Social Media at Work – What should a Social Media Policy contain?

15 11 2010

In todays technology-framed times more and more people and businesses are embracing Social Media and using it for a variety of things.  Be it contributing to industry debates, research, marketing, networking or resourcing, the way we are choosing to communicate with each other has shifted once again.  Sites such as Linked In, WordPress,Twitter, Facebook etc have created a permanent space on many people’s web-browers favourites lists and are growing in followers by the day.

In light of this shift, organsations now need to consider the impact of this Social Networking revolution and how it could impact their business.  It’s important that staff are clear on what is appropriate in the use of Social Media at work as distinct from generic internet usage.

With this in mind here are some questions to help guide you towards what your social media policy might need to contain:

1)    What purposes are you happy for your staff to use Social Media sites at work?

2)    Who is able to speak on behalf of your company?

3)    What sort of comments are you happy for your staff to make about your business?

4)    Who owns the content of what your staff write on Social Media sites such as Linked In, Blogs, Facebook etc?

5)    When networking, who’s the relationship between the staff member or your organisation?

6)    What happens if the staff member spells things incorrectly, or mis-quotes/mis-represents something?

7)    How do you know what your staff are saying about your business?

8)    How and when do you monitor Social Media usage amongst your staff?

9)    What happens when a member of staff joins/leaves?

10) If you have a company account on one of these sites, who has the log in details?  Who has access?

11) How and who will handle responses to comments?

12)  What happens if a member of staff says something defamatory, libelous etc?

13)  What sites are your staff allowed to access and what sort of things are they allowed to look at (this will link into your internet usage policy)

14)  How much time should be spent on these sites whilst the individual is at work?

Of course your Social Media policy relates to people’s use of Social Media at work, so whilst you’re concerned with what an individual is saying about your business, keep in mind privacy laws.

If you’d like more information or to discuss this in further detail, please get in touch with Michelle Fischer on 01202 853647.

Alternatively, read what Mashable has to say about the subject here:

For examples of business’s Social Media Policies:


Creative Ways to Find a New Job

16 03 2010

I’m giving a presentation to soon-to-be-graduates at AUCB (The Arts University College at Bournemouth) tomorrow.  The topic is Creative Ways to Find a New Job where we’ll explore some of the new ways (and old) that people are using to find work in this competitive marketplace.

See a sneak preview here:  creative-ways-to-find-a-job

Thanks to many of my friends, associates and aquaintances for the examples shared – Social Recruitment, CVs in donut boxes, sandwich board hiring and so forth!  It’s been fascinating and i’m wondering if any more of you have any other examples of creative ways to find a new job?

Crystal Gazing: The Employment Horizon

16 09 2009

The latest employment figures will be announced shortly and it is predicted that unemployment will have reached 2.5 million lives. To pre-empt this the CIPD has given their assessment of what this means for the UK labour market:

It seems that this time round unemployment has not kept pace with the overall fall in production, unlike the downturns of the 80s and 90s. Had it, it’s estimated that we may have seen figures beginning with 3 million… The CIPD’s chief economist John Philpott put this mismatch down to the willingness by the country’s employed population to accept reductions in incomes for everyone over job cuts for some. He termed it the Shared Pain Recession.

There are three forecasts from the CIPD about how the country will emerge from the current recession:

★ Jobs-loss recovery
Weak economic growth leading to continued redundancy and lack of confidence, a possible further dip in the stock market and a climate offear and uncertainty. Should this be the case the CIPD anticipates unemployment to continues to rise to a peak of 3.5million in the next decade, with no return to pre-recession employment levels for the next decade.

★ Jobs-light recovery
Modest economic growth supported by a corresponding balance between redundancy and recruitment for a period of time and a gradual increase in job creation, returning to pre-recession levels after 2015.

★ A Jobs-lined recovery
Seeing sustained growth and demand enabling an increase in demand for a more flexible labour market and creation of jobs and employment with a predicted return to pre-recession job levels by 2012.

Philpott predicts

The current altruism employees are showing by taking the pain of the recession together will not last forever. Should more prosperous times return quickly, workers will return to a more selfish attitude about work.

If we slide into a jobs-loss recovery, employees will eventually become disengaged and their willingness to be flexible about pay and working conditions will melt away. According to Philpott, this is a finite resource.

What Creative Leadership thinks
In order to survive this latest employment trend and be successful, businesses will require creative Talent Management strategies that address communication, resourcing, reward, development and succession planning.

Should your business fail in this regard you will inevitably face the consequences. This could include; increased resignations and sickness, disengaged employees, increased disciplinary and grievance procedures (and possibly subsequent employee tribunals) and most worryingly a decrease in the productivity of your business.

If you’re worried about how this might affect your business, call us for a free consultation today on 01202 853647 or visit