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According to a US survey on employee use of social media in the workplace, published by HR software and services company Silk Road, there’s an encouraging picture emerging of how employers approach the overall topic. I believe that if an employer enables or permits employees to use social media in the workplace, the employer has a clear responsibility to provide guidance to employees on best or effective use, along with the rules of the road.
Enablement without the confidence in use that comes with understanding both the tools and the role they play in what an empowered employee does surely makes little sense.
Invite employees to participate in creating the guidelines that make it clear what the ground rules are.
Use your own common sense on what you say about your employer and issues in your workplace, whether you use social media to talk or engage with colleagues internally or your community publicly.

The responsibility for this is yours, as are the consequences if you don’t use your common sense. On the matter of blocking access to social media channels, the survey infographic quotes a Gartner report saying that the number of organizations doing this is dropping by about 10 percent per year.
Silk Road offers their full research report in exchange for you giving them your contact information. When the only certainty is change, communicator, blogger and podcaster Neville Hobson analyses and discusses trends, behaviours and practices in digital communication to help you understand what they mean for people and organizations. If you encounter a comment that is abusive, click the "X" in the upper right corner of the comment box to report spam or abuse.

However they choose to engage online, in this session, a lawyer who actually uses social media will update HR professionals on the legal issues affecting social media, and provide updated best practices to avoid the issues that an otherwise unprepared organization could face.

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