Online brand reputation is critical to the lasting success of any organization. However, it’s not just the messages posted online by your company that factor into your status ─ content shared on the personal accounts of your employees is also very important.
As a part of your company, the online behavior of your team members serves as a direct reflection of your organization. All it takes is one poorly chosen post that goes viral to severely damage your reputation. It’s easy to forget that all social media profiles are public, unless proper privacy settings are put in place, meaning anyone can see everything shared by your employees.
3 Tactics to Manage Employees’ Social Media Presence
Need a little help getting your team’s online presence under control? Employ the following three techniques to ensure their posts won’t damage your reputation:
Create a Social Media Policy
You can’t expect your team members to adhere to certain standards if you don’t have a written social media policy they can reference. Establish clear guidelines for acceptable vs. unacceptable posts, giving staffers a solid understanding of what they can and cannot post online ─ both personally and professionally.
Periodically Monitor Public Accounts
Unfortunately, may employees like to test the waters or assume you’ll never check to ensure they’re following the rules. Therefore you’ll need to intermittently review your team’s social media posts to ensure they’re abiding by the guidelines set in your social media policy.
Set Consequences for Violations
It’s fair to issue a warning to staffers who fail to follow the rules once or twice, but make it clear that continued non-cooperation will not be tolerated. Set punishments for those who repeatedly violate your social media policy and follow through to make it clear you’re serious about obeying the rules.
It may appear overly cautious to govern your employees’ personal social media accounts, but it’s not. There’s no such thing as being too careful when the reputation of your organization is at stake.
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