Amidst an uptick in political upheaval, social media has become the forefront of discussion. Nearly 30% of surveyed employers reported an increase in conflict related to social media posts within the last six months, according to Resume Templates. Controversial opinions shared across public social platforms can easily bleed into the workplace, disrupting culture, productivity, and business reputation. As the political climate continues to intensify, businesses may begin to take a more active role in curbing uncomfortable conversations. Organizations must assess their own workplace culture to decide if social media policies are necessary or appropriate within their team.
Employers are expected to set standards for conduct to mitigate conflict, harassment, or disruption from work. From a legal standpoint, organizations have ample room to create a social media policy while remaining in compliance. While the first amendment protects free speech from legal prosecution, it does not protect employees of private employers from adverse actions, such as suspensions or terminations. Employers must consult state law to understand the limits of acting against speech that occurs outside of the workplace. Some states do have legislation to protect employees from discrimination or retaliation based upon lawful political activity, so it is crucial to review local and state regulations during policy creation.
As with all policies, they must be clearly outlined and applied with consistency. This establishes fairness and helps to avoid potential discrimination or retaliation of claims. Any action against political messaging should remain neutral; muting one political view while allowing others to be shared may be seen as biased. Ensure that any action being taken addresses conduct, such as bullying or harassment, rather than belief itself. Any discipline should be documented to demonstrate both the behavior that occurred, and that the policy was followed. Employers should proceed with caution with protected topics such as policies, wages, or work conditions, as censoring such topics may violate the National Labor Relations Act.
When deciding to implement a social media policy, it is essential to analyze possible unintended consequences. While social media policies may protect the company’s reputation with consumers, it may harm its reputation with employees. Strict social media policies may seem controlling, making the organization less attractive to prospective employees. Current employees may also feel uncomfortable with the implementation of such a policy, which could increase turnover. If a policy seems necessary to the company, employers must carefully consider the guidelines and language of a policy.
In addition to policy, other steps should be taken to maintain a positive work environment. Employees should be encouraged to maintain respect and decorum throughout all interactions in the workplace. Training managers to defuse situations before they escalate is key. To learn more about managing workplace conflict, check out our article: De-escalating Desk Drama: How to Deal with Workplace Conflict – Lever 1
Business leaders are responsible for setting the tone for a respectful, inclusive work environment. As social and political tensions rise, employers may look for additional strategies to maintain harmony and productivity, which may include the implementation of a social media policy. By analyzing your team’s culture and weighing potential outcomes, leaders can determine whether such a policy would be effective and beneficial within their organization. If you’re looking for assistance with policy draft and implementation, Lever1’s HR experts are here to guide you.
Key Takeaways:
Confirm Compliance: Review local and state legislation to create a policy that is within legal guidelines.
Assess the Impact: Evaluate if there is a need for a social media policy based on company culture and history. Understand the potential impact of the policy on the company’s reputation.
Address the Behavior: Ensure the policy is enforced uniformly. Disciplinary actions should be well-documented and directed at the behavior, not the viewpoint.
Affton Hooten, PHR, SHRM-CP | HR Business Partner
Affton serves as an HR Business Partner. She provides strategic HR support to multiple client organizations, focusing on compliance, employee relations, benefits, and performance management. Affton is passionate about streamlining HR processes and fostering inclusive, high-performing workplace cultures.