June - Club Victoria Inc.
Your Club and Social MediaThis question is arising more often and for manyorganisations it is still a subject that hasn’t gainedenough weight to become a reality. In my estimationof current trends, this is a really bad management oversight.Policy decisions are needed and there are various parts ofthe organisation that are affected.1. Corporate office/Public Relations/Human Resources/Marketing all need to be involved in the drafting andreview of the content.2. Executive acceptance of the need for a social mediapolicy.3. The CEO needs to APPROVE the policy4. The distribution list needs to include everyone in theorganisation.Ignoring some of the specific inclusions in an effectivesocial media policy, let’s just look at some reasons whyit might be worthwhile investing time and money intoconstructing a policy that lets your employees know wherethey stand.Because the policy is likely to affect employees from allparts of the organisation this is a good time to evaluate theprogress of the organisation in relation to its attainmentof being a social business. Call it a litmus test if you like.Social business is about open and transparent decisionmaking, assisted by input from a wider audience than presocialbusiness work practices. The creation of the policy(because of its far reaching impact) should have inputby all those employees that feel they are in a position tocontribute.The introduction of a social media policy suggests potentialfor conflict is very high so a collaborative approach toits construction will ensure acceptance and compliance.The delivery of it also needs to be considerate and veryaware of the infringement on personal rights and freedomof speech. I particularly like this video produced by theDepartment of Justice (Copy this URL to watch the video- http://youtu.be/8iQLkt5CG8I) as a non-combatant,yet very informative way to get the message out. A socialmedia policy is merely an extension of the acceptablework practices that every employee is bound by, so whilstthe hype suggests that participation in social networks isnew and potentially threatening, it need not be if propergovernance is applied to it, as early as possible.Being prepared for social media means having the rightpolicies in place. Your organisation may not be ready toembrace the use of social media, or social networkingsites, but that doesn’t mean you will be able to ignore thefact that they exist and also that your organisation may bethe subject of their content. Your policy needs to ensureit contains clauses that cover your position in relation tooriginal content creation by employees and also responsesby employees to content posted by others, outside of theorganisation.If you work in an organisation that does not have a policyin place, you need to get it on the agenda for the nextexecutive board meeting or potentially find yourselvesfighting a rear guard action of confused employees at bestand incorrect and potentially damaging content beingposted by disgruntled employees.For more information on SocialEffect’s social mediaservices please contact:Peter Tapscott, Principal Consultant on 0419 301 email@example.comWords of WisdomPhilip Dentith, 18 years a managerThe Moonee Ponds Club for the past 2 months1. Just do it.Think yes not no.Challenge yourself.Have goals.Have fun.Make a difference.Stand on you own feet.Be loyal.Live life to the full.Nothing ventured, nothing gained.2. Read “Who moved my cheese”, work withintegrity, passion and teamwork. Once you startdragging your feet it’s time to get out.3. How much having a baby changes your life forthe better.CLUBConnect May/June 2013 29