Tips to Empowering Retail Employees on Social Media
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Tara Zoumer
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Here are some important elements to include in your social media policy:
- Outline your company's goals with respect to the policy.
- Tie the policy into your company's mission.
- Establish specific, easy-to-understand guidelines.
- Cite specific examples of prohibited conduct to avoid confusion as to what constitutes unacceptable behavior. For instance, state how the policy is meant to prevent disclosure of proprietary or confidential information or discrimination and harassment.
- Nothing is off the record! An employee is always a representative of the company they work for, and therefore shouldn't be sharing anything they wouldn't want an employer or client to see.
- Be mindful of the National Labor Relations Act (NLRA) and other laws that protects employees’ rights to engage in "concerted activities," including the right to discuss (i.e., post, tweet) the terms and conditions of their employment.
- Clarify when management or corporate approval is needed.
- Be respectful and courteous to customers, noncustomers, shareholders, co-workers, vendors and competitors.
- Avoid conflicts with competitors such as posting about sales elsewhere.
- Get permission from co-workers and customers before posting or using their photos.
- Respect all brand, trademarked and copyrighted information.
Many best-in-class companies take advantage of the onboarding process to familiarize new employees with their social media policy in order to encourage them to engage with the brand right off the bat, the right way. While your social media policy should be comprehensive enough to protect your company from undue risk, it still should make it easy as possible for your employees to be free to responsibly share positive company news, upcoming sales and offers, promotions, contests, special events, etc.
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