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Social Media During Work
[Name of the Writer]
[Name of the Institution]
Social Media During Work
Discussion
Detrimental Consequences of Personal Social Media at Workplace
Despite the advantages, the usage of social media minimizes the productivity of employees in the workplace. It is imperative to deal with social media issues through a profound policy and strict implementation. The sensitive information can be stolen or outsourced by employees on social networking sites. There exist a numerous amount of potential threats and the key is to explore a viable solution. First, bullying and harassment is a common issue that may arise because of the employees' access to social media in the workplace. Irrefutably, the employer can never the staff from making accounts on social sites. The onus relies on the stakeholders to explicitly convey that bullying will never be tolerated and may result in termination. Devise a code of conduct to highlight the duty of care obliged on each employee.
Lack of Productivity
Employees inclined toward persistently checking tweets, refreshing Facebook and spending time on watching Instagram stories can never deliver their best. A study conducted by Harvard Business Review reveals that employees using social media are likely to locate connections for a new job ("How Americans Use Social Media at Work | Pew Research Center," 2016). To limit the usage, access to social networking sites ought to be blocked on systems. Certain workers require the need to use social networking sites to conduct their operations. For them, parameters should be established as answering customers queries, cataloging consumer chatter or scheduling corporate content.
Damage to Employer's Repute
In the contemporary era of digital dominance, employees reveal their stress and agitation on social networking platforms. When a worker is scolded by the boss, he may advance to post about it on the social site and abash the boss. A stringent policy is imperative to be formulated. The restriction will permit the employer to take action against a breach. Besides, it should be noted that disparaging comments aimed at maligning the organization should be treated the same way.
Social Media Pertinent to Work
Social networking sites have become the hub of job recruitment. For instance, competitors can target employees through a potential campaign on social media. Since employees cannot be prevented physically from being recruited by the competitor, a post-termination restriction on work is necessary ("Social media in the workplace," 2013). In the case a breach is made, restrictions can permit the employer to sue workers for financial damages caused by their actions. These steps can curb the motives of competitors and further preventive employees from seeking job opportunities on social networking sites at the workplace.
Keeping Password Secure
When employees are required to post on the social media sites of the company during their job, a strict check needs to be ensured on the confidentiality including password and username. For instance, employees cannot reveal the access details to anyone. Personal views and beliefs should also be discouraged to maintain a professional decorum on the company's social media network (Herlle & Astray-Canada, n.d.). None can shun the provision of slight entertainment on the company's social networking site but it should be limited to a defined extent.
Conclusion
Limiting employees time on social networking sites is paramount to maximize their potential and output for the company. A wide range of business communication instruments is used by companies to separate home and workplace. Negligence toward the issue may cause detrimental consequences for the employees' reputation, retention of workers and safety of confidential data. The onus lies on the stakeholders to formulate profound policies and ensuring a strict implementation on them. Moreover, workers may misuse the time allocated for posting on social working sites as a part of their job. Scrutinizing their work and limiting access to certain sites can prove productive.
References
Herlle, M., & Astray-Caneda, V. (n.d.). The Impact of Social Media in the Workplace. 7.
How Americans Use Social Media at Work | Pew Research Center. (2016, June 22). Retrieved August 5, 2019, from https://www.pewinternet.org/2016/06/22/social-media-and-the-workplace/
Social media in the workplace: Research roundup. (2013, April 11). Retrieved August 5, 2019, from Journalist's Resource website: https://journalistsresource.org/studies/society/social-media/social-media-workplace-research-roundup/
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