• http://twitter.com/shellyrecruits Shelly Recruits

    Edmunds did a great job, outlining a policy that isn’t too scary for the staffer who is not quite sure if they should (or are even allowed to) chat up their workplace in social venues. Thanks for sharing! Great best practice example!

  • http://www.cascadeemployersblog.com Michelle

    I work with an attorney that insists upon having a social media policy…for telling employees what they CAN do rather than what they CANNOT do. It is a powerful tool if used wisely, I wish more companies would take on the challenge.

    Good article – thanks! 

  • http://www.talenttalks.com/ TalentTalks

    Simplicity is almost always under-rated and under-appreciated. Unfortunately, SM policies are just the latest topic that certain HR people seem to build unecessary paranoia around. Rather than developing yet another complex, legal-ese riddled policy, HR practioners should be pursuing common-sense approaches to leverage their employee-base and any technology tools to generate a culture of accountability, transparency and innovation.

  • http://i-sight.com i-Sight Software

    This is definitely a great example of what a social media policy should look like. They’ve
    managed to include all of the important elements – not sharing confidential information,
    being mindful of the comments you leave, etc. – without making the policy drag
    on. I like the fact that they explain the reason for the policy at the
    beginning and have been very mindful of the language used in the policy.

  • KbhilferLaw

    Simplicity is one of the keys. In my post on lessons from the US Constiuttion in drafting social media policies, I explore how the simple and short framework of this historic document can help inform social media policy drafting. See: bit.ly/tZquqV