Before the invention of Facebook and other social media platforms, employers and staff could say what they liked about each other without often worrying whether their comments would get back to the people involved. However, with social media and the quick and easy post, freedom of speech has become a slightly dangerous entity. So, does your company need a social media policy?
Employers, when they are recruiting, are now looking at applicants’ profiles on social media to find out whether these are the sort of people they want to be working with. An employer who sees an applicant’s negative or derogatory comment about their former or current employer may think twice before inviting them to an interview. This is because this kind of negativity, publicly expressed, creates a bad impression and leaves a potential employer thinking they may suffer similar treatment should things go bad.
But perhaps more importantly than putting oneself out of the running for a job based on your social media activity, a negative post on Facebook or Twitter about the company can cause a company serious embarrassment and even legal problems.
A social media policy should set out the rules for employee posting on social media platforms. Directives could include making it clear in the post whether the person making the post is acting alone or as a representative of the company, while others could prohibit the use of certain words (i.e. swearing) that may cause offence.
However, it can be difficult for a company to know where they stand legally in regards to drawing up a social media policy. Employees have their rights too, of course, so if you are concerned that your employees are giving your potential customers the wrong impression about your business and would benefit from having a social media policy, then get in touch with a HR Consultancy, such as Haslers, based in Loughton, Essex. They can advise you on how to draw up a social media policy that stays within the law. Visit http://www.haslers.com or contact Christine Inch on 020 8418 3443.
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