In May 2010, a survey of MyJobGroup.co.uk revealed that while 40% of UK workers criticize their employers on social networks, 55 % feel that staff do should be punished. However, only 16% knew that their company disciplinary policies covering problems generated by social networks.
While social networks come without doubt to stay, the question is: what extent can the employer to control the activities of its employees in social networks? And if the negative comments made in the public domain, how should employers respond?
A highly effective business tool
The benefits of social networks are evident. First, they can be a highly effective business tool, and invaluable to promote companies and brands. Can raise the prestige of the company and generate business, in fact, many employees are encouraged to participate in blogs and Twitter, even during working hours. In addition, many young workers literally grew up with Internet, limiting its use would seem restrictive and would prefer not to work for a company that prohibits social networks.
However, if it is true that companies can benefit from using social networks to promote their brands and sites like Twitter, Facebook and LinkedIn and are inseparable from the modern commercial use, the risks of uncontrolled use of social networks are evident. Increased concentration
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all need short breaks during the day, and browse, write blogs and use Twitter is fun. But this makes you lose lose concentration and productivity. Is it really the case?
According to a 2009 study, 70% of office workers use the Internet at work for personal, 9% of these people are more productive than employees who do not use Internet for fun. [1] According to Brent Coker the department of administration and marketing from the University of Melbourne, "short breaks not bother anyone allow the mind to rest and create a greater focus on total net work and hence greater productivity."
So we should use social networks during work hours?
After all, today do not depend on the PC: in working hours can also navigate with smartphones and other devices. The best advice is be sensible. One knows better than anyone. If you know you are easily distracted or hard to stop to chat with friends, just use social networking night. After all, do not spend hours chatting on the phone on your desk at work, right?
private When is an employee's behavior?
In October 2010, Porsche prohibited its employees access to all social networks at work because of fears that foreign intelligence agencies had been communicating with Facebook workers to obtain information. An exaggerated example, but demonstrates our times. How can check if what is published is "adequate" and can discipline employees who break the rules? Can you operate a total ban? And how can monitor what their employees do in their spare time and from their personal computers?
What one writes in the public domain as Facebook is different from what is said in a room with friends, while a private situation, in other words could be repeated a million times, out of context, and put their jobs in jeopardy, not because I have an opinion but for having affected the prestige of the company. In a revolutionary event in February 2011 in the UK, an employee of the Department of Transportation lost a case against two national newspapers who had published tweets where she criticized the government. The Commission on complaints from the press determined that the information posted on Twitter should be considered public, as it can be read by anyone and therefore can be published in the newspapers.
Use common sense
obviously Employees should use common sense, but good advice would be:
- Remember that represents your company
- Never give confidential information: this is a violation of confidentiality
- not criticize management, your colleagues or your company's products
- Do not spread rumors
office - not criticize his employer's customers
- not post silly videos on YouTube office
In other words, do not post anything that could affect the prestige of his employer. As stated Fergal Dowling, a labor law specialist Irwin Mitchell Solicitors, "the abuse of social networks may be grounds for sanctions, including termination of contract, according to the level of abuse and the policies implemented by the company."
a clear limit
However, the reality is that happy employees may disclose confidential information unintentionally. Therefore, companies must protect developing new policies for social networks that cover the access and proper use at work or adding new terms in the privacy policies covering the use of social networks by employees, both private and at work. Until there is legislation to cover these issues, companies will be forced to create their own rules and decide if the negative comments made by employees cause problems serious enough to justify the dismissal or disciplinary action.
meantime, accept that social networks are a good thing and here to stay, take a good policy to use social networks, and make sure your employees understand that no company's interest that will lose business.
Source: HP SMEs
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