Typically communications and PR pros are very wary of non-PR sponsored individuals speaking on behalf of their company or client. This may be the sole reason why communications guidelines and policies exist. While those may be set in stone because external communications are pretty cut and dry, these same pros need to lay down a similar policy for the ever-changing landscape of social media. In my opinion, I think that all companies should have one, and am in the process of researching and evaluating writing one for my employer.  This post is an open-ended post, where I’ll talk about some of the things I see as necessities, but also asking for feedback and things that I may have missed out on or need in my policy.

On a daily basis, I monitor my company’s brand on teh internet and social site using a varitey of tools like BlogBridge, CoTweet and TweetDeck along with DTI searched, Google alerts and social site searches. While I get to interact with many of our customers on a variety of levels, I will also find some postings that come from our employee base as well that may or may not be something we would want associated with our company. Typically when these are found, we chalk them up to it being a violation of our comm policy and we discuss it with their manager. However, with increased privacy settings on social sites and the need for transparency, it is growing harder and harder for us to be able to see everything. Thus is the reason that I am looking into writing a social media policy.

The main word that comes to my mind when thinking of this is accountability. When looking for some guidelines to follow before hitting the writing tablet, I came up with some interesting points in my early research.

Here are some from Mashable that I think will make it into my policy in some way:

Be responsible for what you write

---

Oren Michels, CEO of Mashery, explains that “people tend to interpret having the ‘right’ to express themselves online as implying a lack of consequences when they say stupid things.” That’s not the case. Your organization and its representatives need to take responsibility for what they write, and exercise good judgment and common sense.“Dooced” is an Internet expression that means to lose one’s job because of things one says on one’s website or blog. No one wants that to happen, of course, so using common sense and being responsible is important.

---

Be authentic

---

Include your name and, when appropriate, your company name and your title. Consumers buy from people that they know and trust, so let people know who you are.

---

Consider your audience

---

When you’re out in the blogosphere or Twitterverse or other social media channels, remember that your readers include current clients, potential clients, as well as current/past/future employees. Consider that before you publish and make sure you aren’t alienating any of those groups.

---

Exercise good judgment

---

Refrain from comments that can be interpreted as slurs, demeaning, inflammatory, etc. The Internet is full of varied opinions, and it’s okay to share yours, but you never, never, never want to be branded a racist or narrow-minded or an unstoppable hot-head.Your employees should understand that companies can and will monitor employee use of social media and social networking web sites, even if they are engaging in social networking or social media use away from the office. Eric B. Meyer, an associate at the labor and employment group of Dilworth Paxson LLP, reminds us that, “employees should always think twice before hitting ’send‘; consider what could happen if your organization sees what the employee publishes on the Internet and how that may reflect not just on the employee, but also the company.”

Bottom line: good judgment is paramount regardless of whether an employee’s online comments relate directly to their job.

And some from Fast Wonder that ring on the same note that will serve as guidelines as well.

Be authentic, honest and conversational in your posts. Leave the marketing speak and press release format for other parts of the website.

Use good judgment about content and be careful not to include confidential information about your company, customers, or vendors.

Listen to people and respond to as many comments as possible with constructive feedback. Allow negative comments (delete the spam) – the key to managing comments is to respond rather than censor. Avoid getting defensive and ignore the trolls where appropriate.

When you talk about your company or competitors, do so under your real name making your alliance with your company clear (no company wants a repeat of the Whole Foods message board fiasco). If you are providing your opinion, it is also a good idea to make sure people know that you are giving your opinion.

Have you written up a policy for your company? If so is there anything that I should be focusing on? I would be willing to swap notes.

Typically communications and PR pros are very wary of non-PR sponsored individuals speaking on behalf of their company or client. This may be the sole reason why communications guidelines and policies exist. While those may be set in stone because external communications are pretty cut and dry, these same pros need to lay down a similar policy for the ever-changing landscape of social media. In my opinion, I think that all companies should have one, and am in the process of researching and evaluating writing one for my employer.  This post is an open-ended post, where I’ll talk about some of the things I see as necessities, but also asking for feedback and things that I may have missed out on or need in my policy.

On a daily basis, I monitor my company’s brand on teh internet and social site using a varitey of tools like BlogBridge, CoTweet and TweetDeck along with DTI searched, Google alerts and social site searches. While I get to interact with many of our customers on a variety of levels, I will also find some postings that come from our employee base as well that may or may not be something we would want associated with our company. Typically when these are found, we chalk them up to it being a violation of our comm policy and we discuss it with their manager. However, with increased privacy settings on social sites and the need for transparency, it is growing harder and harder for us to be able to see everything. Thus is the reason that I am looking into writing a social media policy.

The main word that comes to my mind when thinking of this is accountability. When looking for some guidelines to follow before hitting the writing tablet, I came up with some interesting points in my early research.

