Employers: 4 Tips about Your Social Media Policies By Jane Genova

Workplace social media policies are employers’ first line of defense against lawsuits, leaking of trade secrets, and negative publicity from employee postings.

So critical are these that employers like yourself search for models of best practices. Here are 5 presented by HireRabbit. But since the law, employee values and social media itself keep changing, you have to monitor your own policies and keep them up-to-date.

For the current time, here are 4 tips:

Put policies in writing with easy to understand examples, specifying consequences. Make the tone friendly but that you mean business. Where there is ambiguity, such as how employees discuss current projects on company blogs, provide several brief examples. For instance, show the difference between using buzzwords for the new kind of technology you’re developing and revealing confidential details.

Make explicit that violations could result in suspension, termination, and litigation.

Highlight employees’ rights, as granted by the National Labor Relations Act (NLRA). This demonstrates that you are a law-abiding, ethical, employee-oriented employer. The Act protects employees who post material about wage and working conditions. Those include online criticisms of management and opinions concerning labor issues.

You want to be in compliance with both the spirit and the letter of that Act.

Frame the need for civility as enhancing the brand – and protecting jobs. For both company and employees’ own social media, show the business implications of disrespectful tone and content. Of course, your unique organizational culture determines what is “civil” discourse. Provide specific examples of what can damage the brand. Those will be different from what could erode the brand of a more conservative or flamboyant organization.

Introduce subject of disclaimer. You employers have the right to require a disclaimer on both your and employees’ own social sites. That will be applied when expression of a point of view is that of employees, not the organization’s.

The classic example is the employee who operates her private popular blog on tech developments. It is well-known she is employed full-time by you. Routinely she should post the disclaimer that this is her opinion, not reflecting those of her employer.

Everything changes in the world of work. Whatever intersects with social media has to be your business. It’s a much a risk factor as inflation, manpower turnover, currency fluctuation, and the cost of capital. That’s why staff has to be assigned to monitor this volatile aspect of conducting business in a digital era.

Jane Genova (http://janegenova.com)

Employers: 4 Tips about Your Social Media Policies By Jane Genova

Is There A Right Way To Criticize Artists On Social Media? by Melissa Anthony

After months of cyber-bullying by fellow Tumblr followers, Paige Paz, had finally taken the last insult. On October 20, 2015, the artist posted a suicide note on her blog. Three days later, she followed up with an emotional video explaining that she had been hospitalized, but that she will recover.

Her work has been called transphobic and racist and critics have called her work, “unethical”. After her public humiliation and attempted suicide, all followed on social media, it has raised an important debate among artists especially, “how do we criticize artists without being abusive”?

In the wake of this discussion, this article discusses exactly that, as well as gives examples.

http://mellowfilmmaker.tumblr.com/
While Paige’s name has been mentioned in an estimated 815 tweets, she posted about suicide prevention.

Even though she promoted suicide prevention, she felt suicidal herself after being bullied badly on Twitter and Tumblr.

 Her haters, are still hating though. Loud and proud.


You can read the entire article here: http://vocativ.com/

Is There A Right Way To Criticize Artists On Social Media? by Melissa Anthony

How to Raise Awareness About Mental Health in Your Workplace – by Hannah Weiss

Did you know less than one-third of Americans are actually happy with their work, according to Mental Health America? What’s more: half of the work force is checked out! How can we change those numbers around? With mental health still being a taboo in our society, many people are afraid to discuss or share issues with an employer. What can we do to increase mental health awareness and overall satisfaction in the workplace? Here are a few ideas to get conversation going in your office:

1) PROVIDE WELLNESS OPPORTUNITIES TO YOUR EMPLOYEES

While some employers may not like the cost associated with this idea, offering a wellness or health benefit to employees could be worth some bang for the buck! Truven Health Analytics did a study in 2014, and found that for every $1 that Johnson & Johnson added to its employee wellness program, the company saved between $1.88 and $4 on healthcare costs. That’s a huge savings! That idea may not work for your company due to its size or budget, but you could implement free wellness practices, like mediation at lunch on Tuesdays or Yoga Thursdays. Small changes could go along way to increase the happiness of your employees!

2) ENCOURAGE SHORT BREAKS ON-THE-JOB

This may seem counterintuitive, why offer breaks on the job if you want to increase productivity? Well, the happiest employees are the most dedicated and passionate, so offer yours some perks on-the-job! I used to work at a marketing agency where the benefits were endless: a Ping-Pong table in the conference room, free lunch gift cards, weekly happy hour gatherings, Olympic office competitions and more! Rewarding your employees for their work goes a long way. These ideas do not have to be super expensive, creating a game for the office could just require some work time or creative brainpower. You could even ask your employees if someone would like to start a company “fun club.”

3) OFFER FLEXIBLE SCHEDULING TO CREATE A POSITIVE WORK/LIFE BALANCE

One of the most sought ever benefits is flexible scheduling. Can you afford to be flexible with your employees? If you can, it could pay off in a big way. Last week a study from FlexJobs shared over 76% of workers avoid their office for important tasks. Many employees find a shared workplace to be overwhelming and distracting. If you can learn to trust your employees with a flexible schedule, you’ll create a happier workplace and higher quality work. It doesn’t have to be a dramatic change, just allowing staff to work from home for 4 hours a week could benefit your company!

4) SEND WEEKLY EMAILS TO STAFF ABOUT MENTAL HEALTH AND WORKPLACE ENGAGEMENT

Any of these ideas can increase mental health awareness and happiness in your workplace. The main thing to think about is opening dialogue about mental health in the workplace. Don’t shy away from having these conversations in the office, as you can learn a lot about your employees from a discussion. There is no cookie-cutter solution, but learning more about your employees and their needs could help you make the most beneficial decisions to increase mental health and overall happiness in your workplace!

