Creating a Social Media Policy

Social media policies used to be few and far between, but it’s now a must-have policy to include in your company’s employee handbook. With so many employees using social media on and off the clock, it’s important to let employees know your expectations. This includes letting employees know when social media usage is appropriate, guidelines regarding content, as well as how social media includes other company policies — such as those related to harassment, discrimination, and retaliation. You also want to make sure your employees understand why a social media policy is necessary.

Key points to include

You’ll want to explain how social media intersects with workplace expectations, covering things like:

• Using social media during work hours and/or on company devices
• How the company’s policies regarding harassment, discrimination, and retaliation apply online
• Keeping company information confidential
• Legal risks associated with social media
• Who to contact if an employee receives a press inquiry via social media

It’s important that your policy outlines the right way to use social media, as well as what employees should do if they become aware of activity that violates the policy. Some things to consider including:

• Posts can be shared with others regardless of privacy settings
• Be honest and accurate when posting; acknowledge and correct mistakes
• Post that individual views are yours only, not the company’s
• How to report violations of this policy

Why it matters

Once you’ve developed the content for your social media policy, reflect on what exactly the policy intends to do. For example, it may enable employees to use social media with peace of mind. If you let your employees know how the policy actually benefits them, they’re less likely to think you’re overstepping your boundaries. After you’ve developed the “why” behind your social media expectations, insert it at the beginning of the policy. You want to START with language that explains the need for such policy.

When providing the rationale for your social media policy, you might start off like this:

Many of you have an active online presence, and we want to be sure you understand our social media policy so that you can post without concern. Because social media can reflect on the organization as a whole, it’s important that you demonstrate the same values and integrity online that we ask of you every day. You should not speak on our behalf without approval, and it’s safe to assume that your posts might be seen by anyone in the organization. These guidelines will help ensure your voice is heard without issue.

What’s trending

Your social media policy is a great place to demonstrate your company’s culture. When you can tie online expectations with company values, your social media policy can actually empower employees to use social media platforms to cultivate what matters to them. A social media policy should not incite anxiety or create apprehension among employees. Instead, it should make employees feel free — and even encouraged — to make their voices heard. With so many forward-thinking companies hiring, a fear-based policy can do more harm than good. #amidoingthisright

Plus, nobody wants to work for an employer with a big-brother-is-watching-you mentality. More than 30 states have laws protecting employees’ off-duty conduct, and the general rule of thumb is to stay out of it unless it poses a clear business risk. Keep in mind that even though you’ve heard stories of employees being fired for social media activity, there are many stories where employees didn’t get fired. The National Labor Relations Board (NLRB) may restrict your right to terminate employees for what they post on social media, so it’s best to tread lightly.

Additional notes

Refer to related policies when possible. This might include referencing the following:

• Policy against Harassment, Discrimination, and Retaliation
• Technology
• Confidentiality or Trade Secrets
• Media Inquiries / Publicity

While you’re perfecting your handbook, check out some other Blissbook content focused on policy creation:

• How to Write Policies & Procedures
• How to Write a Culture-First Employee Handbook