Here are some from Mashable that I think will make it into my policy in some way:

Be responsible for what you write

---

Oren Michels, CEO of Mashery, explains that “people tend to interpret having the ‘right’ to express themselves online as implying a lack of consequences when they say stupid things.” That’s not the case. Your organization and its representatives need to take responsibility for what they write, and exercise good judgment and common sense.“Dooced” is an Internet expression that means to lose one’s job because of things one says on one’s website or blog. No one wants that to happen, of course, so using common sense and being responsible is important.

---

Be authentic

---

Include your name and, when appropriate, your company name and your title. Consumers buy from people that they know and trust, so let people know who you are.

---

Consider your audience

---

When you’re out in the blogosphere or Twitterverse or other social media channels, remember that your readers include current clients, potential clients, as well as current/past/future employees. Consider that before you publish and make sure you aren’t alienating any of those groups.

---

Exercise good judgment

---

Refrain from comments that can be interpreted as slurs, demeaning, inflammatory, etc. The Internet is full of varied opinions, and it’s okay to share yours, but you never, never, never want to be branded a racist or narrow-minded or an unstoppable hot-head.Your employees should understand that companies can and will monitor employee use of social media and social networking web sites, even if they are engaging in social networking or social media use away from the office. Eric B. Meyer, an associate at the labor and employment group of Dilworth Paxson LLP, reminds us that, “employees should always think twice before hitting ’send‘; consider what could happen if your organization sees what the employee publishes on the Internet and how that may reflect not just on the employee, but also the company.”

Bottom line: good judgment is paramount regardless of whether an employee’s online comments relate directly to their job.

And some from Fast Wonder that ring on the same note that will serve as guidelines as well.

Be authentic, honest and conversational in your posts. Leave the marketing speak and press release format for other parts of the website.

Use good judgment about content and be careful not to include confidential information about your company, customers, or vendors.

Listen to people and respond to as many comments as possible with constructive feedback. Allow negative comments (delete the spam) – the key to managing comments is to respond rather than censor. Avoid getting defensive and ignore the trolls where appropriate.

When you talk about your company or competitors, do so under your real name making your alliance with your company clear (no company wants a repeat of the Whole Foods message board fiasco). If you are providing your opinion, it is also a good idea to make sure people know that you are giving your opinion.

Have you written up a policy for your company? If so is there anything that I should be focusing on? I would be willing to swap notes.

Typically communications and PR pros are very wary of non-PR sponsored individuals speaking on behalf of their company or client. This may be the sole reason why communications guidelines and policies exist. While those may be set in stone because external communications are pretty cut and dry, these same pros need to lay down a similar policy for the ever-changing landscape of social media. In my opinion, I think that all companies should have one, and am in the process of researching and evaluating writing one for my employer.  This post is an open-ended post, where I’ll talk about some of the things I see as necessities, but also asking for feedback and things that I may have missed out on or need in my policy.

On a daily basis, I monitor my company’s brand on teh internet and social site using a varitey of tools like BlogBridge, CoTweet and TweetDeck along with DTI searched, Google alerts and social site searches. While I get to interact with many of our customers on a variety of levels, I will also find some postings that come from our employee base as well that may or may not be something we would want associated with our company. Typically when these are found, we chalk them up to it being a violation of our comm policy and we discuss it with their manager. However, with increased privacy settings on social sites and the need for transparency, it is growing harder and harder for us to be able to see everything. Thus is the reason that I am looking into writing a social media policy.

The main word that comes to my mind when thinking of this is accountability. When looking for some guidelines to follow before hitting the writing tablet, I came up with some interesting points in my early research.

Here are some from Mashable that I think will make it into my policy in some way:

Be responsible for what you write

---

Oren Michels, CEO of Mashery, explains that “people tend to interpret having the ‘right’ to express themselves online as implying a lack of consequences when they say stupid things.” That’s not the case. Your organization and its representatives need to take responsibility for what they write, and exercise good judgment and common sense.“Dooced” is an Internet expression that means to lose one’s job because of things one says on one’s website or blog. No one wants that to happen, of course, so using common sense and being responsible is important.

---

Be authentic

---

Include your name and, when appropriate, your company name and your title. Consumers buy from people that they know and trust, so let people know who you are.

---

Consider your audience

---

When you’re out in the blogosphere or Twitterverse or other social media channels, remember that your readers include current clients, potential clients, as well as current/past/future employees. Consider that before you publish and make sure you aren’t alienating any of those groups.

