News
Having the right policies to keep pace with social networking
Sun, Sep 13 2009
With more cases being reported concerning employees using the social media such as MySpace, YouTube, Facebook and Twitter it looks like employers need to take action. This is not a passing fad.
Some organizations have blocked these sites to employees or have ruled that they must not be used during work hours.
This doesn’t seem to address the problem. If employees want to waste time, or they are not engaged in their work, banning websites is not going to change the situation. There were probably similar rules launched when telephones first made it into the office.
Telstra, being a media communications business and employing 49,000 people, decided to take action and developed a policy to guide its employees. Part of their communication to employees is below.
“The 3Rs are good commonsense guardrails. We are saying that as a staff member we encourage you to use social media, but be responsible in your use and be respectful of the online communities in which you participate.
We are saying that, as a staff member, you can comment if your personal online conversations turn to matters relating to Telstra, but represent the fact you are a Telstra staff member so others in the online community know the context in which your comments are being made.
Of course, you have a right to have and express opinions, but if they relate to matters pertaining to Telstra, then it is responsible that you do your best to make sure what you say is accurate and that you don't go out to damage the company you work for.
This is what the 3Rs of social media - responsibility, respect and representation - mean.”
This seems to be a far more mature approach to developing appropriate behaviours than trying to slam the door on these websites.
Incorporating something similar with other technology policies, such as those guiding telephone, emails and general internet use, seem to make sense and is more likely to be received more positively by employees.
These policies also need to be linked to those that protect the organization’s confidential information. It is now very easy to “lose” valuable data if employees do not understand the value of it to the business and the meaning of copyright.
While encouraging desirable behaviours is a very positive action, we are required to let employees know that internet activity can be monitored and that if there are breaches of professional business conduct, what the consequences may be.
So, in summary, it seems that a few forward looking employers are endeavouring to develop a culture of responsible people using technology in a positive way. For those that are seeing it abused: it isn’t the technology that is the problem, it’s a symptom or something else that is wrong.
These tools are here to stay so let’s work out how we can best use them for business purposes and for the benefit of employees.
If we can assist you in developing appropriate policies for your business, please contact us.