Take a good look at your social media policy. If you’re savvy enough to understand that this is the Wild West and that a track-and-trust culture will get you a lot further than the prevailing command-and-control version, here are 5 questions our team has devised to help start a dialogue in your organization:
What level of corporate transparency do we want to have?
It is a spectrum, and you need to figure out how open you really want to be.
What is our definition of intellectual property (IP)?
Your corporate IP is a corporate asset—think copyrights, patents, trademarks. But IP also includes corporate proprietary information, customer information, and so on. How do you define what is yours, your employees’, your partners’, and your customers’, and what do you share with the market?
What are customers expecting in terms of the customer experience?
Do they expect to be engaged? Do they expect real-time feedback and response? Do they expect your people to be empowered to participate in social engagement? Knowing how much will also drive the organization’s view of how you should participate.
What do our employees expect in terms of employee engagement?
Do they expect a wide-open policy for everyone? Are there industry regulations regarding participation? How is management participating?
Are there internal vehicles employees can use to vent?
Are you giving employees an outlet for voicing feedback? How is morale? Most who say, ‘‘I hate . . . web sites’’ are actually ex-employees. Did you just go through a round of layoffs? You may want to think about how your employee base will react.
How well do a group of individuals work well together in a team-based environment? Take our Free Relationship DNA assessment to identify the team attributes in one of four quadrants with a high level profile and a set of recommendations.