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Blurred lines: Social media and employees, where do you stand?

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There are currently more than 14 million active social media users in Australia and with this figure on the rise, so are the instances of an individual’s online indiscretions affecting their professional lives and the reputation of their employer.

Social media dismissal cases are becoming increasingly common. A decision handed down by the Employment Appeals Tribunal in the UK last month upheld the dismissal of a British Waterways Board employee for inappropriate posts on Facebook.

The employee was dismissed for gross misconduct due to unsavoury and derogatory comments he posted on his personal Facebook page. Some comments revealed he had consumed alcohol while on a standby shift.  When on standby, employees of the British Waterways Board are prohibited from drinking alcohol.  The employee also made disparaging remarks on Facebook about his workplace and supervisors.

So, closer to home, what can we learn from this case and how does social media affect Australian organisations as employers?

Earlier this year, Australian logistics company Linfox was ordered to restore pay to an employee, whom it had sacked for making inappropriate comments about managers on Facebook. It was found the dismissal was harsh and unreasonable because the employer had not communicated its social media expectations to the worker.

Implementing a social media policy for employees is one tool to not only prevent unwanted social media posts from employees, but also to impose professional penalties when a worker acts outside of the communicated guidelines.

Further to communicating with employees it may be considered to ask employees to sign a social media policy agreement upon commencement with an organisation to minimise the risk of your company being misrepresented online.

Organisations may also consider training staff in the use of social media etiquette. Explaining the differences between private and public online comments and personal and professional social media expectations can prevent Facebook faux pas for both the individual and employer.

Managing Director of recruitment marketing specialists Employment Office, Tudor Marsden-Huggins, says the lines are becoming increasingly blurred between online and offline worlds and organisations must take action to ensure employees represent their company appropriately in all circumstances.

“Employers need to keep a handle on their image across all mediums, including social media.  Disparaging remarks about an organisation, particularly when they come from an employee can be incredibly damaging for a brand,” he said.

“We’re now in a landscape where employees are part of a very tech-savvy generation and are engaging with peers on multiple online platforms.  Employers need to be on the front foot and have clear policies in place to make employees think before they post.

“Each workplace must be considered on a case by case basis, but the key is education.  If employees are forewarned and educated about what is expected of them, the risks will be mitigated significantly,” Marsden-Huggins said.

How to Get an Applicant Excited About the Workplace

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One of the biggest mistakes companies make is assuming that an employee should want to work for them. Far too many organisations seem to feel that the employee is lucky to be employed. But every applicant, no matter how talented or the position that they are taking over, needs to be excited about working for you.

Why This Excitement is Important

From the interview to the time they start work, you need your applicants to want to work for you more than anyone else. This is because:

  • Some Are Deciding – Top talents usually have more than one offer. You need to be their top choice.
  • Some Are Motivated – Even those that have no other offers are more motivated to work for employers that impress them.
  • Some Have Friends – If an applicant is excited about the position, they’ll likely recommend employment at your company to their friends in the future.

Every single employee from the mail room to the CEO should be excited to work for your organisation, even if they are grateful for employment. It is up to your company to figure out how to create that excitement.

Ways to Create Excitement

Luckily, creating excitement for the workplace is easy. There are ample ways to make sure that applicants and employees know that their employer is a great place to work.

  • Emphasise Your Benefits and Programs – What do you do to make sure your employees are satisfied? Emphasise these perks. If you don’t have many perks, try to come up with new programs that will benefit employees and increase their happiness, then promote them.
  • Market Yourself Online – Make sure that your job descriptions and the information about you online is exciting and promotional. Many applicants will be researching you before and after they are employed to learn more about how you treat those that work for you.
  • Show Clear Growth – Not every employee is going to like where they are now. But every employee is going to like where they can be. An organisational structure that shows the applicant what they can achieve if they work hard and what’s available to them will get them excited.

These are only a few examples of ways you can get employees excited about your workplace. The potential is nearly endless. But the most important thing to do is make sure that you have an answer to the question: “why should you want to work here instead of somewhere else?” If the answer isn’t exciting, then the applicant will not be excited. Give them reasons to find your workplace more exciting than other employers and you’ll see a significant difference in your ability to get production and attract talent.