an area that I have not included in my thesis because I was primarily targeted directly controllable external and not implicit internal communication activities Are social media guidelines. Moreover, it is recalled that these internal processes, I do not think about community management (see
community management, I think it is so only if the employee lost his way in a community or a corresponding group gathers around - and then grab the "conventional" methods, the community should follow a good manager. It's at Social Media Guidelines so much more about telling the employee what he can and what he can not. Or, to qualify him so that he could * act as a mouthpiece for a company *. Moreover, it is an attempt to have some control over the staff communication Social Web auszüben. (Supplement D. Lang water) why there should be a partner in the company, able to take any questions from staff regarding social media.
"The digital socialized man acts on the Internet not only as a private person, he communicates the same time, in its role as a worker and thus intentionally or unintentionally, the representative and spokesman for his company." ( Alkan, Ulbricht 2009 )
network can now be found in many "instructions" or Best Practice Examples of Social Media Guidelines. I have one of the IBM , Kodak and Daimler considered, combined, and could see some similarities, which seem to me much. Of course, the wording is a flat rate, ultimately must also be considered for each individual company details that especially the industry but also take into account the respective corporate culture. From complete prohibition to total openness are many different measures to imagine and make sense.
topics: The issues that must be communicated, are set for each department individually. Topics related to internal projects, clients and / or taking other people respect, are strictly in advance with the communications department to clarify.
responsibility Each employee is responsible for the content published. He published under his own name and not as official representatives of the company. In the case of Rechtsverleztung (eg copyright infringement, defamation) the employee is responsible.
occurrence: The employee behaves in the social web to match the corporate culture. This applies to the tonality of the language as well as for the design of online profiles on social networks. The defamation of competitors or competing products is not allowed. Each community platform for the social web has its own target group - the communication should be adjusted accordingly.
Honesty: The employee should to give the social web to recognize it as such, he comments on topics relevant to business terms. Authentic insights into the work world are desirable in principle - PR and marketing take place elsewhere. It should always be communicated honestly. Critical or unclear content must be verified internally prior to and be discussed with colleagues or the communications department.
Customer Contact: Social Web also means dialogue. Direct communication with customers and responses to Suggestions and criticism are of course. Even with harsh criticism of the staff should make sure that he always remained calm and not get involved in polemical discussions.
value: The constructive participation of staff in online communities or social networks is generally desirable. It is important to ensure that the quality of contributions is appropriate. Any good contribution paid by an on brand and image of the company. Quality over quantity: It is. The networking with customers and other employees should be encouraged.
time: The use of social media at work is allowed. The actual Work goals but it must not be neglected. Productivity is a top priority.
media: Who created the Social Web attention, may be addressed by professional media representatives. Questions of this type are passing them on to the appropriate communications department
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