---

Exercise good judgment

---

Refrain from comments that can be interpreted as slurs, demeaning, inflammatory, etc. The Internet is full of varied opinions, and it’s okay to share yours, but you never, never, never want to be branded a racist or narrow-minded or an unstoppable hot-head.Your employees should understand that companies can and will monitor employee use of social media and social networking web sites, even if they are engaging in social networking or social media use away from the office. Eric B. Meyer, an associate at the labor and employment group of Dilworth Paxson LLP, reminds us that, “employees should always think twice before hitting ’send‘; consider what could happen if your organization sees what the employee publishes on the Internet and how that may reflect not just on the employee, but also the company.”

Bottom line: good judgment is paramount regardless of whether an employee’s online comments relate directly to their job.

And some from Fast Wonder that ring on the same note that will serve as guidelines as well.

Be authentic, honest and conversational in your posts. Leave the marketing speak and press release format for other parts of the website.

Use good judgment about content and be careful not to include confidential information about your company, customers, or vendors.

Listen to people and respond to as many comments as possible with constructive feedback. Allow negative comments (delete the spam) – the key to managing comments is to respond rather than censor. Avoid getting defensive and ignore the trolls where appropriate.

When you talk about your company or competitors, do so under your real name making your alliance with your company clear (no company wants a repeat of the Whole Foods message board fiasco). If you are providing your opinion, it is also a good idea to make sure people know that you are giving your opinion.

Have you written up a policy for your company? If so is there anything that I should be focusing on? I would be willing to swap notes.

Typically communications and PR pros are very wary of non-PR sponsored individuals speaking on behalf of their company or client. This may be the sole reason why communications guidelines and policies exist. While those may be set in stone because external communications are pretty cut and dry, these same pros need to lay down a similar policy for the ever-changing landscape of social media. In my opinion, I think that all companies should have one, and am in the process of researching and evaluating writing one for my employer.  This post is an open-ended post, where I’ll talk about some of the things I see as necessities, but also asking for feedback and things that I may have missed out on or need in my policy.

On a daily basis, I monitor my company’s brand on teh internet and social site using a varitey of tools like BlogBridge, CoTweet and TweetDeck along with DTI searched, Google alerts and social site searches. While I get to interact with many of our customers on a variety of levels, I will also find some postings that come from our employee base as well that may or may not be something we would want associated with our company. Typically when these are found, we chalk them up to it being a violation of our comm policy and we discuss it with their manager. However, with increased privacy settings on social sites and the need for transparency, it is growing harder and harder for us to be able to see everything. Thus is the reason that I am looking into writing a social media policy.

The main word that comes to my mind when thinking of this is accountability. When looking for some guidelines to follow before hitting the writing tablet, I came up with some interesting points in my early research.

Here are some from Mashable that I think will make it into my policy in some way:

Be responsible for what you write

---

Oren Michels, CEO of Mashery, explains that “people tend to interpret having the ‘right’ to express themselves online as implying a lack of consequences when they say stupid things.” That’s not the case. Your organization and its representatives need to take responsibility for what they write, and exercise good judgment and common sense.“Dooced” is an Internet expression that means to lose one’s job because of things one says on one’s website or blog. No one wants that to happen, of course, so using common sense and being responsible is important.

---

Be authentic

---

Include your name and, when appropriate, your company name and your title. Consumers buy from people that they know and trust, so let people know who you are.

---

Consider your audience

---

When you’re out in the blogosphere or Twitterverse or other social media channels, remember that your readers include current clients, potential clients, as well as current/past/future employees. Consider that before you publish and make sure you aren’t alienating any of those groups.

---

Exercise good judgment

---

Refrain from comments that can be interpreted as slurs, demeaning, inflammatory, etc. The Internet is full of varied opinions, and it’s okay to share yours, but you never, never, never want to be branded a racist or narrow-minded or an unstoppable hot-head.Your employees should understand that companies can and will monitor employee use of social media and social networking web sites, even if they are engaging in social networking or social media use away from the office. Eric B. Meyer, an associate at the labor and employment group of Dilworth Paxson LLP, reminds us that, “employees should always think twice before hitting ’send‘; consider what could happen if your organization sees what the employee publishes on the Internet and how that may reflect not just on the employee, but also the company.”

Bottom line: good judgment is paramount regardless of whether an employee’s online comments relate directly to their job.

And some from Fast Wonder that ring on the same note that will serve as guidelines as well.

Be authentic, honest and conversational in your posts. Leave the marketing speak and press release format for other parts of the website.

Use good judgment about content and be careful not to include confidential information about your company, customers, or vendors.

Listen to people and respond to as many comments as possible with constructive feedback. Allow negative comments (delete the spam) – the key to managing comments is to respond rather than censor. Avoid getting defensive and ignore the trolls where appropriate.

When you talk about your company or competitors, do so under your real name making your alliance with your company clear (no company wants a repeat of the Whole Foods message board fiasco). If you are providing your opinion, it is also a good idea to make sure people know that you are giving your opinion.

Have you written up a policy for your company? If so is there anything that I should be focusing on? I would be willing to swap notes.