FuturePRoof report lifts the lid on mental health in the public relations profession, and attempts to characterise the issue, signpost potential solutions, and identify best practice.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
A basic introduction about how Twitter can be used as a tool for journalists. Intended for people who do not know much about Twitter.
The presentation was originally made for news reporters at Aftenposten.no - the leading Norwegian news site. This version has been translated from Norwegian.
Mercer: What's Working Research on Employee EngagementElizabeth Lupfer
ย
As part of Mercer's commitment to providing clients with research-based solutions, Mercerโs employee research group conducts a series of national studies around the globe, entitled Whatโs Workingโข.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement โ by country and on a global basis.
Answer these 5 questions as related to social media:
1) What the heck is it?
2) Is it a fad?
3) Why are some afraid of it?
4) Why do we often get it wrong?
5) How do we do it right?
The research upon which this William Fry report is based was undertaken by Amรกrach Research.
Two separate surveys were conducted, one among employers and one among employees of organisations operating in Ireland and of a size of 50 employees or more. A range of questions relating to social media in the workplace were asked of both groups to allow for an employer and employee perspective to be captured. A total of 200 employers were surveyed via telephone interviews and 500 employees were interviewed online. All interviewing was conducted in February 2013.
More details from William Fry: www.williamfry.ie
SocialBBC Susan Warner Developing An Effective Social Media PolicyUrban Interact, Inc.
ย
Social Business Boot Camp & Networking Happy Hour Benefiting National Breast Cancer Foundation March 4th, 2010 @ the Aloft Hotel Downtown Dallas
Speaker Segment: Susan Warner of StaffOne on Developing an Effective Social Media Policy
Twitter Event #SocialBBC
Whether or not your organization is using social media for business, your employees probably are using it. Whether they're engaging in a personal or professional way, your company needs a social media policy.
SOCIAL MEDIA USAGE IN WORKPLACENameInstitutionDate.docxsamuel699872
ย
SOCIAL MEDIA USAGE IN WORKPLACE
Name
Institution
Date
Introduction
Growth of social media use cannot be understated
It has โchanged the way we communicate
Organizations can leverage opportunities arising from use of social media in workplaceโ
The exploding growth of social media has significantly changed the way people communicate at home and at work. Social media applications include sites such as LinkedIn, Facebook, Google+, Pinterest, Tumblr, Wikipedia, YouTube, Twitter, Yelp, Flickr, Snapchat, Instagram, Second Life, WordPress and ZoomInfo. Not only has social media changed the way we communicate, but these applications present great opportunities for businesses in the areas of public relations, internal and external communications, recruiting, organizational learning and collaboration, and more
2
Recruitment
โSocial mediaโ acts as a networking tool
Useful in mining talent
Organizations can post job openings on their social media pages
Active job seekers following the social media pages immediately notified (Holland, Cooper, & Hecker, 2016)
Recruiters and staffing managers can make use of social media sites in mining of talent. They can also post for job openings available in the organization where by active job seekers can apply.
3
Recruitment issues
Accessing protected information regarding applicants
Possibility in violating fair credit reporting law
Negligent hiring claims (Collins, Shiffman, & Rock, 2016)
During screening and background checks staffing managers could learn information about a candidate in social media that may be used against the candidate. A candidate could claim that a potential employer did not offer a job because of information found on a social networking site, which discusses legally protected categories such as the candidate's race, ethnicity, age, associations, family relationships or political views. In avoiding such employers should avoid use of social media when screening.
4
Employee engagement
Social media can be channeled to engage employees and connect them.
Companies can communicate through their official pages
Employees can react on the same in the comment section
Any clarifications or enquiries can be addressed immediately
Social media can be used as a tool for engaging employees in workplace. Employees tend to feel more engaged in the workplace if they feel informed and if they believe their opinions are heard. Social media can give employers a way to spread the word as well as a way to channel employee comments.
5
Learning applications
Social media can be used to incorporate learning into the organization
It can be used to change the learning process
Foster interactions during training sessions
Its tools can be used for learning rather than turning for consultants outside the organization.
Video instructions (van Zoonen, Verhoeven, & Vliegenthart, 2017)
Social media is changing the way of learning in organizations. Social media is transforming the workplace into an environment.
see attachedTitle social Media in the work placeWhat is the .docxbagotjesusa
ย
see attached
Title social Media in the work place
What is the advanges and disadvanges of social media in the work place
the effect of social media in the workplace
10 The Enterprise Feb. 1-7,2010
Social media and the workplace Manners and your bottom line
In some social circles,if you aren't "tweeting,"
you're considered disconnected or entirely out of
touch. Certainly, it seems that social networks like
Twitter, Facebook, Linkedin and other Web 2.0
environments have eclipsed comer bars, coffee
houses and country clubs as the common gathering
places for some groups. Take, for example.
