Should You Encourage Your Employees to Join LinkedIn?
post-template-default,single,single-post,postid-1130,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-7.2,vc_responsive
Should You Encourage Your Employees to Join LinkedIn?

Should You Encourage Your Employees to Join LinkedIn?

Social media is often discouraged in the workplace due to the common perception that it serves as a distraction for employees.

However, the emergence of professional networking sites like LinkedIn and developments on other platforms have presented opportunities, especially with the rise of HR technology, to monitor workflow more closely. With this in mind, should your business consider implementing a more relaxed social media policy in the workplace and encourage staff to join LinkedIn?

Researchers from Nanyang Technological University in Singapore analysed how professionals utilise LinkedIn for personal development. After conducting a number of qualitative and quantitative reviews, they concluded that users reported positive experiences when sharing knowledge and meeting other professionals within their industry. Based on these findings, LinkedIn has the potential to open up new ways to collaborate and broaden an employee’s knowledge of their industry through meaningful interactions.

However, there were also negative effects surrounding unsolicited contact and meeting unpleasant individuals. In the worst cases, nasty exchanges could turn into cyberbulling and harassment. These occurrences will not only impedes employee performance and satisfaction, they may come with legal repercussions.

As law firm Mayer Brown explained, poor conduct from workers could leave a business vulnerable to claims like harassment, discriminatory behaviour and any cyberbulling laws that apply. Employees may also break confidentiality or cause a security breach through careless use of sites and by sharing information with malicious third parties.

To ensure your company maintains a good legal standing and workers are able to avoid harassment, make sure to refine your code of conduct to match a relaxed social media policy. This will also require training for all employees on best social media practices.

Social media may scare HR managers  but it also has the potential to be utilised in a positive way and seeking assistance from HR consulting may help companies create an effective guideline for correct usage.

Ari Kopoulos

CEO at EmployeeConnect