Sites like Twitter and LinkedIn give many businesses a boost. But without a policy on proper social network use — your company is wide open for problems.
Staffers who misuse these sites can damage your property, reputation and even land you in legal trouble.
Here are three guidelines on what an effective social networking policy (for professional usage) should do:
1. Influence appropriate “work” usage of sites. Employers have plenty of leeway to enforce what employees can and cannot do on these sites. The most effective way: Creating a policy (or section of your online policy) about social networks and how staffers should use those sites for work-related tasks.
2. Set clear employee boundaries. The policy should prohibit employees from using these sites to:
- engage in illegal activity
- disclose trade secrets
- “water down” copyright-protected or patented info, or
- spread gossip about your firm.
3. Monitor employees’ activity – with their consent. Unfortunately, spelling out what employees can’t do on social networking sites isn’t enough. Employers should also be able to monitor online activity – but only after getting employees’ consent.
And while sites like Twitter and LinkedIn can provide a huge boost to business, there are plenty of dangers.
Staffers can damage your property, reputation and even land you in legal trouble if there isn’t a solid social networking policy in place.
Keys to protecting your firm
It’s a good idea to huddle with HR to ensure your online policy includes the following guidelines about appropriate social networking usage:
1. Influences appropriate usage of sites. Employers have plenty of leeway to enforce what employees can and cannot do on these sites.
The most effective way: Creating a policy (or section of your online policy) about social networks and how staffers should use those sites for work-related tasks.
2. Set clear employee boundaries. The policy should prohibit employees from using these sites to:
• engage in illegal activity
• disclose trade secrets
• “water down” copyright-protected or patented info, or
• spread gossip about your firm.
3. Monitor employees activity – with their consent. Unfortunately, spelling out what employees can’t do on social networking sites isn’t enough. Employers should also be able to monitor online activity – but only after getting employees’ consent.
Example: Put a message on your company intranet stating that activities will be monitored starting on X-date. That way, employees have given “implied consent” if they continue to work after the date.
Info: snipurl.com/policy351
Info: xxxxxxxxxxxxxxxxxxxxxLike it or not, social networking sites are here to stay.
And while sites like Twitter and LinkedIn can provide a huge boost to business, there are plenty of dangers.
Staffers can damage your property, reputation and even land you in legal trouble if there isn’t a solid social networking policy in place.
Keys to protecting your firm
It’s a good idea to huddle with HR to ensure your online policy includes the following guidelines about appropriate social networking usage:
1. Influences appropriate usage of sites. Employers have plenty of leeway to enforce what employees can and cannot do on these sites.
The most effective way: Creating a policy (or section of your online policy) about social networks and how staffers should use those sites for work-related tasks.
2. Set clear employee boundaries. The policy should prohibit employees from using these sites to:
• engage in illegal activity
• disclose trade secrets
• “water down” copyright-protected or patented info, or
• spread gossip about your firm.
3. Monitor employees activity – with their consent. Unfortunately, spelling out what employees can’t do on social networking sites isn’t enough. Employers should also be able to monitor online activity – but only after getting employees’ consent.
Example: Put a message on your company intranet stating that activities will be monitored starting on X-date. That way, employees have given “implied consent” if they continue to work after the date.
Info: snipurl.com/policy351
Info: xxxxxxxxxxxxxxxxxxxxx
