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Social Media in the Workforce...Enhancement or Interruption?

Guest post by: Jennifer Loftus

Article Overview: Blogging, LinkedIn, Facebook, Twitter. These are various forms of social media that have infiltrated lives across the globe and have also entered many organizations’ workspaces. This technology is changing the way workers interact with each other. As great as a gift social media has been for some organizations, there is also criticism over its usage. In light of the pros and cons of social media, organizations worldwide have to decide whether social media will hinder or support their organizational cultures.

Social Media in the Workforce...Enhancement or Interruption?

Two major benefits to introducing social media into the workforce are enhanced communications and advancing of collaboration. For instance, some organizations have used blogs to address organizational rumors, promote extracurricular activities, release new information to employees and customers / clients, and promote the organization’s culture. For example, the online shoe retailer Zappos has been using Twitter successfully to connect with its consumers. CEO Tony Hsieh – keynote speaker at this year’s national SHRM Conference – has 1,849,279 followers on his Twitter account (@Zappos) as of October 16, 2011. In addition, over 450 employees currently use Twitter in conjunction with the company. Consumers rave about how they appreciate the consumer-focused attitude the company promotes through its use of social media. In addition to sharing information, social media usage has enhanced employee collaboration.

Naturally, there are some concerns over how much is too much when it comes to organizational usage of such media tools. Examples include Tesco shutting down an unofficial Facebook group called ‘Tesco Employees Could Rule the World’ due to a growing number of unflattering comments being made about customers; Virgin Atlantic’s unofficial Facebook page being pulled due to unsavory comments made about flight safety and customers; and even the Australian state correctional institution dealing with a Facebook group where members made critical posts involving management waste and the Commissioner. Such examples lead many to fear introducing any type of social media into an organization, thereby eliminating possible future problems.

Unfortunately, by doing so, organizations miss the opportunity of heightened communication flow between workers, as well as opening the door for a more cohesive environment. These benefits may help an organization in the long-term and shouldn’t be overlooked. The key is to strike a happy medium.

Creating a social networking policy may be the solution for wearisome executives wanting the benefits of involving an organization with social media while eliminating possible problems. Make such a policy simple, yet underline the basic restrictions. Start off by defining what social networking is to the organization. Identify clearly what the organization’s philosophy is and note that if an employee decides to use social media in conjunction with the organization, the employee must uphold the organization’s philosophy. Set clear guidelines on what is deemed appropriate, and what is of priority in regards to an employee’s use of social networking with his / her work. It is also highly important to explain to employees what disciplinary actions will be taken if employees do not adhere to the guidelines.

Part of growth for an organization includes a willingness to try new ventures. As hesitant as some may be regarding the use of social media within an organizational context, it cannot be denied that social media’s presence is growing. Although there may be some drawbacks to using social media, the benefits make it worth the try.

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Article Tags: HR Social Media, Social Media, Social Media and Human Resources, Social Media in the Workplace



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