Resources: Cyber Data

Social Media Use Policy

Everywhere you turn today you will find social media. People taking selfies at the grocery store, responding to Instagram while walking down the street and of course checking Facebook while clocked-in at work. What do you do when social media use gets out of hand in the workplace? It can seem like a never-ending battle with employees, but it doesn’t have to be that way.

Before you go any further, draft up a social media use policy. This will save you headaches and possible litigation. Employees can agree to it and follow it or they can find work elsewhere. Sounds harsh, I know, but your business’s reputation is not worth Mary’s selfie. Don’t get me wrong, the policy doesn’t have to be rigid and forceful. Your employees are adults and can handle responsibility. Similar to a job description, policies allow for clarification and accountability, which is great for both employer and employee.

To create a social media use policy, start by splitting the policy between company official accounts and personal accounts. For company official accounts, clearly articulate your brand as well as how you want it perceived, so that the message is consistent across all platforms, no matter who posts or comments. Talk about confidentiality and what company info can or cannot be shared. This can be similar to the non-disclosure you had your employees sign when they got hired.

For personal accounts, explain what they’re allowed to divulge about the company. For example, posting identifiable client information without the client’s permission is a major no-no. Badmouthing the customers is clearly out, as well as complaints about employees or managers that should be brought to HR. Basically, the employee is responsible for what is posted and should be cognizant of who may be reading. For anyone that uses their personal account for company business (i.e. connecting with customers or sharing marketing materials), set clear expectations of what can and should be listed on their account. For example, it’s an employee’s prerogative to have a side-gig as an underwear model on the weekend; but perhaps it’s not the best idea to have that individual representing your company using social media pages filled with scantily clad photos. You probably have other more conservative options, or you can encourage that employee to develop different social media accounts to represent your company.

For both personal and company accounts, outline the potential consequences for not following these guidelines. Ensure these are clear and concise to avoid loopholes that can be quickly manipulated.

Perhaps even more importantly, spell out clearly defined roles and responsibilities. Figure out who will have access to the company’s social media. You can harness the power of social media for your benefit if you play it smart. Your marketing team will need it, well, to market. Sales can keep in touch with prospects or members easily and it gives all parties confirmation that you care. Beyond that, you may want to give your receptionist or office manager access in order to help with customer service on different platforms. Clearly articulate expectations for each role so that you don’t end up with customer service professionals trying to market, and marketing selling things that the service team can’t deliver. With clear roles, you’ll also know when each team member will jump in to field an interaction from a customer or prospect without overwhelming them or leaving them hanging.

As you develop your policy, keep a few things in mind. Don’t discourage use, and ensure the language of the document sounds positive. Employees will get upset with a big change to their routine, particularly if they perceive it as restrictive or negative. Also, be transparent on why you’re creating a policy. Let them know if productivity has been negatively affected through social media use, and be clear with them about the potential security risks you are trying to avoid. Finally, explain how a policy keeps everyone honest and accountable. As long as you are transparent about the new policy, implementing it shouldn’t be a huge issue. If you have employees assist you drafting this document, that’s even better. They become part of the change and not steamrolled by it.

Cloud Etiquette 101

Horrible house guests — we’ve all had them. Whether it’s that annoying family member that overstays their welcome or that old college buddy that leaves beer cans and potato chip crumbs all over your couch, if you thought that was bad etiquette, you’ve yet to see the worst.

Imagine coming into the office and finding that your current work has gone missing, your valuable data has been completely disorganized and all your important files have been put in the trash. What would you do? I’m not referring to your paper trail, I am talking about what most businesses today share – the cloud.

Cloud computing, particularly file-sharing, has its own essential and unwritten code of ethics. No one appreciates an ill-mannered cloud partner. For those reasons, we have put together a few etiquette tips to help you not overstay your welcome when utilizing the cloud.

Rule #1: Make Your Names Clear and Concise. Be as specific as possible when naming a file or a folder so that everyone sharing it has a good idea of the contents without having to dig into the file itself. When you’re creating sharable folders, name them for the project rather than the people involved, so your colleagues don’t end up with a bunch of folders in their repository all carrying their name. Consider creating a specific file-naming convention that your business uses and make sure every employee understands it to avoid any confusion.

Rule #2: Ask Before You Delete! When deleting from the cloud, the files aren’t just deleted from your computer – they’re deleted from everyone’s computer sharing that file. Make sure to never delete files or folders without asking. Better yet, don’t delete anything that you didn’t create yourself. You may think that you’re clearing up some extra clutter, while in reality you’ve just killed the report your officemate has spent hours creating. If you do happen to delete something you shouldn’t, you typically have about 30 days (depending on software) to recover the file. After that, you’re on your own to deal with the missing data and any angry glances your coworkers shoot your way.

Rule #3: Size Matters. Be aware of the size of your files. Don’t add a massive 3 GB mega-file that’s going to take up all of that folder’s storage space. Bear in mind that just because you have unlimited storage does not mean everyone you’re working with does. Also, be sure to keep your data organized to avoid annoying others with unnecessary clutter. Do you have a habit of creating and sharing a bunch of notes that lead to a final project? Go ahead and delete those notes after the project’s completion, but only if you created them. See Rule #2.

Rule #4: Create Clear Permission Protocols. Not everyone in your office should have access to every file. Make sure you have clear rules when it involves sharing. File-sharing willy-nilly is akin to a house guest just handing out all of your clothes to your neighbors with no documentation about who they went to and if they’ll ever be returned. When in doubt, don’t share unless you’re the owner of a folder or file.

Rule #5: Maintain Accountability. Cloud computing works best when there is accountability. Sometimes there will be many individuals working out of the same project. It is important to keep track of who is working on which file and when, so you don’t end up with a bunch of overlapping edits or changes that you have to sort out later. Clarify out who is responsible for final updates and ultimately responsible for the files themselves.

Working together is the only way we can make #thecloud a better place. Don’t be the person no one wants to share their cloud with. Simply follow these simple etiquette tips.