As the number of people using social media in their personal lives increases so does the number of people using social media in the workplace. This is not shocking considering that according to (Robbins, De Cenzo, & Coulter 2015), twitter alone has 500 million registered users. Companies are using social media tools (Facebook, Twitter, Linkedin, etc.) to connect with customers, employees, and potential employees in real time. A company might use Twitter to alert customers about product discounts and use Facebook to post open positions within the organization. A company might also use Linkedin as an employee recognition tool by congratulating them on a job well done. There are many ways a company can use social media and there are many
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Companies can also promote events or provide customers with product discounts. Companies will also use social media as a customer service tool or even a platform to provide expert industry knowledge to individuals. I have firsthand seen my company use social media as a recognition tool, praising individuals for a job well done on a platform that not only other employees see it, but so do millions of social media users. That type of employee appreciation can build a strong employment brand which in turn can lead to social media being a powerful recruitment tool. Companies often post open positions on various social media platforms in order to cast a wider net. Although there are many advantages of using social media in the workplace, there are also drawbacks to using social media as well. Embracing the use of social media can lead to loss in productivity, employees may combine personal and professional messages, or even use the platform to vent and say negative things about the organization. I’ve personally witnessed an employee get terminated due to a negative and obscene social media post about a client. It is unknown if that client is still doing business with us …show more content…
Rules and guidelines may differ depending on what department you work in. Without these rules and guidelines in place, a company leaves themselves venerable to misuse, communication problem, and even security issues. Companies must also consider what employees are posting after hours as well. Allowing employees to continue to post after hours can be risky. What if employees are out at night with each other, drinking alcohol, discussing work, and one employee decides to post to social media. Even he or she post a positive messages, it could have a different tone or view from that of the organization. Another example of an after hour risk, is if an employee is posting personal messages on the same account they use for work. Professional followers of that employee may see inappropriate messages and can associate those messages with the organization. A few rules a manager could implement to avoid this is making sure employees have separate accounts for work and personal use. A manager could also put a rule in place saying employees are only allowed to post to their work social media platforms during business hours. Monitoring is also a suggestion, but this method includes gaining direct access to the employee’s social media account, which (Robbins, De Cenzo, & Coulter 2015) suggests is an invasion of
Companies can also promote events or provide customers with product discounts. Companies will also use social media as a customer service tool or even a platform to provide expert industry knowledge to individuals. I have firsthand seen my company use social media as a recognition tool, praising individuals for a job well done on a platform that not only other employees see it, but so do millions of social media users. That type of employee appreciation can build a strong employment brand which in turn can lead to social media being a powerful recruitment tool. Companies often post open positions on various social media platforms in order to cast a wider net. Although there are many advantages of using social media in the workplace, there are also drawbacks to using social media as well. Embracing the use of social media can lead to loss in productivity, employees may combine personal and professional messages, or even use the platform to vent and say negative things about the organization. I’ve personally witnessed an employee get terminated due to a negative and obscene social media post about a client. It is unknown if that client is still doing business with us …show more content…
Rules and guidelines may differ depending on what department you work in. Without these rules and guidelines in place, a company leaves themselves venerable to misuse, communication problem, and even security issues. Companies must also consider what employees are posting after hours as well. Allowing employees to continue to post after hours can be risky. What if employees are out at night with each other, drinking alcohol, discussing work, and one employee decides to post to social media. Even he or she post a positive messages, it could have a different tone or view from that of the organization. Another example of an after hour risk, is if an employee is posting personal messages on the same account they use for work. Professional followers of that employee may see inappropriate messages and can associate those messages with the organization. A few rules a manager could implement to avoid this is making sure employees have separate accounts for work and personal use. A manager could also put a rule in place saying employees are only allowed to post to their work social media platforms during business hours. Monitoring is also a suggestion, but this method includes gaining direct access to the employee’s social media account, which (Robbins, De Cenzo, & Coulter 2015) suggests is an invasion of