By design, social media platforms encourage a culture of sharing, which if you think about it, isn’t a bad thing for business.

Introducing your organization’s core values and creating opportunities to share them inside and outside of the organization will help to do more than just polish your reputation – it creates new ideas and opens up new opportunities.  The key is to empower employees with ongoing social media training, tools, and information (e.g., social media policy) trusting that what is said and done online will be a plus for your organization.

An organization should aim to build business relationships built on trust, reliability, honesty & integrity. A forward focused organization (for profit & not for profit) must have an online presence and it must also understand the importance of using social media to share and reflect who they are.

Decision Makers set the tone; their actions reflect the culture and the collective mindset of their organization. This means decision makers must seriously consider how their statements and steps could be interpreted and… they must make every effort to maintain the trust and integrity present in their organization. Whoever does the hiring – Human Resource Professional, Manager, or Owner – must be mindful of how the hiring process is handled, from start to finish.

If decision makers want to build trust with their employees and recruitment candidates, they should shy away from asking for social media passwords.  Doing so leads to ethical and legal issues, which could do more harm than good to their reputation. Instead, organizations can:

  1. Make sure their social media policy is mentioned and discussed on an ongoing basis and is available online, shared via email and is in print for their employees (potential employees).
  2. Inform employees and recruitment candidates that sharing all of their social media account URL’s will help the organization remain aware of their online reputation.
  3. Use a social media monitoring tool to remain aware of where and how employees engage in conversations online.
  4. Develop new positions or a social media compliance team who will provide ongoing social media education, monitoring and training.

Trust is the glue that keeps every relationship together –

without trust, relationships are doomed.

Although employers and recruiters have the right to implement new ways to protect their reputation, decision makers must learn best practices for using and monitoring social media in the digital age. Every organization must have people in place who understand and are willing to learn how to navigate the sea of new media platforms in a way that does not increase their liabilities.

The best employers often invest in trust building activities to nurture a solid organizational culture. Organizations must understand… if they introduce behaviors that do not reflect trust, they place their reputations on a slippery (social media) slope.

What are your thoughts?

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