In large or regulated organizations, a clear policy protects against legal exposure, reduces reputational risk, and empowers teams to engage confidently within defined guardrails. The stronger the policy, the less time leadership spends firefighting, and the more time they can spend driving growth. To get started on writing your own brand social media guidelines, you can grab our easy-to-use template. Simply download the Google Doc, save a copy and customise it to your requirements.
Another important part of your policy is advice for protecting your company’s social media accounts. That’s why your policy should include tips for creating strong passwords, using two-factor authentication, and spotting phishing scams. It’s also helpful to explain what employees should do if they notice any suspicious activity. Looking at social media policy examples from well-known companies can provide valuable insights. Coca-Cola sets an example with its comprehensive social media policy, which includes distinct guidelines for private individuals versus company spokespeople.
Respecting Confidentiality And Company Information
At [Company], we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. Below you’ll find three different social media policy templates you can use immediately. We find that every company is a little different, so between these three templates we’re fairly confident that one of these templates will serve as a good starting point for you.
Statements and slurs about race, religion, sexual orientation, ethnicity and gender can be considered offensive. Remind employees that their professional brand and personal brand are tied together. Providing protocol and tools helps your team nip problems in the bud before they grow into a full-blown social media crisis. So, it’s a good idea to put a quick and punchy list of your most basic social media code of conduct right upfront.
Your main brand guidelines are like the constitution for your entire brand. They cover absolutely everything—your mission, your logo, your typography, your color palette, how you show up in print ads, on your website, everywhere. Not every comment will be a glowing review, and that’s perfectly fine.
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This disclosure must be made directly on the relevant post – not just the employee’s social bio. If employees accidentally share intellectual property without permission from the owner (especially without giving credit), they could sue your company for thousands or even millions of dollars. It could also create a negative PR crisis that damages your brand’s credibility. In addition to outlining anti-inclusive content, state your company’s policy on supporting anti-inclusive groups. For example, you may prohibit employees from posting content about those specific groups. Social media guidelines are rules outlined by a company that employees must abide by when participating on social media in the workplace.
Create Consistency In Voice, Tone, And Response Strategy
This incident forces the startup to draft a stringent social media policy. All of a sudden, their secret project stands threatened and their strategy is in jeopardy. Tim faces the music, the post gets deleted and the team scrambles to reconfigure their game plan. Having a plan in place for handling crises can save your brand from potential fallout. Outline the steps to take when a negative incident occurs, including who to contact and how to communicate with the public.
You can do this by letting your employees know what company information they can and can’t share on social networks. By clearly defining the types of misconduct, companies can establish a framework for addressing violations and ensuring employees understand the severity of their actions. It’s important for employers to provide clear examples and guidelines to prevent misunderstandings and ensure that all employees are on the same page.