Don’t get me wrong, I’ve written about the need and the utility of having passion for what you do. But I’ve also written about the ever-present need to increase mentoring and diminish irresponsibility in the workplace. Distractions in the workplace attributed to new media, social networks, the Internet and new gadgets are on the rise.
Rewarding work can be fun, today however there are a myriad of technologies and distractions that can sidetrack even the most well meaning employees and organizations. Creating policies that outline acceptable and unacceptable behaviors in regards to social technologies, including the Internet, social networks and ultimately even self-promotion through personal branding are needed now more than ever before.
The Use of Social Technologies in the Workplace
As social media and new technologies pour into the workplace new situations of compliance and complexity arise. Many companies are seeking answers in how to properly organize and implment policies to both leverage and mitigate social technologies. Across the organization, companies are as social media, mobile appear to hold not simply marketing promise, but potential for recruitment, internal communications, and much more.
Policies regarding the use of and the application of social technologies in the workplace are increasingly a discussion point. And with good merit, these issues effect and can positively (and/or negatively influence) the organization in a number of ways.
It was estimated that during last year’s world cup worker productivity fell greatly. In Britain alone, researchers predicted that, “over nine million employees … will skive an average of 3.5 days during the (World Cup) event.” In the US each tournament time brings it’s own malaise of distractions.
In the US one of the biggest drains to productivity, time, and companies money is the NCAA Men’s College Basketball Tournament, also known as March Madness. It was estimated that the first week of the tournament would cost companies around $1.8 billion. This is due to employees updating their in office brackets, checking scores and more recently watching live streams of the games during office hours.
Many companies choose to block certain sites, sealing them up behind firewalls. This approach is only half-witted though. The problem is that workers have smart phones today that provide them access to networks irregardless of firewall restrictions and with much of the same opportunity to go online. It is as true in this case as in many – working with the natural flow is a more harmonious and ultimately a more rewarding approach for companies to take.
In fact, reports appear to suggest that a increased availability, an increased opportunity to par-take in social networks actually benefit the organization more than hurt it. Now there are always exceptions. Obviously, sharing company secrets, sensative information or the like isn’t beneficial. And for obvious reasons this type of behavior should carry with it a just reward, but that is what the social media policy can help outline.
Organizations should grow organically into social media with their distinct objectives, and opportunities in mind.
Organizations are as unique as the individuals in them. What this means is that each organization has it’s own needs, it’s own objectives and it’s own situation. These uniquenesses deserve consideration as the organizational strucutre and the policies regarding the use of social technologies is instituted.