Generation Y. By 2010, Gen Y will outnumber
their Baby Boomer predecessors, and 96 percent of
them have joined a social network. What's more, if
Facebook were a country, it would be the world's
fourth largest nation, with 300 million "citizens."
But individuals aren't the only ones socializing
online. Companies are finding a voice within
social networks too. Just a short decade
ago companies were creating inviting Web
sites to allow their constituents to visit
them. Now, many courageous companies
are reaching outside their firewalls
and enlisting social media forums, like
Twitter and Facebook, to actively engage
and directly communicate with their
constituents. Others are generating original
content and encouraging discussion about
their products and services through blogs
and chat rooms on their Web sites. .
But despite the relatively widespread adoption
of social media among companies for purposes
of marketing and PR, many businesses are still
struggling with the " i f and "how to" of allowing
access to social media within the workplace. In
fact, one recent study reported that 54 percent of
companies prohibit any access to social media
networks on the job, and another 19 percent of
companies permit only limited access solely for
business purposes. Why?
Businesses and their management teams
have valid concerns about opening the door,
or firewalls as the case may be, to social media,
but proponents for employees' open access have
equally compelling arguments to counter those
concerns. For example, business leaders worry that
they'll see a decrease in productivity if employees
are allowed to access their Twitter or Facebook
accounts from their office, but others will argue that
access to social media networks actually promotes
productivity because workers can conduct more
thorough research and interact with coworkers and
customers more effectively. Proponents also point
out that workers who are able to tweet during work
hours are more likely to respond to work e-mails or
check voicemail during non-work hours.
Of course, many managers voice serious
concerns about the potential for employees to leak
confidential company information, spread negative
comments about the company or conduct illegal
online activity from the workplace. Certainly these
are real issues for company leaders to consider.
Given the prevalence of social media today,
however, it is beg.
Employee Engagement and Social Media Pecha Kucha - Caroline KealeyCarolineKealey
ย
Caroline Kealey's Pecha Kucha presentation on Employee Engagement and Social Media for the February 9, 2011 Conference Board of Canadaโs Public Sector Human Resources Conference, HR Excellence in a Changing World.
Connect with Caroline Kealey at Ingenium Communications:
WEBSITE: http://www.ingeniumcommunications.com
TWITTER: @CarolineKealey
SUBSCRIBE to the Results Map Blog: http://www.resultsmap.com/category/blog/
Provides an introduction to popular social media platforms, current social media trends in HR, uses for internal social media, and guidelines for creating a social media policy.
Best Practices in Social Media Human Resources Policy Jumpstart:HR
ย
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Business Valuation Principles for EntrepreneursBen Wann
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This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
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Social Media for HR - Creating an Effective Policy
1. Social Media Policy: Finding a Balance Elizabeth LupferSenior Manager, Employee Experience and Web Technology, Verizon 1 Social Media Policy โ Finding a Balance
2. Are You Your Bossโs Friend? of Americans say it is irresponsible to be friends with a boss 56% 62% say it is wrong to be friends with an employee About the Survey: The โSocial Media and Personal Responsibility Surveyโ was fielded for Liberty Mutual and The Responsibility Project between January 12-15, 2010, reaching 1,000 adults nationwide. 2 Social Media Policy โ Finding a Balance
3. Differences in Opinion of executives say they have a right to know how employees portray themselves and their organizations 60% 53% of employees say their social networking pages are not an employer's concern About the survey: Was conducted by HR BLR (Business and Legal Resources ) and included more than 2,000 respondents. 3 Social Media Policy โ Finding a Balance
4. 17% disciplined an employee for violating blog or message board policies 81% believe social media poses a corporate security risk 15% have disciplined an employee for violating multimedia sharing/ posting policies 13% of U.S. companies investigated an exposure event involving mobile or Web-based short message services (Twitter) There are many to reasons to sayโฆ 4 Social Media Policy โ Finding a Balance
5. Is Blocking Access the Answer? 5 Social Media Policy โ Finding a Balance More than 50% of companies block access to one or more sites, including Twitter and Facebook. (Robert Half) Only 19% allow access for business purposes. 35% of recruiters and hiring manager are blocked from social media sites. (CareerXroads)
6. But Does Saying No Really Work? Employees have their own access via smart phones during the work day. You may want employees to use some social networking tools for valid business reasons Social media doesnโt stop at the end of the work day. What happens outside of work can create just as much concern. 95% of employees use at least one personally purchased device for work. Employees use an average of FOUR consumer devices a day. 6 Social Media Policy โ Finding a Balance
7. There is Always a Riskโฆ Loss in productivity You discover one of your employees has been spending as much as 85% of the day on social networking sites An R&D employee complains on Facebook that he has to cancel weekend plans due to a project delay. His connections associate this with a highly anticipated product launch, and the companyโs stock price declines. A salesperson posts a derogatory comment on Twitter about a prospective clientโs headquarters city as he lands there the day before a critical presentation. Someone forwards the tweet to the CEO, who cancels the meeting. Information Leaks Customer(non)management 7 Social Media Policy โ Finding a Balance