Don’t forget:

My Social Standard is a tool that identifies when employees are depressed, anxious, or thinking of harming themselves or others. It is a very inexpensive way to keep employees safe and companies productive and secure. Learn more www.mysocialstandard.com

How to Raise Awareness About Mental Health in Your Workplace – by Hannah Weiss

Workplace Bullying Facts by workplacebullying.org

Most workplace harassment and mistreatment (80%) is completely legal. Remarkably, a hostile work environment is actionable (illegal) only in very few situations.

America’s individualistic society feeds aggression and competition in the workplace. These traits block an empathic concern for the well-being of others, make bullying look tame when compared to other forms of physical violence, and justify inequality of status across ranks within organizations — dubbing a few as winners and the rest losers. Bullying is not only tolerated in business, it is often seen as necessary. Lawmakers are reluctant to pass laws that reign in unfettered workplace violence resulting in psychological injury.

Poor Leadership, Inept Managers

The majority of bullies (72%) are bosses…

  • Bullies derive most of their support from…HR. It’s a club, a clique, that circles the wagons in defense when one of their own is accused.
  • Some executives command bullies to target particular employees. Bullies are simply good soldiers following orders in a blind fashion.
  • Supervisory training is nearly nonexistent. No budget. No time. Few good skills taught. OJT transmits bad habits.
  • Executives blame the problem on a “few bad apples,” deflecting blame for systemic causes and denying responsibility for systemic cures.

Employers Don’t Know How to Stop Bullies

Everyone walks on eggshells and is afraid to confront “the golden” bully, the boss’s favorite. HR misapplies the tools of traditional conflict resolution, for example, mediation. Wrong solution for the actual problem. The workplace culture holds no one accountable. Confronting bullies is unthinkable. Executives and senior managers have been badgered by the bully, too. They are afraid of an emotional confrontation. They loathe conflict and remain paralyzed. By not acting, they tacitly endorse the bully. They fear lawsuits brought by the bully if they dare investigate or punish the bully. There is rarely a basis for such suits. The fear is irrational.

Bullying Is Underreported

Forty percent (40%) of targets never tell their employers…

    • Bullying is erroneously branded as “conflict” or a mere “difference in personality styles.”

Both are true, but bullying is also a form of violence. Simple labels minimize its impact on both people and the organization.

    • Historically, complaints lead to retaliation (revengeful hurting) or reprisal (taking away of rights or status).

Knowing this, targets are reluctant to use internal employer processes.

Workplace Bullying Facts by workplacebullying.org

Negativity Can Hurt Your Work Environment by Alex Stuart

What is one key reason why people who love going to work every day like their jobs so much? Their work environment! Pleasant interactions with superiors and coworkers are key to maintaining a positive, productive work environment. There are three key social media mistakes made by professionals every single day.
• Saying negative things about coworkers
Negative opinions between coworkers can negatively affect a work environment. While it may not be grounds for termination, it can affect the productivity of the company. Coworkers who don’t trust one another or who have underlying negativity are less likely to get projects done efficiently and work together pleasantly. In addition, burning bridges could affect you later in your career. The lazy person whose cubicle was next to yours in your 20’s could be your boss one day. Keep it professional and avoid those kinds of preventable setbacks.
• Saying negative things about your job and company as a whole
Too many people get fired every day for this. This is a big time mistake. Posting on public social media accounts about how much you dislike your job, or the company you work for, is disastrous. We all get frustrated, and if you need to vent, make sure your privacy settings are airtight. The important thing to keep in mind is that people have disliked their jobs for as long as they’ve been around, but before social media, we had friends and family as our soundboards. Don’t lose sight of that!
• Associating yourselves with controversial opinions
As Americans (or citizens in any developed country), we are fortunate enough to be able to hold any beliefs that we choose. However, that doesn’t mean that employers need to go along with that. Every company is entitled to the way they choose to represent themselves in the public eye, and if you differ with that image, your job could be history. Free speech and the right to express yourself do NOT come with the right to be employed by those who disagree with you. It’s always important to keep that in mind, and keep your opinions off of social media accounts.
How do you prevent yourself from committing any of these social media “crimes”? My Social Standard is a brand new app that, for a low price, will detect harmful and negative language through their revolutionary algorithm. You will be alerted about any problematic posts, and be given the ability to delete it or override the system. Together, we can work to eliminate social media blunders from the workplace!

Negativity Can Hurt Your Work Environment by Alex Stuart

Are You Judging Others by Michele Joel

Psychologists will say that we are hard-wired to label others and these assumptions help protect us, yet it is my thought that conscious identification is the keystone to create behavioral changes. How can we begin to reprogram our “natural”, stereotypical outlook of others?

First, what is a stereotype? Here are some examples:

Focus on appearance, gender, jobs, nationality etc.

Many people feel pressure to fit in or belong so they try to “stand-in” instead of standing out as becoming the crowd “norm”. Bullying happens when an individual is picked as an “outsider” or someone who holds many stereotypes from the group.

5 Ways to Identify and Stop Stereotyping:

1. Cultivate a sense of self

2. Explore their identity and what that means

3. Build healthy self-esteem

This week, focus your intention to see how many times you instantly judge others based on a stereotype. It will be astounding. Does your mood change? When you can identify the situation, how correct or incorrect were your assumptions? Now, make a game-plan how to build activities to create awareness and explore what identity means to you. Let us know how this activity worked for you by joining in our conversation in social media: Facebook and Twitter!

Are You Judging Others by Michele Joel