So, what are your employees sharing on social media? A friend  shared a work related incident I suspect many of us could sympathize with. Employees were sharing images of work they’d completed for customers on their personal social media accounts. They were proud of the work and wanted the world to see. Unfortunately, one of the customers never gave permission and didn’t want the images shared on social media. Although my friend’s company had a social media policy, which clearly restricted sharing information or images about clients, it hadn’t been reviewed or enforced. Sound familiar?

What Are Your Employees Sharing on Social Media?

The Lessons Include

  • Having a social media policy isn’t enough. Social media training and monitoring must be consistently and regularly done.
  • Isn’t it great that proud employees want to share their work? Train your people where to find customer authorized information, and how to share it. Sharing information or images previously posted on your organization’s social media sites, which has written customer permission, is not only OK – it’s great!
  • If an employee wants to share work in progress that has not yet been authorized, instruct them to make management aware of the project so customer permission may be sought.

So, What Happened?

So, what happened as of the result of my friend’s incident? The images were deleted, the customer was satisfied, and the employees were given direction. It could have gone quite differently. Do you know what your employees are sharing on social media about your company and customer? Do you monitor activity? How often do you review social media policies? Do you offer training and share expectations?

No Social Media Policy  

Once while I was getting a haircut, I overheard a conversation between my stylist and the manager of the salon. It seems a co-worker had complained about her job on Facebook without considering she had friended the manager (what was she thinking?) The manager completed a corrective action, placing the employee on a one-year probation. The activities prohibited included discussing the workplace on social media. It also included a one-year freeze on raises. I asked the manager if there was social networking training or a policy. There was neither. The manager defended the action saying the employee should have known better.

Resignation 

The next time I stopped at the saloon the employee had resigned. No surprise there. Before any corrective action the management must ask themselves have expectations provided, procedures put in place, and has the team member been trained?

  • Does Your Organization Have a Social Media Policy?
  • Is it Regularly Review with All Employees?
  • Does Someone Monitor Social Network Activity Involving the Organization?

Who Doesn’t Complain Sometime?

Consider this: some employees always complain, and all employees complain sometimes. But are they complaining about your organization at the water cooler, during a phone call, or forever to everyone on a social network? It has been, and always will be, that people talk, gossip, and complain about co-workers, superiors, and company policies. A few keep it to themselves, some are toxic, others thrive on drama, and some learn. Since these conversations are no longer limited to the water cooler, social networking policies and guidelines are important.

How Can I Help You? 

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a management training plan? Because if not, many organizations, large and small, use my book, The New Manager’s Workbook, a crash course in effective management, as the basis for their leadership development program. Check it out. It might help you stop putting off what you want to do.

 If you enjoyed this post, try 5 Surefire Ways to Retain New Employees.  

Image by Markus Winkler from Pixabay