HOW TO: Allow Social Media At Work Without Reducing Productivity

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This is the question isn’t it?

The only thing that is stopping businesses from enjoying the benefits of social media at work is productivity risk.

Unfortunately, I don’t have THE answer. But I do have some idea of how to go about achieving this goal.

1. Employer-Employee Relationships

If your relationships with your employees are great, then you will have nothing to worry about. Genuine relationships are not formed overnight; but you can be sure they can last for a long time.

With good relationships, employees will naturally want to work harder for you. That means they will not abuse this privilege but instead, use it to benefit your company. This might sound commonsensical but many companies have adopted the distant and authoritative top-down approach in managing their staff.

This comes really close to the iceberg theory. The underlying problems will always be hidden beneath the “sea”.  You can prohibit the use of social media, ban mobile phones and limit workplace chitchat, but you are not solving the root of the problem – human nature. The best way to bring out the best in your employees is through good relationships.

If you want a short cut, I am afraid there isn’t one that I know of.

2. Culture shapes discipline

What forms a good culture?

Be a good example to your staff by using social media appropriately yourself. Show them what they can and can’t do.

Also, set the right environment, loosen the control and let your employees shape the culture.

Similar to relationships, a culture takes time to develop. Eventually, you will have a set of norms that employees will follow to help them use social media appropriately.

3. You will need a goal and a policy

No matter how great a relationship or culture you share with employees, you will need to set guidelines for them to follow. Be careful not to be too restrictive as well.

Set clear goals, and share with your employees the company’s expectations. Only then will they be able to understand your intentions and try to work towards the same goal.

Clear communication and transparency are important to make any policy work.

4. Monitoring is key

No one can tell if your policy is the best around. Monitor employees’ behavior and adjust the policy accordingly. You might make a few mistakes but nothing is that smooth sailing, isn’t it? However, don’t make too drastic, frequent or immediate changes at one time lest you confuse your employees about your intentions.