Jan 24 2011
By Priya Ramesh (@newpr)
“I haven’t slept well in days, thanks to my boss.” (Tweet when your boss is following you on Twitter)
“I am at the pool.” (Facebook update while on sick leave)
Cases of employee firings for social media missteps like the above have been on the rise. Most recently, a woman from Connecticut was fired shortly after she posted some inappropriate remarks regarding her boss on Facebook. According to a 2009 study by Internet security firm Proofpoint, 8 percent of companies with more than 1,000 employees have fired someone for social media actions — a figure that is double what was reported in 2008. Let’s be honest, we all know that Facebook, Twitter and YouTube are probably the most visited sites during working hours and I am curious if someone has done any research on how much time is spent on social networks by employees versus productive working hours?
While you definitely don’t want to stifle engagement, relationship building, lead generation, community involvement through social media, you need to however establish a Social Media Policy in house which serves as a basic guideline to what’s construed meaningful versus harmful to your company’s brand or reputation. A simple social media guideline that’s included in the Employee Handbook and well publicized within the organization can help you avoid a lot of heartburn over negative sentiments being created by your own employees online. Here’s a good start to your company’s Social Media policy from CRT/tanaka:
Here are some additional resources to help you establish a Social Media Policy that encourages good, meaningful dialogue while safeguarding your brand reputation online.
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