The social media explosion of the past several years has brought rafts of mixed blessings to workplaces. On the one hand, the likes of blogging, Facebook, Linkedin, and Twitter offer businesses previously uncharted marketing and recruitment portals. On the obverse side of the coin, HR payroll teams and representatives have resultantly added terms such as cyber bullying and time theft to their professional vocabularies. Other terms, such as defamation, freedom of speech, and invasion of privacy are not new to the world of human resources, yet are now applicable both off and online.
Social media has unquestionably opened up global communication channels that would previously have been unimaginable. However, each and every workplace is now at risk of suffering considerable loss of credibility – potentially even custom – if staff members use social media as a platform from which to vent their disgruntlement about the businesses that employ them, or about Managers or other staff members. Furthermore, it is estimated that six out of ten workers use social media during work time, either on their computers or their mobile phones. ACAS believes that this collective social media usage equates to a ?14 billion annual loss to the national economy.
Many businesses are only too happy to extol the virtues of social media in their workplaces, when it is used for professional purposes and to its best effect. Yet the very same businesses are often singularly unclear about how to prevent the time wasting and generation of adverse publicity that result from improper use.
At Moorepay, we offer expert HR and payroll solutions as a single all-encompassing package, besides purely payroll services, to businesses of all sectors and sizes. Social media issues arise within businesses, frequently and regularly. In response, we can help to formulate and implement befitting social media policies to guide staff and protect businesses.