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FOR YOU TO Create A Social Media Policy

Whether it’s Facebook, Instagram, Twitter, Snapchat, or Reddit, chances are good that your employees are spending some time on at least one of these social networks during work hours. But before you run to IT and install company-wide-web filters, there are a few facts to consider about your employee’s interpersonal media habits. Tisha Danehl, vice chief executive of Ajilon Professional Staffing. Social media marketing plays a right part in your workplace culture.

Thanks to sites like Facebook, the comparative series between camaraderie and professionalism and reliability has blurred, according to Danehl. A study on social mass media at work from Ajilon found that 51 percent of individuals are connected using their employer on some sociable media system, which can point to a breakdown between work and personal lives.

She records that it can also lead to difficult situations if a worker gets upset about what others are posting, be it about the current election or simply an impression they disagree with. These workers might feel pressured by others to simply accept friend requests and to connect on systems they’d rather reserve for his or her life outside of work.

If you want to avoid a loss of professionalism with cultural media in your business, you will need to create suggestions, says Danehl. Social media insurance policies are believed a part of your company culture, which means it requires participate onboarding and training; don’t assume they know the protocol.

And as an employee — if you are in the same sailboat as the 16 percent in the Ajilon research who said they weren’t alert to their company’s stance on interpersonal press — ask someone. It’s better to know what to anticipate going in, than to figure it out on the way and make a social media faux pas possibly.

Having a guide set up can also protect your company if a legal issue pops up, says Paul Menes, Co-Head of Digital and Entertainment Media at ADLI Regulation Group P.C. A good policy will clearly outline what is considered appropriate, and what isn’t appropriate, as well as the results of not following the policy; and make sure to have each employee read and sign the document, he says.

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And the legalities around sociable media restrictions at work go both ways — companies have to be cognizant of what they can legitimately block. Sociable press regulations may differ from state to state, as this post on Law360 from Arthur V. Lambert, partner at FisherPhillips, highlights. For example, if you look for a candidate’s profiles during the hiring process you will be open to discrimination suits, or you will probably find coworkers hooking up on social media leads to unwanted issues with harassment.

But this article points out that having the right vocabulary in your policy can help protect the company — and employees — in the event that something goes wrong. Breaks at the job are inspired — get right up for a walk around the office, stretch your legs, and grab a cup of coffee. Social media can be looked at in the same light; Pew Research discovered that 40 percent of employees at companies without limitations had used public media to take a break from work. The study also discovered that workers were equally more likely to cite personal-known reasons for using social media as they were to cite work-related reasons.

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