Original source:
The Sad State of Social Media Privacy [Infographic], MDG Advertising
The relationship between social media and privacy has long been a controversial one, but with recent privacy breaches, ever-changing privacy settings and an overall increase in the things we share in social media, there is now renewed attention to the troublesome topic. To shed some light on where consumers stand on social media privacy issues, MDG Advertising created an enlightening infographic that shows consumers’ levels of trust, feelings of control, and attitudes toward online privacy and protection. It also offers insight on what consumers ultimately want in terms of social media and privacy. With consumers becoming more and more concerned about protecting their privacy in the social media era, social networks must make privacy a priority in order to keep consumers as fans and followers. Read the full post >>
For once in my life I’m skeptical. And for you die-hard Pinterest fans, I hope you’ll bear with me as I explain my current disinterest in Pinterest.
I can’t get my sister-in-law to interact with me on Facebook. But she freaking LOVES Pinterest. And has been trying to get me to use it for a couple of months. And given the recent chatter on Social Media Today, I finally broke down this past Saturday and joined using my Facebook account to establish my Pinterest profile. Read the full post >>
Source:
Association of Corporate Counsel,
Mary E. Windham, Labor & Employment attorney, Womble Carlyle Sandridge & Rice
Though the National Labor Relations Act has been around since the 1930s, its recent application to a relatively new sphere of activity, the virtual world of social media, has created a host of uncertainties. Are employees’ posts about their workplaces and colleagues on Facebook, Twitter, and other social media protected speech, or the stuff that may rightfully subject employees to discipline for violation of company policy prohibiting disparagement, discrimination, or defamation? Though the National Labor Relations Board (“NLRB”) has yet to issue a decision on social media policy, over the last nine months it has aggressively publicized complaints and settlements in connection with cases involving employer rules concerning social media use and employee discipline. Employers – both unionized and non-unionized – should review their social media policies and enforcement practices. In the midst of ongoing controversies and the continuing explosion of online social networks, employers should consider the following: Read the full post >>
As we have adopted social media into our organizations, we’ve seen many instances where it has become necessary to discipline employees because of their behavior on social networking sites due to the negative light that behavior has shed on a company. It goes without saying that because of these behaviors, companies have scrambled to draft social media policies to minimize these occurrences and to manage employee performance overall. In many circumstances, actions and policies are put into place to protect the employee as much as the company.
But aside from social behavior, social feedback is another component of social media that is becoming a growing trend in its impact on performance management – using the comments and / or criticisms a company receives on social networking sites to manage performance. Read the full post >>
I recently came across this article and thought I would repost it here. It provides unbelievable depth and expert advice on how to structure an effective social media policy, making it an excellent resource for individuals creating a social media policy within your own organization.
Creating a policy about blogging and social networking offers a chance to minimize the risks for employers, says attorney Thomas Deer. It makes employees aware of their employers’ position on the use of social media, and it provides a reference point if it is necessary to take adverse action against someone for their online activity. Read the full post >>
I’m researching for my upcoming presentation at the Conference Board’s “Social Media and HR” conference, and I came across this great post. I thought I would share it here. If you plan on attending the Social Media and HR conference, please let me know! I’d love to connect in person.
Enterprise social networking tools heighten business collaboration, but they also introduce new risks and challenges. In the absence of an aggressive, risk-based approach to HR and compliance regulations, business social networking tools – whether private or public – could put your enterprise in jeopardy. Read the full post >>
It could almost read like a personals ad: mature, rules-oriented, ethical and upright professional seeks partner who is strong, law-abiding and willing to offer support in times of hard labor.
Many companies are still struggling to find the perfect match between workplace guidelines and legal precedence — and how far social media policies can extend outside of the traditional four walls. What was seen as the opportunity to create legal precedence — or at the very least clarity — regarding this, was the highly watched case of Souza vs AMR. Read the full post >>
Original Post: 6 terrific examples of social media policies for employees, By Dallas Lawrence
Smart companies stress education, transparency, legal liability, and company goals and values
In 2009, 8 percent of American companies reported that their online reputation had been damaged by employees’ social media activity. Needless to say, employers are quickly realizing the importance of harnessing their employees’ social media use. In response, 29 percent of American companies have developed formal social media policies for their employees.
Policies vary in length and specifics, but the most important result is that your employees understand the power and consequences of social media participation. When employees are properly trained and provided with engagement guidelines, companies avoid online controversy and leverage employees as genuine brand ambassadors in the online space. Read the full post >>
Whether it be Facebook’s lack of support for privacy, Google’s invasion of our privacy, or our individual inability to realize we no longer have any privacy… Privacy is a huge topic right now. I argue, though, that it’s not just privacy that is failing us. It’s also our inability to apply good ole common sense.
The latest story regarding an employee who got fired for her Facebook update and the ensuing outrage from her supporters really got me to thinking…If I were sitting at a table telling my friends how much I hated my job and criticized the people with whom I work, and my boss was sitting at the next table overhearing the entire conversation… would I get fired? Probably not. But at the very least, my credibility, reputation and career path would be severely damaged. And my common sense would tell me that it’s probably time to start job searching. Read the full post >>
Original Post: Ten Golden Rules for Building Your Personal Brand, By Jay Berkowitz Read the full post >>
- Be Your Own Brand Manager – What can you do to improve, package and market your skills for future opportunities in your present company, or for future career goals? My friend Andrea Nirenberg, author of Nonstop Networking said in a recent interview on the 10 Golden Rules podcast “If you were in the grocery store of life, why would somebody pick you up off the shelf? Are you new and improved, repackaged, what are you doing to get the competitive edge?” Is there a course you can take to achieve a new accreditation? How can you use self-study books and learning online through blogs and podcasts? What is your plan to branding your business online? How are you going to take it to the next level? Set specific, measurable goals for yourself. For example: ‘I will revise my resume and online postings by February’ or ‘I will launch a personal blog by the end of the month’.
You Need a Social Networking Policy Now
