A social media policy is a set of guidelines that outline your company’s expectations for employee behavior on social media platforms. It provides a clear framework for how employees should represent your brand online, ensuring consistency and protecting your company’s reputation. A well-crafted social media policy acts like your employee handbook but for social media. A well-crafted social media policy for non-profits is an essential tool for maintaining effective and ethical online communications. It safeguards branding, ensures compliance with legal standards, and empowers employees and volunteers to engage with stakeholders responsibly. By establishing clear social media guidelines, your organisation can enhance its digital presence while mitigating potential risks.

Not everyone wants to have their photo shared all over social media. You should advise your employees to give some thought to the conversations that they have offline with colleagues or customers, giving them guidance around maintaining the privacy of those conversations. Remind employees to use their best judgement and common sense when engaging on social media. While AI tools can offer insights and suggestions, they are not foolproof and may not always understand the full context. Tell them that if they’ve made a mistake on social media make some headway towards fixing it and setting the record straight. When you finish writing, the next step is sharing the policy with your company.

Take steps to ensure everyone that works in or with your organization understands that anything they post on behalf of or about your nonprofit could cause problems that reflect badly on your organization. The platform’s guidelines open with a brief introduction about what Facebook is, what they stand for, their commitment to voice, and a detailed list of community standards. YouTube’s community guidelines are designed to ensure a safe and respectful environment for everyone using the platform. In the early stages of developing your community guidelines, provide opportunities for audience feedback.

Good guidelines protect your brand, sure, but they also empower your employees to share their authentic experiences and connect with your audience in meaningful ways. Keep your guidelines accessible – maybe create a quick-reference cheat sheet. And don’t forget to celebrate when team members nail it on social media. They’re on the front lines of social media and can offer real-world insights. Plus, when employees help create the guidelines, they’re more likely to follow them.

It may be decided that comments will require approval prior to publication. Individual site administrators are responsible for adequate monitoring and responding to content on their sites. Conflicts over posted content that are not resolved at the local ministry site are to be referred to the Diocese of Raleigh Communication Department for resolution. This is your chance to take a step back and see if your rules still make sense with your current marketing goals and where your brand is heading. It’s also about proactively stoking the fire of positive conversations.

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If the issue needs additional attention, the social media manager can escalate it. Outline copyright laws, and ensure employees know that there are legal constraints on the use of images, music, photos, videos and graphics. Attribute these copyrighted items to the original owner, or refrain from using them completely to avoid legal action.

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees. Any press inquiries received via official social media sites should be referred to the NYCPS Office of Communications and Media Relations. Please see the resources at the end of this guidance for creating social media pages and content. If you already have a X/Twitter account that your community finds useful, you may continue using it. Additionally, due to the pervasive nature of misinformation on social media broadly and changes to the X/Twitter app more specifically, we advise caution in relying on social media for critical information.

Ethically, employers should respect employees’ right to privacy, even if the accounts being monitored are publicly accessible. For example, while an employer may have access to public posts made by an employee on social media, using that information for disciplinary actions requires a justifiable reason. Monitoring should not extend to private accounts, direct messages, or personal interactions unless explicitly stated in the company policy or required by law. It covers social media use on all platforms, including but not limited to Facebook, Twitter, LinkedIn, Instagram, and personal blogs.

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Social media is used by many brands to engage with new customers and enhance their brand image, but there are some inherent risks to it. Also, the same content cannot be posted on all platforms, so you need to determine the topics that should go on a specific forum concerning its audience. For example, Walmart’s guidelines clearly dictate that the company uses its Twitter account to engage with its customers and offer essential information to them.

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Something like “All opinions expressed are my own” helps make it clear that these are not official viewpoints, like this university strategist and instructor does here. Your Social Media Policy should be written in simple, jargon-free language. Use bullets, subheadings, and short paragraphs to improve readability.

These guidelines are offered by the Diocese of Raleigh as a resource for all Diocesan entities. No such directive should contradict the contents of these guidelines. You need a practical way to use it across different situations without sounding like a broken record. This is where a voice spectrum becomes your secret weapon in your social media guidelines. It’s a simple chart that helps your team adjust their tone while staying true to the core voice. 8.2 Administrator rights for official university sites should only be assigned to permanent university employees.