social media policies #fvims

#FVIMS

FoxValleyIMSummit.com

Sally Rutledge Ott, ACE, NFPC

All Rights Reserved@Sally Rutledge-Ott

#FVIMS


1. Self Preservation! 2. Control of Your Brand 3. Strategically Planning Your Online Presence

4. Minimize Your Risk of Potential Anti-Trust Violations or Other Industry-Specific Violations. Know Your Industry Regulations!


#FVIMS


“I hate my job at ABC Company. My boss is a pervert. My co-workers stink. I have to do all the work. Don’t shop there tomorrow. Our sale price is crap?”

“I don’t make enough money to put up with all the bulls$*t at my job! My boss is so damn cheap and so greedy”

“My stupid boss just took the office Holiday party to a whole new level! Thankful his wife was not there! He’s such a loser.”

“Don’t shop DEF store. Boycott it! Our store is so much better and we will open an hour earlier than DEF! Hell, I’ll buy the donuts and coffee! I work 9-4.”

“My boss is such a scumbag. My paycheck bounced last week…YES, BOUNCED”

“Not for profit my ass! You should see what my boss makes a year. God. Donate your hard earned money some place else!”


#FVIMS


You really can’t tell your employees what not to say, but you especially can’t tell them what they should say. If there are things you don’t want your employees discussing online, they probably shouldn’t be discussing them anywhere. In that case, you should have them sign a CONFIDENTIALITY STATEMENT or a NON-DISCLOSURE AGREEMENT. Online conversation, like any other conversation, should be covered in those documents. You may want to point out via employer/employee discussion and in your Employee Handbook that individuals cannot speak on behalf of the company without authorization, and that if they engage in unsavory behavior online, such as bullying, you will no longer be interested in employing them.

If you work in a highly regulated industry, you may also want to do your employees a favor and give them guidelines on the regulations that will affect their personal social media life.

The best and most effective option is to hire great people who are passionate about your message and will become excellent brand diplomats by default. If they’re not excited to come to work and talk about what they’re doing in a positive light, are they really the right for your company?


#FVIMS


2. Be Specific. Do not assume your employees will understand your language. Use a friendly tone.

3. Keep “personal” out of it! This is about your business or your not-for-profit. Nothing more.

4. Use or create a style guide. Specific language to be used to keep your brand pure.

1. Begin with your Mission Statement or business policy statement.

5. Put Roles & Responsibilities – who does what, when and how. Be clear.

6. Know Your Regulations. Businesses such as casinos, insurance, legal and health care have specific regulations to follow. Know them or find out what they are. Stay within their guidelines to avoid legal issues later.

7. Appropriate Actions. Weird crap happens on social media! Work out ahead of time what action you will take if once the policy has been signed by each employee it gets violated.

8. Best Practices. Every business has them. Should each employee sign off on their own posting? Perhaps, if that employee understands the rules and regulations. It makes it more personal to do it that way.

9. This isn’t a “for your eyes only” type of policy! Write it, re-write it and have it reviewed by a trusted employee. Do they understand it? Did you forget something?

10. Execution. Who should sign it? Employees/Staff, Board (yes, Board of Directors if you have one), Agencies (who you hire or partner with), and Outsources (if you hire a pro to do your postings).


#FVIMS


Sally Rutledge Ott, ACE, NFPC [email protected]

815 | 378 | 7841


social media policies #fvims

Social Media