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Despite the many examples of successful corporate social networks, many companies remain skeptical that there is value in spending time online and they worry about the risks associated with these technologies. Reportedly, sixty-five percent of US employers block certain websites from being accessed behind the corporate firewall, and half of those specifically block access to social networking sites.22 This resistance is partially to keep employees from wasting time but is also due to risk aversion. The risks to employers of allowing access to these online sites can be managed, however, and are far outweighed by the benefits.
Corporate interest and participation in social networks have impacted the way users think about their own representation on line. There is some indication that profiles are becoming more professional and appropriate for public consumption. Regardless, there is concern about what employees may say online. Blogs are conversational and published in real-time so the potential to compromise an employer- intentionally or inadvertently- is increased. By ensuring all employees sign aggressive technology and confidentiality policies and agreements with restrictions that can be expanded to cover social networking and that state the employees clearly understand company policy on appropriate use of electronic communications, employers can legally monitor and evaluate employee online communications. That said, there are definite risks to terminating or disciplining an employee for online conduct outside of work; several state and federal anti-regulation acts could support the employee. And, beyond the legal considerations of course, the ethics of monitoring employee behavior outside of work present a set of complex challenges.
For the workplace and company constituencies, building secure, exclusive networks is likely the best option for addressing a number of these issues. Most corporate concerns and legal risks about social networking are alleviated by secure, company sponsored community solutions. Employees themselves prefer secure communities, citing security and trust among driving considerations23. Technologies provided by companies that build and deploy private social networks include options for role-based access to content and various levels of permission for network contribution and activity.
Finding a way to embrace technology trends and communications preferences to meet the needs of both the company and its constituencies is critical and not out of reach. By evaluating and creating intelligent, enforceable policies companies can allow employees to communicate using with the full array of popular communication tools while ensuring legal and reputation risks are mitigated. Human Resources leaders should be far more involved in discussions surrounding possibilities and advantages for leveraging social networking, instead of focusing on concerns of reputation risk or wasted productivity.
Corporate interest and participation in social networks have impacted the way users think about their own representation on line. There is some indication that profiles are becoming more professional and appropriate for public consumption. Regardless, there is concern about what employees may say online. Blogs are conversational and published in real-time so the potential to compromise an employer- intentionally or inadvertently- is increased. By ensuring all employees sign aggressive technology and confidentiality policies and agreements with restrictions that can be expanded to cover social networking and that state the employees clearly understand company policy on appropriate use of electronic communications, employers can legally monitor and evaluate employee online communications. That said, there are definite risks to terminating or disciplining an employee for online conduct outside of work; several state and federal anti-regulation acts could support the employee. And, beyond the legal considerations of course, the ethics of monitoring employee behavior outside of work present a set of complex challenges.
For the workplace and company constituencies, building secure, exclusive networks is likely the best option for addressing a number of these issues. Most corporate concerns and legal risks about social networking are alleviated by secure, company sponsored community solutions. Employees themselves prefer secure communities, citing security and trust among driving considerations23. Technologies provided by companies that build and deploy private social networks include options for role-based access to content and various levels of permission for network contribution and activity.
Finding a way to embrace technology trends and communications preferences to meet the needs of both the company and its constituencies is critical and not out of reach. By evaluating and creating intelligent, enforceable policies companies can allow employees to communicate using with the full array of popular communication tools while ensuring legal and reputation risks are mitigated. Human Resources leaders should be far more involved in discussions surrounding possibilities and advantages for leveraging social networking, instead of focusing on concerns of reputation risk or wasted productivity.
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