A social media policy
2018 was the tipping point for official social media policies: 51% of employees now report that their employers offer guidelines for using social media at work. These guidelines shouldn’t be draconian, though. While too much social media activity might hinder employee productivity, banning or monitoring personal social media use during working hours could create unnecessary resentment.
Here’s what to keep in mind when creating your social media policy:
Don’t ban personal social media use in the workplace. Social media activity can benefit employees’ work, whether they’re connecting with customers on LinkedIn or discovering useful advice on Twitter. If you’ve hired good employees and are clear about what you expect from them, restricting their use of social media would be counter-productive. It implies a lack of trust that can damage their motivation and engagement.
Separate use of personal and corporate accounts. Employers shouldn’t try to control what their employees post on their personal social media. (It might even be illegal to terminate employees due to their personal posts.) Several U.S. states prohibit employers from asking for employees’ personal social media login information. But, employees posting on corporate accounts should follow some rules, since they represent their company.
Be clear about your expectations. It’s a good idea to remind employees that they’re bound by confidentiality, data protection and anti-discrimination policies. And tell employees what the possible consequences of violating your social media policy are. For example, could employees be fired for spending too much time on Reddit?
A work from home (WFH) policy
Modern collaboration tools make working from home an attractive, cost-effective option for employees and employers alike. Though some companies remain hesitant about embracing WFH, most companies proclaimed as “best places to work” provide flexible schedules and telecommuting options.