Must-have features of an effective social networking policy
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
- Share on
Free Training & Resources
Further Reading
Productivity is essential to every finance professional. But being productive isn’t always easy when you’re pulled in many dire...
The demand for finance chiefs is growing. Yet more companies are replacing their CFOs. Even so, CFOs are a lot less worried about AI taking...
A big reason employers are still allowing hybrid work is business benefits like reduced operating costs. But it’s also harder to ensu...
Looks like AI won’t be taking the place of all those vacant jobs after all. CEOs at bigger companies — some who laid off a lot ...
How did a diversity, equity and inclusion (DEI) program manager defraud Facebook and Nike of more than $5 million? With the help of crooked...
No matter how hard you try, sometimes you and your finance team fail. We make mistakes. We miss deadlines. We fall short. In fact, a...
