This question is incredibly easy to answer with another question: are you hiring/have your hired the right people?
If the answer is “yes,” no need to read further. You’re in capable hands. Common sense is enough for your chamber social media. If the answer is “no,” you have larger issues than social media.
However, all kidding aside, a social media policy isn’t a bad idea. It also shouldn’t be complicated. You need it to do the following things:
- communicate expectations
- explain procedures (of what would happen in the case of escalation to avoid a PR issue and handling of inappropriate commentary)
That’s it. You don’t want to infringe upon free speech or draft copy for your employees’ posts. Assuming you’ve hired well and you have a good culture, bad posts are something you shouldn’t have to worry about.
Communicating Expectations for Chamber Social Media
Make sure your employees understand a few things about their posts.
- What they say/post reflects on the chamber even if they use the “thoughts are my own” disclaimer on Twitter. Ask them to keep this in mind when they are posting publicly.
- Use of chamber branding in a non-chamber document or post must be approved by the chamber first. For example, writing a non-chamber blog post and using the chamber logo as the image, must receive approval before posting. This is standard branding practice for any company.
- As a chamber staffer, they should always be looking for ways to be helpful on social media. They are a representative of your chamber and your town.
- Their affiliation with the chamber should be disclosed on social media accounts where they speak about the community. This is not to present them as the mouthpiece of the chamber but to provide transparency.
Next you’ll want to establish a protocol dealing with violations such as badmouthing a member business on social media. What happens in that situation? You should also include expectations on social media use during work hours. Don’t fence yourself in by adding a number here. Make sure employees understand their job duties are their main priority. Make sure they also realize that you know social media is a great skill to have and one that can elevate the chamber’s standing. Encourage them to get involved in chamber social media.
If time spent on these networks interferes with work being completed, it will have to be addressed, but if they keep the idea that they represent the chamber in their minds, they should understand endless check-ins at Starbucks during work hours give the appearance of lackluster job performance.
If you have someone who just can’t put social media down, find business appropriate uses of their time like researching how you might use SnapChat at your chamber or fidning people to follow on Instagram.
How are other chambers handling social media and employees? Join the conversation here.
Interested in this topic?
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