Some of our past posts have stressed that it’s a good idea for you to improve employee engagement and other people practices in your organization by adding a formal social media policy. Reasons for taking this step include enhancing your ability to engage both existing and potential customers as well as promoting better cross-generational communication among your workforce and avoiding employee litigation.
But what does a comprehensive and effective social media policy look like? Dr. Sarah Elaine Eaton of Eaton International Consulting shed a lot of light on this last week in a post for Social Media Today. Based on her review of over 150 such policies for a wide range of firms, including both for- and not-for-profits, she shared 16 dimensions in a “lessons learned” context.
What I find especially noteworthy about a number of Eaton’s policy considerations is how they align with thebuilding blocks of a Winning Workplace. For instance:
- “Encourage honesty and transparency” and “Respect others” promote Trust, Respect and Fairness
- “Encourage a conversational tone” and “Seek permission and ask for help” promote Open Communications and Learning and Development
- “Discourage disputes” promotes Teamwork and Involvement
- “Time allocation” promotes Work/Life Balance
As our research and that of others who study highly productive workplace cultures show, to the extent that companies can reinforce great-workplace characteristics in their policies and procedures, they tend to enjoy better business results as they inform, enrich, and empower their people. Eaton’s social media policy framework is one example of this phenomenon in action.
Related: We recently shared this video by social media marketing expert Laura Roeder on our Facebook page, in which she argues that you will best engage existing and potential customers (and convert that engagement to sales) by turning to current employees. This approach, of course, hinges on having in place a useful social media policy.