“Social Media Guidelines & Policies” is a new white paper from CUNA’s HR/TD Council and the CUNA Marketing & Business Development Council that includes information on the necessity of having a credit union social media policy and what that policy should include. “A lot of credit unions used to think that having a social media policy meant having something in place that says whether employees could access social media websites on company time,” said Christopher Morris, CUNA Councils web manager. “That’s not enough anymore – credit unions need to have guidelines to ensure that employees don’t inadvertently harm their brand online. For example, what do you do if a staff member posts negative comments about work on their personal Twitter account or blog?”
Facebook, for example, has an estimated 300 million accounts. It’s an online vehicle for friends to stay in touch with each other by joining or “friending” each other. New employees are using its pages to become acquainted with their co-workers before they start their new positions. Human resource recruiters are also reviewing potential candidates on their web pages to determine if the candidate should be hired. And, many workplace conversations take place on Facebook, often providing an open door to worker’s lives outside of their jobs.
Employees and executives are often unsure about appropriate behavior in this new, developing environment. Some sort of written guidelines or policies are advisable to provide answers to recurring questions. One set of social media protocols won’t fit all organizations. The culture of an organization along with the allocation of time, expertise and funding that are devoted to a social media presence should be the determining factors in the development of policies or guiding principles.
The paper is available online in the white paper section of http://www.cunacouncils.org - select the “Marketing & BizDev” or “HR/TD” tab. It’s free for CUNA Council members and $50 for non-members.
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