What does all this mean? Despite the help that social media policies provide, employers that try regulate personal social media use out of the workplace are fighting a losing battle. I call it the iPhone-ification of the American workforce. No matter your policy, if your employees can take their smartphones out of their pockets to circumvent the policy, how can you possibly police workplace social media access? Why have a policy you cannot police and enforce? And, don't forget, the NLRB is watching, too.
Instead of regulating an issue you cannot hope to control, treat employees' use of social media for what it is — a performance issue. If an employee is not performing up to standards because he or she is spending too much time on the internet, then address the performance problem. A slacking employee will not become a star performer just because you limit his or her social media access; he or she will just find another way to slack off.
Jon Hymanis a partner at Meyers, Roman, Friedberg & Lewis in Cleveland. Comment below or email email@example.com.
Tags: Practical Employer, social media
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