‘82018 ‘Social Mela: What are the pros and cons of using social media inthe workplace? What should we Include ina policy? petty Social Media: What are the pros and cons of using social media in the workplace? What should we include in a policy? Wile workplace use of socal mecia is now mainstream, ts use has evolved in recent years. While lst productivity was the avertaing Intal concern, how to harness the power of social mecia has moves tothe fret Before weighing the pros and cons, some defintions willbe helpful Sociol medias an umbrella term andl refers to "media" (eve, tex, picture, podeast, ete) being shared (social) on Web-based applications for others to interact with by posting, sharing and commenting Conversely, more traditional media felewsion, newspapers and magazines, ete is static anc does not allow users to interact with the ‘content. Yelling at our TV for any numberof reasons, doesnt count Social networking is a specific type of socal media that enable: users to cannect with others and create a community, I's more about building relationships than simply announcing or posting and net engaging with others. Employers ean both ullize an internal social networking ste fr their employees, and leverage puble-acing social media platforms to matket the brand and atract employees and ‘customers, SHRM offers members ther own social networking site, SHRM Connect (ntipsifcommunityshrmorgihome? _92°2.24656122017753875231521048276-602354349 1520358865), to engage and network Wl fellow SHRM members Regardless of which types of social masla an employer may use to meet business goals, certain advantages and disadvantages speciicto Hi are listed below, Fora more éetalled discussion, see SHRM toolkt Managing ane Leveraging Workplace Use of Social Media (wou shrm org ResourcesAndToolsitocls-and:-samplesitookts/Pages/managingsocialmedia. 250%. Advantages + Aid in recruitment, Sacial media platforms can be used to publicize jab openings, source cancic and verty backgroune Information + Market the emplayer brand. Sharing media about employee events and company values can help establish an employer brand to attract applicants ang customers. + Dolivarinternal communications. HR communications on policies, benefits, company news, socal events, professional evelopment and more can be made available to employees at any time, + Engage employees. Internal social networking platforms can be mere engaging and inspite greater participation than regular e ‘mail communicatlons, Employees may feel they have mare of a voice when ther postings and comments are actively encouraged, We use caches kD BEI Yeung A EABAREIGE SRILA. PARANA MSE BH OH Da) SAU NEEDUAPRENERRE tole problems isplay advertising for products and services we believe may be of interest to you. By losing the message or continuing to x browse this Bremalesipeshiewaing 20s egoiner na: konnlesc wrhacoogbantd Shana Policy. hips: www. shrm orgresourcesandtoolstoolsand-samplesih-qaipagesisocialnetworkingsiospalicy aspx 19‘Social Mela: What are the pros and cons of using social media inthe workplace? What should we Include ina policy? + Communicate during a disaster. Displaced employees can see emergency Information from thet devies to stayin touch with the employer and receive direction + Professional networking, HR professionals can network with peers, keep pace with competitors, and help attract cients whose ‘values align with the employer brand Disadvantages, + Security. Using social media pltforms on company networks opens the door to hacks, viruses and privacy breaches, 1+ Harassment. Employees may engage in harassing behaviors toward co-workers on a social network, and HR will need to take action ft becomes aware of such behaviors + Negative exposure. Postings fom former ar current emaleyees, or even dlients casting the emplayes in a negative light, may Gamage the employer's reputation + Legal velations. Employers become more susceptible to charges of discrimination privacy violations and interference with ‘employees rights under Section 7 ofthe National Labor Relations Act, among other violtions, when social media is used Inthe workplace. + Potential oss of productiviy, Some employees may spend an inordinate amount of time on social media for personal reasons nile at work Enforcing a clear polcy on terms of use while working ean help te mitigate this sk + Wage and hour issues. Nonexempt employees restricted to certain working haute may incur adftional compensable hours Including overtime, more easily through social media use Policy Guidance employees are allowed acces to social media platforms, then a comprehensive and welldetined policy should be established to prevent abuse and reduce employer rsk, While legal review ls akvays recommended, a social media use poly general + Defines what social media is, s0 employees know exactly what is covered, ‘+ Establishes a clear and éefined purpose forthe policy and any employer objectives, + Communicates the benefits of having a social media policy, + Ingleates who is responsible forthe management af social mesia fr the company, + Defines appropriate use and takes into consideration any legal ramifications of inappropriate postings. + Identities what is considered confidential information, such as trade secrets, ang other types of information net to be shares. + Talks abour productivity in terms of social media use during work ime, «+ Provides guidance regarding social mea use outside of company time th could be associates withthe company, employees or customers + Refers to other company conduct polieies siectly and makes it clear that they apply to behaviors on social media, + Provides examples of policy violations and outines disciplinary measures ta be taken wen violations occu + Algns branding in company-related postings—same style, format, usernames, ete Perhaps the most eonceming aspect of social medias that it encourages people to share personal information. Even the most cautious and wellmeaning employees can give away information they should not; the same applies to what is pasted on company-approved social ‘media platforms. Employees may net be aware of how their actions online may compromise company security. Educate them as to how a simple cick on a received ink 0° a downloaded application ean result ina Virus infecting their computer and the network Advise them net to elek on suspicious links and to pay careful attention when providing personal information online, Remember that just because employees may have an online profile, cogsnt necessarily mean they have a high level of security awareness We tise cookies te Improve Jour browsing experience of out webalte, snd we use ovr own, as well as third-party cookies, to lisplay advertising for products and services we believe may be of interest to you. By losing the message or continuing to x browse this site, you agree tothe use of cookies in accordance with our Coakle Policy. htps:hww: hrm or) sourcesandtoolstools-and-samples/h-qaipages/socialnetworkingsiospaliy aspx 20‘i8r2018 ‘Social Mela: What are the pros and cons of using social media inthe workplace? What should we Include ina policy? Express Requests ‘The HR Knowledge Center has gathered resources on current topies in HR management. Click here {httos/Tapps.shim org/HRResources/ExpressRequests aspx?type=6) to view avalabe topes. Contact Us (www.shtm.org././././about-shrm/Pages/Contact-Us.aspx) ! 300.283 SHRM (7476) © 2018 SHRM. 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