In the days before social media (yes, I can remember that far back) we used to recruit experienced salesmen on the basis of the network of contacts they had built up within the industry into which they were selling.
If a salesman (or woman) took a client out for lunch, or took an afternoon out to play golf with thme, we'd applaud their initiative in building up important relationships which could support future sales activity.
I often find that I need to make contact with others when I need to draw on their experience in areas where I don't have all the answers. The people I would contact first are those with whom I have some relationship and who know something about the topic I'm researching.
I would instinctively turn to LinkedIn rather than Facebook to trace those contacts, but that's personal preference as much as anything.
Friendships (or professional networks) are the oil that helps the world go round.
Increasingly, the old distinctions between work and non-work relationships have broken down, which is why so many organisations choose to have thier corporate profile on Facebook, Linked In, Twitter, etc, etc
We used to take people to task for time wasting (e.g. excessive personal phone calls) without the need either for a policy or monitoring systems.
I'd encourage organisation to see social networking as an asset not a liability.
Besides, the world is changing and you may have about as much sucess in turning back the tide as did King Canute.
I think that social networking in the work place is an advantage. 1. if you block access, you'll just be seen as an organisation that doesnt keep its clients happy (all work and no play..) 2. if you dont block access, I would put in a social media policy into your handbook that states excessive use will cause disciplinary. That way, your giving a bit back to your employees. why not? they work their proverbial backsides off for you and you give them nothing back? they wont like you, and motivation in the company will decrease. don't cut your nose off to spite your face i say, everything in moderation.
Natalie Newton
www.ehrp.co.uk
What are the legal implications of allowing your employees to use all types of recording devices in various meetings?
Can you ban your employees of posting recordings on YouTube, especially if they haven't sought permission in advance ?
This is becoming an increasing problem especially with regards to employee relation situations.
I know social media is part of our everyday life and I read with interest the creation of a social media policy.
Could someone shed light on such policies?
<p>We have no problem with staff using Facebook here if they are on breaks, lunch etc. Getting our staff to talk about the business on Facebook can only be a good thing and generate 'buzz' about what we are doing.</p>
<p><a href="http://www.printdesigns.com" title="Printdesigns Limited">Printdesigns Limited</a></p>
Sorry apologies for my formatting on the above post. The signature was intended to be our web address www.printdesigns.com
@ Andrea. Recordings made in work meetings will be copyright protected, and the copyright is owned by the company. Thus the employee cannot distribute this as they please without the permission of the company.
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