Your situation isn't unique, @mtechie. I've spoken to lots of people are the sole social networking guru within their organization. We talk a lot about rogue cloud; I think we should also talk about "rogue social media!" Not in a bad way, but in a sense that it's not top-down. Rather, it's driven by motivated employees who see a need that the company isn't filling and take it upon themselves to address to ensure their company isn't left out or behind.
The boundaries between our personal and professional lives are blurring. Most employees haven't fully realized the challenges that may develop as a result of decreased privacy. The old saying was, "What happens in Vegas, stays in Vegas."Today, a more accurate statement is, "What happens in Vegas, stays on Facebook."
As I read the court cases that come out about social media, it seems to me that many of the cases arise out of ignorance, not malice, on the part of the employee. Many employees haven't fully thought through the consequences of their cyber-behavior. By providing cyber-safety education to their staff, employers are preventing problems before they start.
Just as you have two policies, one for job-related activities and one for employees using social media in their personal life, employee education can also take two tracks:
Provide job-related training to staff engaged in social media on the organization's behalf. Ongoing, regular training helps keep your organization current and gives staff an opportunity to network with others in the field.
Educate all staff on Internet safety. This education might include how to protect ourselves from cyber-crime and how to establish and protect our online reputation.
When it comes to responsible cyber-behavior, employers have a unique opportunity to educate rather than mandate. This commitment demonstrates respect for the employees. Employees feel valued, trusted and inspired. Everyone benefits"
But I guess most of these employees are using social media outside of the workplace. May be they arepatanoid as to how management will look at them if particpate fully in the company'ssanctioned social media usage.
That's why in one of my post i asked what is the contextual meaning of the word 'rigorous'. As you rightly noted, a socal media policy has to be more than a document. It has to be developed organically with the full participation of the end users i.e. employees. There is no benefit of developing one with little or no participation from the employees. Then above all it has to be very flexible because socialmeaid as we know it is a fastly changing landscape.
I am also surprised at the trend. I was thinking that with the popularity of social media,one would have thought many enterprises may havecome on board to develop thier own niche socialmedia policy. The question we should deal with now is what is holding them back?
I think it cpmes to down to what we mean by rigorous in ths context. Does it mean a conpany that has map out a detail socialmedia use policy for employees? Does it implies a company that has a very rigid socialmedia use policy that has in many ways restrcitec employees use o it during working hours?
To educate users about its existence and what's in it.
@Alison: Definately yes, I agree with you totally on this. Its becoming more and more important these days to educate people about the usage of social media. Infact my previous company that I worked for that a rigorious 2-day induction program where all the new joinees were instructed about the usage of social media content along with other joining formalities and how it would affect their proceedings while working day-in and day-out in the company.
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