Like all new things, organizations are trying to figure out social media and its place in the world of work. The first challenge is to answer the basic question – does it belong at work? If you haven’t checked it out, I authored an article on that very subject last month over at Mashable, the world’s largest blog focused exclusively on social media news. You can check it out at:
“Should Your Company Have a Social Media Policy”
Once you’ve figured that out (and I hope your answer was ‘yes’) then comes the part where you have to develop a policy. To get you started, Mashable featured this post yesterday (um, also from me):
“10 Must-Haves for Your Social Media Policy”
What’s next for HR Pros and the world of social media? As always, I have some ideas but I want to hear what you think. Drop me a comment.
Michael VanDervort says
Great posts, Sharlyn. Have you seen my piece on who owns the intellectual proprety of social media? It is on my blog and was featured a couple of days ago on Recruiting Blogs as well
Steve Boese says
For me, it is about awareness and education. I have just started a new HR Technology class, and quite a few students have expressed the desire to learn more about social media and its applications to HR processes. And honestly I think the lack of current knowledge in most of my students, is probably reflected in many HR departments today. So promotion of these ideas via blogs, presentations, webcasts, and in conferences seems to be a very important and logical next step. Great stuff as usual, especially the ‘policy’ posts, will link to them for my class for sure.
Bill Wynn says
Interesting article on Social Media policy. I have a dilemma and I would really appreciate your thoughts. We have rolled out a social media policy to all the staff here in 2009. I would like to ask your thoughts on non-compliance; what do I mean by non-compliance. We have requested all staff sign a social media policy document stipulating what is and is not acceptable. A small minority of people do not want to sign this document, sighting personal reasons, or confidentiality concerns. What would you do in this instance? Do we simply restrict usage when in our office, using our hardware, or any reference to our business? Difficult one I know, hence why I am asking the question.
hr bartender says
Thanks for the question! You realize I have to start this reply with “I’m not a lawyer…yada, yada, yada…” Oh, and I should also point out I’m in the US.
That being said, I’ve always felt there is a difference between communicating a policy and enforcing one. I’ve been in the situation many times where an employee feels signing the policy means they agree with it. And, it’s taken some extra effort to explain that signing the policy just means you know the policy exists.
Then of course, there’s the compliance issue. Just because an employee doesn’t agree with a policy doesn’t mean they don’t have to follow it.
I hope that helps offer some guidance.
Emily says
Hi Sharlyn,
Social media is becoming a huge part of companies and their function. The Internet can have a drastic effect a company’s marketing campaigns. We just conducted a case study analyzing the use of inbound marketing tools (social media, blogging, website optimization for organic search) in staffing firms. Here is a link to a free copy: http://www.grmwebsite.com/inbound-marketing-for-staffing-agencies
-Emily