8. โฆ But There is Also Reward At the end of an employee charitable contribution initiative, a team leader posts a โGreat Jobโ message on his personal Facebook page. Employees who see the message have a reinforced feeling of how their coworkers and the company contribute to the community. An employee with a critical but hard-to-find skillset learns of another opening in her department and uses her LinkedIn contacts to broadcast the opportunity to many others with that skill-set. Social media sites are becoming the most effective channels for sharing sustainability goals and strategies with employees, and employers that encouraged the use of social media are twice as likely to be rated very effective in their engagement than employers who donโt. Peer / Brand Recognition EmployeeReferrals InternalCommunications 8 Social Media Policy โ Finding a Balance
9. Do You have a Social Media Policy? 31% of companies have a written Social Media Policy 10% have conducted employee training on it. A national survey conducted by Russell Herder and Ethos Business Law, which assessed social media workplace trends and adoption of policies governing social media. 9 Social Media Policy โ Finding a Balance
10. In an ideal world, any incident would be coveredby a policy reading, โFor gosh sakes, people, use your heads!โย But behavior is easier to legislate than common sense,which means crafting policies that rein inhow employees may use technology on the job. 10 Social Media Policy โ Finding a Balance
11. Why You Need a Social Media Policy Increasing usage means there is a lot of social media overlap between professional and personal lives Employees donโt realize they owe you a duty of loyalty when theyโre off the clock Employees donโt understand the nature of social media Employees need guidelines on what is acceptable and what is not Employers need guidelines, too 11 Social Media Policy โ Finding a Balance
12. What Situations Do You Face? Can recruiters use Facebook or Twitter for recruiting purposes โ what is fair game, what isnโt? Can managers demand access to password-protected sites created by employees on external blog? Is it appropriate to use Facebook or Twitter as a means to screen employees? Can a supervisor give a recommendation for an employee (past or present) on LinkedIn? 12 Social Media Policy โ Finding a Balance
13. 95 percent of information workers use at least one personally purchased device for work, according to a study by IDC/Unisys. The average number of consumer devices used for business by workers in a day? Four. 13 Social Media Policy โ Finding a Balance Time to Wake Up, HR! Only 20% of policies are written by HR. But 100% of them will sooner or later involve HR.
14. Elements of an Effective Policy Creates a culture of trust and emphasizes employee ownership of social media responsibilities. Aligns with your other company policies. Protects the interests of BOTH the organization and the employee. Stresses importance of company loyalty during and after core business hours. Includes guidelines on the companyโs stand on using personal devices for business-related matters. Reviews company policy on usage, the impact of personal usage and what that entails. 14
15. Elements of an Effective Policy Differentiates use of internal-facing social networking sites from external-facing ones. Lists all corporate branded profiles, and who is authorized to speak on the companyโs behalf. Has been adapted for those who are authorized to social network during business hours from those who arenโt. (marketing, human resources) States that employees must use professional judgment (common sense) where no policy or guidelines exist. Explains how even the most innocent of remarks can influence share price, and the ramifications of doing so. Explains consequences for violations. 15
16. We have a Policyโฆ Now What? Update your policy annually. Include in your onboarding process. Consider having employees re-acknowledge their understanding of the policy every 60 โ 90 days. Train and educate on how to comply with your policy, adapting your training for your audience as appropriate. Teach employees to differentiate their personal identity from their business identity. 16 Social Media Policy โ Finding a Balance
17. Final Thoughts To have a policy is not the same as to police. Risk is unavoidable, but can be managed. Employees are loose cannons, right? They could ust say anything. Or not. Treat your employees like the adults. Set expectations of what โproperโ communication looks like for your company regardless of the medium used. 17 Social Media Policy โ Finding a Balance
18. Stop asking how to keep employees from using social media and start figuring out how to integrate them into your work cultures as tools used for the greater good. 18 Social Media Policy โ Finding a Balance
19. References Social Media and Personal Responsibility Survey, Liberty Mutual and The Responsibility Project Most Execs Concerned About Employee Facebook Activities, HR BLR Employee Engagement Survey Report, Brighter Planet Whistle โ but donโt Tweet โ While You Work, Robert Half Technology 9th Annual Sources of Hire Study, CareerXroads Social Media: Embracing the Opportunities, Averting the Risks Webinar Presentation, Russell Herder and Ethos Law 8 in 10 Execs Fearful of SocNet Risks, Marketing Charts How to Draft a Social Networking Company Policy, The HR Specialist Why You Need a Social Media Policy, J. J. Keller & Associates, Inc. You Need a Social Networking Policy Now, HR Daily Advisor Social Media: Risk or Reward โ What Can HR Do?, Strategic HR Inc. HR Ringleader blog, HR Director Trish McFarlane Transparency - The Double-Edged Sword, Acando Consulting 19 Social Media Policy โ Finding a Balance