Perspectives on Managing Employees on Social Media #TNSHRM14

This morning the social media team and I went to a presentation on social media “hazards” presented at the TNSHRM conference. I had high hopes for the session covering some of the important concepts to understand. as an HR professional. Unfortunately, the speaker took approximately 99% of the time talking about how social media is a dangerous thing for HR and recruiting professionals.

In the presentation that the social media team and I are doing, we plan to mention that yes, there are potential pitfalls; however, there are also great gains to be had by participating in social media. I think it says a lot about your leadership practices by what you do or don’t allow employees to say.

More importantly, if your company is terrified of what people are going to be saying on social networking sites, then that’s a bigger problem than just social media. Here are two short videos from others on the team discussing their thoughts on this topic and what companies should do instead of following the standard lawyer advice of “stay away at all costs.”

Dave Ryan

@DaveTheHRCzar

Melissa Fairman

@HRRemix

Lyn Hoyt

My good friend Lyn Hoyt talked about this topic a while back in relation to another edition of the TNSHRM state conference.

But, the lawyer’s presentation did not start out as well as it ended. The round table began with the pitch. It was a power point talking about the ‘why you should have a social media policy.’ It was based in fear as the motivator to take action and illustrated with a sewer pipe. Yep. You heard right. A sewer pipe photo illustrating that the information flowing through social media is nothing more than $%*#. And then a picture of a manure spreader popped up illustrating how this sewer of information spreads. To me it illustrated the uphill perception battle that there is nothing of value being published through social media. They see it as a pure social, entertainment and marketing tool. It is a waist of time, not a business tool. Big mistake.

After the lawyer finished, many of the questions revolved around Labor Board and protected conversation. Then I introduced myself as the Social Media Outreach VP at Middle Tennessee SHRM. I immediately told him I did not share his view that all social media was a sewer pipe. He was a bit embarrassed. I asked if he tweeted or was on Facebook. He did not. So I respectfully asked that I hoped he or someone in his office would be involved in social media as a way to best advise their clients. Because policy should not only address negative outcomes but educate on positive practices. I specifically addresses a point in their policy that tells management not to friend employees on Facebook. I asked why? And told him managers should be trained to engage employees at all levels in order to foster communication. source

And finally, one of the things I have said for five years is this: if you are afraid to use social media, don’t do it. But just know that if I’m in the same industry, my company will eat your lunch, because we are not afraid to find the good candidates, engage our employees, and build our brand using social tools.

Look for more great content coming from the TNSHRM state conference this week!

3 thoughts on “Perspectives on Managing Employees on Social Media #TNSHRM14

  1. Nice work Ben, as I stated in the video if you are afraid of social media you should use caution. One thing an employer could consider is to buy excessive amounts of Employment Practice Liability Insurance to cover for all of the wrong doings you have going on.

  2. I love this: “And finally, one of the things I have said for five years is this: if you are afraid to use social media, don’t do it. But just know that if I’m in the same industry, my company will eat your lunch, because we are not afraid to find the good candidates, engage our employees, and build our brand using social tools.”

  3. Pingback: #TNSHRM14 - HR reMix

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