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Social Media Policies – How Effective Is Yours?

In this new age of social media and extensive web interaction, it’s likely that most, if not all, employees find the time to have some sort of interaction with their media pages while at work. Either through their own personal devices or company assigned. Determining when it is acceptable for employees to be connected to social media in the workplace, and when it is not, requires a careful balancing act.

Employers do not pay employees to chat with friends on social media. Some go to the extent of blocking such sites, for the sake of productivity. Others fully embrace the concept, as an avenue for employees to avoid been burned out from a full day’s work. Regardless of the strategy your organization seek to employ, consistency and communication is key.

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Communicate Your Expectations in Harmony with The Organization’s Culture

Managers, Human Resource professionals, and other organizational leaders should take the time to understand the culture within their organizations and communicate their expectations regarding appropriate employee conduct to align with the same. Workplace policies should be expressed as clearly and unambiguously as possible, consistently and fairly by the employer.

Ideally, such instructions can be incorporated into an employee handbook or they may be communicated to employees as stand- alone policies and standards. As part of written orientation materials; email communications; or posting in areas frequented by employees; as a rule, each employee should acknowledge receipt of the policies by signing a copy of the notice.

Effective social media policies should be adapted to your company’s specific work environment and culture. For companies who want to embrace technology, appeal to millennials, and promote a flexible work environment such policies may be more lenient. For a manufacturing plant, however, it may not be wise to accommodate such leniency in their production line with regards for safety and efficiency concerns.

By Sophia Sanchez, SPHR

Principal Consultant – Develop For Results International

Author of  “The Development Alternative: Powerful Strategies for unparalleled Business Results”

For more information about our Human Resource Consulting services to include workplace policy design packages please visit DFRIHR.com

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