Q&A: Social Media in the workplace–thumbs up? thumbs down?
I asked the question—Do you think companies should allow Gen Yers the opportunity to use social media at work?
—to my Linkedin network and responses quickly poured in from all over. Obviously this is a global business phenomenon. Some employers will embrace this new technology and incorporate social media into their training programs. Some employers will regulate its use. Either way, all generations are becoming social media savvy and know its implications for connecting the global marketplace are far-reaching and becoming almost fundamental to building an increased presence with consumers, investors, and partners.
If it’s relevant to the business—then absolutely. This generation is growing up in a virtual world where they are being measured by their digital footprint and striving for social popularity. They will have enormous spending power very shortly and who better to talk up a service or good than one of their own. Added bonus is they will have added credibility with the Gen Y generation. Assuming these very same companies understand that managing their online reputations is important and they are investing in ways to have a two way dialogue . . . I think it’s critical that employees are blogging and tweeting about what makes their brand or service unique. Great question . . . this will be fun to see what companies embrace this philosophy.
–Connecticut, Marketing Manager
Since they’re likely using it any way, what’s needed is some form of regulation re its use embedded in the employee conduct code.
–Toronto, Business Marketing Communications Specialist
Social Media can be an incredible benefit to any business. Networking, promoting content, building a brand for the business are all benefits of this. I don’t buy the excuse that our prospective clients are not on social media sites. To develop your brand and business, you should absolutely encourage your employees to get involved. The key is to build a transparent organization. We’ve moved from a hierarchical one to a more flat and transparent organizational structure. The more you trust your employees and empower them, the more successful you will be in all aspects. We have a webcast called 16 tips for Lead Generation. I think it might help you with some of these social media concerns. The other I recommend is Building a Brand with Social Media which is about using social media in the work place.
http://www.siliconcloud.com
–Ieland, Marketing Manager, Computer Software
I believe it depends on the position. However I have noticed that buying habits in the market place have been drastically changing towards social media. People want to make quick and easy decisions that are cost effective. Social media has drastically sped up the sales cycle and businesses need to jump on board. There are a lot of people who have joined social media and I feel that the people who will grasp it quickly and easily will be the Gen Yers. They are more connected than any other generation that we have seen. However, we need to monitor, train, and connect as a company so that everyone is on the same page. One way to do that is to develop a Social Media Policy to lay down the rails of the track to get the ball rolling.
–Milwaukee, Human Resources
While it would depend on the job and the specific situation, I would strongly recommend that those with jobs which benefit from learning from others (certainly most white collar, and many blue collar) be allowed to use social media.
In my work, I have benefited greatly from being able to network with others in my educational, non-profit work. Social media provides opportunities to share knowledge and information and to make connections that drive business in all sectors.
–NY, Director of Education, Religious Institutions
The clue is in the words “Work” and “Social”. Previous generations didn’t ask for time off to play football or chess, dance or have a party—these social activities are at least as useful to business as looking on Facebook to see what your old schoolmate is having for lunch.
Most people have little real work related need for social media. The ones that do really need it—maybe sales and marketing—should organize themselves so they don’t disturb their REAL work. How about this—LinkedIn for work, Facebook for fun, so no Facebook during working hours.
–United Kingdom, Mechanical and Industrial Engineering,Territory Manager
What’s so special about Gen-Yers? Any rule should apply equally to employees of all ages. I’m a great fan of the weekly report. One page, listing tasks completed and other significant events. If allowing social media, I would ask each employee to report whether they had used social media and what benefits *for the company* did they gain from social media. This would do two things—focus the employee’s attention on why they get a paycheck, and cover me in case someone gripes about social media usage.
–Colorado, Independent Writing and Editing Professional
I agree with the previous posters. If social media is being used for the benefit of the employer and management is aware of and approves the employee’s usage of social media tools, then it is appropriate. For example, I use LinkedIn on a regular basis to network with potential candidates. Likewise, I have very jobs-centric twitter and Myspace accounts which I also use to recruit staff for the benefit of my employer. My use of social media helps me recruit better, faster and possibly cheaper.
When using social media employees need to keep the following in mind: transparency, value-add and policy violation.
1. Transparency: I cleared my social media usage with my supervisor prior to starting the accounts to ensure that he was on board with the usage and so that I could be above reproach when the monthly internet usage report came out. It is important to note that these accounts are separate from my locked personal accounts (with the exclusion of LinkedIn, for obvious reasons).
2. Value-add: Any non-value added activities an employee does on company time, puts that employee at risk for discipline and termination. Employees need to understand that what they do online is not private and the things they do online which take away from their job duties are grounds for discipline/ termination. They are employed to complete their job duties to the satisfaction of their supervisor- period. This dovetails with my next point:
3. Policy Violation: Company policies dealing with ethics, no harassment, non-disclosure, etc extend to social media communications both at work and at home. That is why folks in the HR world routinely hear about employees who were justly terminated from their employers for bashing their employer, harassing coworkers, etc using social media, even if they did it on their private computer on their own time.
–Milwaukee, HR
If it’s relevant to their work, then yes.
–San Francisco, Social Media Relationship Marketing
If it’s work related and relevant then yes. I would imagine sales people in various sectors can benefit from it. However, for technical workers social media will only be a distraction.
–Los Angeles, Software Engineer
Why just Gen Yers? Same rules apply for all employees. If you don’t want them using it on company time or equipment, make a policy against it. If you don’t mind them using it, or encourage it, make a policy for it. If some employees need it to do their job, and others don’t, then you still need to make the same rules for all employees. Guaranteed, the person who has access to it for their job will use it for personal reasons as well, so the same rules for all employees.
–Detroit, Client Relations Staffing and Recruiting
Yes. I don’t find it as abusive if it’s on break or relevant to your job. If you do abuse it then you should lose it. For me, I don’t think all rules make a lot of sense and are realistic especially if you are behind a computer all day. If others use their 15 minutes to smoke outside of the building then why can’t I use my 15 minutes to go on Facebook or surf around. Then again surfing the net is seen as more harmful to the company than smoking. Or maybe smoking has just been around more that people are just comfortable and adjusted to it?
For me, as a Gen Y, I’m waiting for the day when social media becomes part of the training program. If employers are ale to check up on me through Facebook then who’s to say as an employee we should be banned from social media at work?
–Milwaukee, College student and CSR
If they’re responsible enough to utilize it to accomplish their work objectives, Yes.
–California, Multimedia Producer and i3D Programmer
As long as there’s a clearly defined social media policy in place which outlines the use of social media outlets; Facebook, Twitter and LinkedIN, 4Squared within the workplace then yes, I’m all for it.