Business

Why Every Business Should Have A Social Media Policy And How To Write Yours

Social media is one of the most controversial topics of today. A simple tweet or post can create huge ripples and social media companies are rather slow to manage all of these situations and to take appropriate action. Nevertheless, when used responsibly, social media is a very popular and beneficial way of communication.

Another issue is that there’s barely any difference between posts created by individuals and those created by representatives of various organisations. This is why all companies need a social media policy to provide their employees with a clear and solid framework for online posting and virtual interactions.

The Definition of a Social Media Policy

A social media policy is a set of guidelines that instruct the members of an organisation on the right way to use social media networks, both personally and professionally.

Social media is evolving at a very fast pace. This is why a good social media policy must be dynamic, in constant change, to keep pace with new developments at any given time. This policy should be subject to reviews at least twice a year.

Besides, you must ensure you train your employees whenever needed, business networking in Surrey is one place to look in order to prevent unwanted behaviour on social media due to a lack of knowledge or awareness. Each and every member of your organisation should know and apply this policy whenever they post on social media. They won’t be able to claim they didn’t know about the rules to follow.

The Importance of Social Media Policies

Here are a few of the ways a good social media policy can help your business and your employees.

  • It makes it easier to maintain a coherent and consistent brand image across all media and marketing channels
  • It helps preventing security breaches
  • It keeps you safe from severe PR crisis situations that can be extremely difficult to manage
  • It enables you to take quick action in the event of a PR crisis or security breach
  • It allows you to be specific about the social media responsibilities of your employees
  • It helps your employees understand and promote the core values and the mission of your organisation, as well as your most important brand messages

What to Include In Your Social Media Policy?

If you don’t have a social media policy, the first thing to do is to ask your HR adviser to send you a suitable template. Also, ask stakeholders, legal teams, and marketing departments for their input on the contents of this policy. In addition, you should decide where to publish this social media policy in order to make it available to all of your employees.

Once you’re done with writing it, launch your social media policy and schedule in-depth presentations and training sessions with all departments. Also, schedule the future reviews of this document so that you don’t overlook this action.

How To Launch Your Social Media Policy?

You must share it with all social media accounts and operators in your company. You need to know who controls and manages what social media accounts, and who is responsible for creating new posts. Include the names and the email addresses of all employees in charge, so that everyone knows how to contact them.

Enforce Strict Security Protocols

You have to know how often to change the passwords of your accounts, and who has access to this information. Also, your employees need to know what to do in the event of a concern escalating beyond their control.

Establish A Crisis Response Framework

One of the roles of such a policy is to help you manage a PR or social media crisis. This action plan should include the key people who are responsible for managing such situations.

Ensure You Comply with The Law

You have to ensure that everyone in your company understands the responsibility that comes with posting on social media. Also, they need to be aware of the implications of any misconduct in relationship with their employer. Many companies ask their employees to post disclaimers stating that their opinions are their own, and they don’t reflect the opinions of their employer.

 

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