In today’s digital world, the opportunities for business growth, expansion and connection are nearly limitless. With that opportunity comes some very real risks — from reputation damage to hostile employees. In fact there is even a new type of insurance, cyber insurance, for dealing with errors related to mishandling data on the internet, which includes social media mistakes.
Banning employees from using social media and other online activity is a common practice but is rarely ever the answer. Leadership can work with human resources and senior staff to design and implement a social media policy to help lessen the risk.
A social media policy is a key part of any good risk management strategy. It enables management to be proactive about risks and sets expectations and a standard of transparency with employees. But not all policies are created equal. Here’s what it takes to develop a policy that works for your business.
- Complement existing guidelines – There’s no need to reinvent the wheel. Your social media policy should complement existing communications guides or procedures. Starting with a solid foundation for a new policy will make the transition and implementation smooth and seamless.
- Stay current – Social media isn’t static. Emerging technology – especially when it comes to the rise of more online social platforms – means developing a policy that accounts for the shifting landscape.
- Plan for the worst – Nobody likes to think about crisis situations, but it’s critical for businesses. Unexpected interactions such as a poor customer review can turn into an ugly online battle very quickly. Your policy should outline tips for employees on how to handle or refer these situations professionally.
- Implement training days – Whether one-on-one or in a group setting, a new policy warrants training. Employees need to be reminded of their professional responsibilities. Consider involving members of your social media or communications team during the training so it includes team buy in.
Thanks to our friends at Progressive Employer Services for their help with this article.
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