Does your organisation need a social media policy?
This is a very interesting question that many organisations ask, and in essence, it depends on your organisational need for it. We would strongly suggest yes; as social media is here to stay and we are seeing more and more cases where social media is involved.
This is the case whether or not you use social media as a business – the chances are your employees will have social media accounts, so you need a policy. This will cover all aspects from accessing social media at work, through to what you can do if employees post things on social media that could do your business damage – proven or potential.
Estimates report that the use, or rather misuse of social media by employees costs the economy billions of pounds. This is not just from the damage to organisational reputation, but also because of the distorting of boundaries between work/life balance, cyber-bullying and issues around freedom of speech (plus many others).
Things to be mindful of…
It is not legally necessary to have this policy in place, but it is however important to make certain legal considerations when producing it.
If you are adding a Social Media policy to your handbook it’s worth considering the Human Rights Act 1998 (Article 8), Data Protection Act 1988 and the Regulation of Investigatory Act 2000, to ensure it’s both sound and compliant.
Within a policy such as this, it is important to make clear distinctions between what is and what is not acceptable, covering both business and private use of social media.
If you need a Social Media Policy, we can certainly assist with that here at Gateway HR, so get in touch by calling us on 01536 215240.