It's time for me to start writing again on a regular basis.
I'm excited to share info about the next big things on the way (my favorite being augmented reality right now), and in my panel talks, training sessions, and presentations, I've started to come across some new questions (finally) from folks OUTSIDE the social media industry. Which means I'm motivated to get back into this part of the conversation.
Anyway.
Lots is being said about the ways employers are treating their employees when it comes to social media access during the work day. Many companies are blocking access (as per Mashable), and higher-profile organizations are making stupid, half-assed decisions.
We're definitely in new territory here (though these conversations took place about personal phone use, email, etc.). And the discussions that are taking place are primarily happening between today's leaders, not tomorrow's. That means the policies they're creating tend to be restrictive and inflexible. I'm curious to see how rules and mores change when the Millennials move into leadership positions. The digital natives, who are more adept at forging and balancing their online personalities (usually after learning what NOT to do...the hard way), will most likely be more forgiving of their co-workers' and subordinates' online antics.
But, for now, we all need to be smart, as someone who's doing a great job creating a professional/personal brand likes to say.
We work with plenty of clients who are finding their way into social media outreach and online reputation management, and many of them are institutionally far behind their employees in understanding implications and consequences.
But, rather make choices that are already antediluvian and carelessly limiting - policies that, as they restrict actions, squeeze unwanted behaviors out to the edges, into places where they can't be monitored or controlled - companies would be well-advised to create policies and develop training programs that allow their employees to "be smart" and act appropriately.
The benefits are obvious:
1. If your employees are happy, they'll share their happiness with your potential clients.
Create opportunities for your employees to learn approved messaging (talking points, appropriate language, branding messages) that they can share. Leverage their love for your brand by giving them the tools to create awareness.
2. You'll create a funnel for criticism and discontent.
If you don't give your employees a safe, responsive place to vent their concerns, then they will express their vitriol anywhere they can. Why not funnel those messages into one place, where you can address them, before they make their way out into the aether?
3. Well-trained employees know what's appropriate and what's not.
An effective training program will help your team understand where the line is when they're talking about company business. Making clear what's confidential, what's good to share, and defining guidelines gives your employees the freedom to succeed. And if they screw up...
4. You have documentation that everyone understands, allowing you to CYA.
5. Your employees are going to find a way to play in their social networks whether you like it or not.
So, instead of ensuring that they'll break the rules, create rules and policies they can follow. You will run a more efficient office if your employees understand where, when, and why it's okay to update their Facebook statuses, check Twitter, watch a YouTube video. If you don't force them to be sneaky about it, you're doing yourself a favor.
That's just a start. I'd love to see some comments about policies that work for your business.
Comments
Unfortunately, for larger corporations, it is a material cost in network resources, and a risk to systems security, if you permit staff to open-surf the net using corporate resources. It also contradicts network security standards that many businesses are required to comply with; reference Department of Homeland security recommendations.
I agree with point #5 Eric, but I would refine this as stating that people should use their personal smart phone or laptop (as I am doing now) for executing all your personal business. If you use a corporate asset, then the corporation has the right and capability to monitor your entire interaction with the computer and Internet. A nefarious lan admin could monitor your console, log your keystrokes, and view your bank account information, bypassing https protection… If the corporation judges your usage as being excessive, or if you accidently become the avenue for a virus entering the corporate network, you could lose your employment.
Ive been digging around trying to come up with a solution to block certain aspects of social networks. For example, allow Facebook, but disallow the flash games. I could not come up with anything. The purpose is to get people to use it for business, but not waste time and bandwidth by playing Mafia Wars.
Yes, a little education would go a long way. Companies are quick to block employee access to social media apps on the enterprise network, out of fear and misunderstanding of the risks.
There's a good whitepaper on the subject, called “To Block or Not. Is that the question?” bit.ly/9f8WOT
It has lots of insightful and useful information about identifying and controlling Enterprise 2.0 apps (Facebook, Twitter, Skype, SharePoint, etc.)
IT departments are stuck between a rock and a hard place. They know that end-users and the business units will revolt if these apps are outright blocked. At the same time, they know these apps carry risks and can’t leave them unchecked. It requires a good balance between enablement and security.
Jamie has a good point, and I'll agree with her about the risk to systems, among other things. We use a software program that has suffered due to viruses that came from surfing and opening non-business related attachments. It's just not worth shutting down our whole system so someone can play Farmville on Facebook. So if an employee wants to use their smartphone to check their Facebook and update their status, it's fine so long as they are on a break and it's not interfering with their work. For someone who works on a computer, the line between the two tends to blur. In the salon, a restaurant, on a retail sales floor, or any type of job where having to break away and check the phone would consititute a break period, it's considered to be the employee's free time. I actually had to wait at a deli counter register for the employee to end their texting to ring me out. It's just not always useful, appropriate, or respectful of company time. If someone complained to the world wide public that their boss was so mean to not allow them to watch a Youtube video during work, who would agree?
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