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Social media is a part of our everyday lives. It’s how we stay ‘social’ with our friends, family, colleagues and acquaintances; we share stories – both good and bad, we celebrate events, we share photos, we share opinions. If we want, we can share anything and everything.
With every post that we write we are connecting with others and constantly giving away insights into our lives and our feelings. Encouraging your employees to become advocates of your organisation on social media can be an effective way of marketing and showcasing your workplace culture – but do your employees know what they can or can’t say?
Your employee’s voice on social media
Having your workforce support your organisation through the use of social media can be incredibly powerful and extremely beneficial:
Did you know that at least two professionals sign up to LinkedIn every second? These professionals are your employees, potential future employees, customers, potential customers, suppliers, shareholders, and so on. It makes a lot of business sense to encourage the use of it to showcase your brand values.
Social Media Policy
It’s good practice to have a social media policy in place and to regularly communicate it to ever member of your workforce – especially at times when your organisation may be in the news for whatever reason.
A social media policy is not there to put people off from talking about their work but be broad enough to protect the interests of the organisation. Remember – the delete key doesn’t mean anything once something is out there in the public domain!
Employees need to know where they stand on social media outside of working hours, whether using a private device makes a difference and understand that even a post unrelated to the organisation they work for can have serious repercussions.
Here’s what to consider putting in your social media policy:
Social media training
Obviously, those employees whose role it is to post on the company’s official social media accounts will be experienced and qualified to do so. But, as organisations look to their workforce to act as employee advocates a little training will go a long way.
Recommend ways that they can use LinkedIn to raise their own professional image, teach them how to write engaging posts, show them ways to improve their communication skills and highlight the reasons why social media is an extremely valuable marketing tool.
In addition, teach them about the legal pitfalls and the consequences of an ill-thought out post.
Employee advocacy programmes
Another initiative your organisation could consider is the introduction of an employee advocacy programme. This takes a positive approach which benefits the individual as well as the business.
What to do when disaster strikes
It happens. Employees turn to social media to post grievances. They may post something work-related after a few drinks. The consequences can be huge depending on what they have said.
Time is of the essence.
We’re Here To Help
If your organisation would like to talk to a HR professional about any of the issues raised in this blog, please get in touch on 0161 941 2426.
“Following our management buyout in 2013 we had no in-house HR expertise to call on. We secured the services of P3PM at that time to ensure we had the right level of knowledge and operational HR experience to manage this major change project. Their work was first class, to the extent that we retained their services to lead all of our day to day HR activities, in addition to providing strategic leadership on people related initiatives. During that time we have successfully completed fundamental changes to our operational model, enhanced our HR policies, improved employee satisfaction and gained Investors in People accreditation. We could not have achieved this work without the engagement and support of the team at P3PM. ”
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