For the more mature among us, or as we are referred to – Gen Xers, understanding Generation Y (or the the Millennial Generation as they are also known) can be a challenge. Especially if, like me, you don’t utilise social media to communicate everything from your latest holiday snaps to what you had for breakfast. Their generation was the first to grow up with computers in their homes. Many enjoyed a 250+-channel home TV universe whilst those of us from Gen X were happy with just 4 and well remember the launch of Channel 5 back in ‘97. When it comes to social media and how we interact with friends, family and work colleagues, our two generations can often feel a world apart.
I am increasingly coming across issues where employees have posted pictures or comments about one another outside of working hours, which they then expect HR to deal with once the relationship turns sour. Trying to run a organisation in an environment where everybody knows everybody else’s business (literally) can be a real challenge, as the lines between work and personal life are becoming more and more blurred.
The Perils of Mixing Business with Pleasure on Social Networks
In the past 10 years social media and its impact on business has changed dramatically – particularly since the launch of Facebook in 2008. Indeed, one of the more popular forms of media use by Millennials is social networking. When recruited they will naturally tweet, post on Facebook and even Blog about their new job. On first look this may seem positive as they tell their ever increasing circle of friends about their new employer. However, on closer inspection you may find that some individuals are using your company name on websites where they give a far from professional representation of themselves. Offensive behavior and image issues are among the most common problems that surface when employees mix business with personal use of social-networking sites. Employees are all too ready to post things on their Facebook page that they wouldn’t normally say to someone’s face, which can leave employers in the impossible situation of trying to separate genuine work related issues from something altogether different which should have remained outside of work.
But Banning Social Media Usage Altogether Is Unadvisable
Research published by the Elon Journal of Undergraduate Research in 2010 found that students who used social media and decided to quit showed the same withdrawal symptoms of a drug addict who quit their stimulant. A powerful indication of how reliant Millennials are on social media vs. their older counterparts. On that basis, it’s not realistic or wise to simply ban employees from using social media. So how should you manage it?
Ensure You Have a Social Media Policy In Place
At the very least to deal with issues of people posting things on social media sites which could impact your company and its reputation. Technological issues & complaints are the fastest growing area for disputes. A social media policy takes the guesswork out of what is appropriate for employees to post about your company to their social networks. And given how shareable social media is, in this case in particular it’s definitely better to be safe than sorry.
Implementing Clear Social Media Rules Can Have A Positive Effect on Your Business
A social media policy can do more than avert problems. You shouldn’t think of it as a list of restrictions for employees. Having clear guidelines can also help employees understand ways they can use social media to help achieve the overall business goals. For example, a policy could advise employees how they can comment on blogs or social networks to boost key brand metrics and drive traffic to the company’s site.
Shaping and Encouraging Social Media Usage Is An Opportunity To Improve Engagement and Retention
Employees are using social media for work purposes anyway (whether we like it or not) so really it is about how to use it as a positive force for both employee and employer. Two of the greatest challenges for employers and HR professionals in the workplace at the moment are engagement and retention. Actively seizing the opportunity of this current form of behaviour by millennials, and giving them the responsibility, trust and respect to play a small part in representing the company online could be an important way of improving these metrics.
Social Media Use Is Only Becoming More Widespread and Relevant
Just think about the workforce demographics of today’s typical environment. Generation Y/Millennials will make up the majority of our workforce in a few years time. And hot on their tails will be Generation Z – also known as Digital Natives or Screenagers, born after 2000. It is predicted that Gen Z will make up more than 75% of the workforce by 2025. To them, even email is old fashioned. Ultimately, social media will increasingly shape how we manage our businesses and how employees interact both inside and outside of work, so it’s best to tackle it head on now and not once a problem has arisen.
And Remember Social Media Is No Longer A Plaything of the Young
The fastest growing demographic on Google+ are 45-54 year olds and on Twitter 55-64 year olds. So despite the challenges we face when trying to understand youngsters, those of us born prior to the technological boom are doing our best to keep up with the times. So make sure you circulate that Social Media Policy to everyone – not just the fresh-faced interns!
For further advice on the important items to include in your Social Media Policy get in touch with theHRhub today. Go on, don’t be shy!
Photo Credit: Facebook Wants A New Face by Rishi Bandopadhay
