Latest in the Section
- Happy World Internet Day
- Social Employee Engagement
- Paid Media: ¿Can’t buy me love?
- In search of the 'Top of mind' through the contents
- Peter Mark: "If you want to change the world, change the way you buy"
- Creative Territory sitting on pink armchair in the # TcDesayunos
- Whip or culture?? The art of motivating a team
- Social TV, fashion or reality?
- Trends: Is the 'Showrooming' unstoppable?
- Tips and tricks to save and make ends meet come alive
Popular in the Section
- Loans Junta de Andalucia
- I need $ 3,000
- 2010: the year of Facebook
- Euribor 2010
- Ambush Marketing: Ethics VS. Effectiveness
- Caja Murcia, Caja Granada, Sa Nostra, Caixa Penedes perform a cold fusion
- Measure and Analyze: Find the ideal KPI
- Forecast Euribor July 2010
- A bad example of Social Media: Chase Community Giving
- Holy Week 2011
|World & Business - Marketing|
|Wednesday, 25 July 2012 10:11|
Many companies and other organizations have openly raised doubts and reservations at the time to implement and manage the use of social media, in particular, its employees, as long as the generalization in the use of these tools raises old fears related to the implications that such use can have on worker productivity, as well as with respect to possible leaks of inside information from the company itself, for instance.
Indeed, over this last period we have seen different problems and disputes involving employees, for example, have been misused and irresponsible of the tools the company offers provided to facilitate performance and optimize the performance of work duties ( critical to the policy of the company or any of its officers, compromising pictures during working hours, etc..), or cases where an employee creates a profile on social networks using the company signs identifying to which he belongs, or even controversies having to do with the fact that any of its employees express openly on platforms such as Linkedin or personal blogs, their desire and willingness to change jobs.
The analysis of these situations is usually done from the perspective of labor law, in particular the provisions of its own Workers' Statute , Article 5 ("basic job duties of employees") refers to the duty " meet the specific obligations of his job, according to the rules of good faith and diligence ". In this editorial concluded that there is an inherent responsibility of the employee to the performance of their duties, which reaches to your use of the Internet and social media inside and outside the company, whose violation may justify the merits of the decision employer to terminate the employment relationship, as they have been stating our courts .
Faced with such risks, some organizations have chosen to restrict or even prevent, the use of social media during working hours (ie. blocking access to social networks), based on the risk that employees can be seen as partners Valid company when expressing a personal opinion, which could be construed as an official position of the company when in fact it is not.
That policy, however, has proved effective, because in most cases employees have personal terminals through which they can access the Internet, whose use ban would be difficult to justify.
From there take the position that force, compared to the restrictive policies, defends the idea of working with the aim of achieving a proper business culture, grounded in employee education and awareness about the consequences for the organization individual use of social media, and with the support of specific professional to help us better manage the use of social media by the company, such as the Community Manager or Social Media Manager .
In this sense, more and more companies have begun to develop specific internal rules (in the form of codes of good behavior or protocols) in establishing a number of indications and limitations on the use of social media by employees, in order that such use suits the company's internal policy and achieving thus a balance between the inevitable use of new technologies within the organization, diligence and responsibility by all members.
One example is the publication of a guide on the use of Social Media for employees of the European Commission , aiming to regulate the proper use of social media that boasts a member of an organization as indicated, and where the boundary between what is meant by personal and professional use may not always be made clear by the recipients of the information published in those with the risks involved in this case.
The principles underlying the internal rules are those of objectivity, impartiality, loyalty, discretion and caution, and although they are simple and even obvious, does not make them unimportant. Along with those, develop a series of internal and specific rules imposed by the agency (staff Regulations and Code of Good Administrative Behaviour) which the employee expressly agrees at the time of admission.
In any case, even though the logic of any of these rules, we can model to suit any guidelines or standards of conduct we want to develop and implement within our company or organization, a fact that we offer legal certainty for the organization, and clarity for employees, most of which use, if they do not already, social media.