In this article, we talk about communicating via social media at the workplace is good or not for your business. A tool based on information sharing and newly developed technologies online widely used for communication with peers or general audience are now a day popularly known as social media platforms. Using social media at the workplace during work hours is a new concept and is very prominent these days.
It can be used for excellent communication between colleagues during work hours, although using it in a fully-fledged way needs proper planning and execution. In the present, social media profile reflects who a person is and what is his/her thought process. Today, the Human resource department take in under their account of controlling the activity of social media in the workplace and also use it for the culmination of the right employee in the organisation. What does social media brings in for the organisational behaviour is the focus now as it shows both sides of the coin, effectual and ineffectual.
Table of Contents
- Why communicating via social media at the workplace is so popular?
- Business Acumen
- Possible advantages of using social media for communicating at the workplace
- Potential disadvantages of using social media for communicating at the workplace
- Engagement of an employee
Why communicating via social media at the workplace is so popular?
There is a wide variety of platform where people use online forums to share information: Voice services based on internet, wikis, blogs, texting forums, pictures and music sharing, personal profile database sharing etc. Most famous of all social media platforms these days are – Facebook, Whatsapp, Instagram, LinkedIn and Twitter. Google reader.
So, people can have access to these public platforms from anywhere, anytime using Internet services. Hence, it’s very easy now for the public to fetch information about anybody and share statuses about themselves. People get to see and know from each other, and in doing so, they are being updated about each and every event happening in their circle and around the world by being the general audience. When people feel the need for entertainment, they seek the assistance of these platforms as well (Cardon and Marshall 2015).
If an organisation does not have its presence on social media platforms, it risks its relevance in the market virtually. A small scale industry owner too has a public profile on social media, be it on LinkedIn, Twitter or popular platform Facebook. As opined by Colbert, Yee and George (2016), many companies now include social media as a significant part of their tactical planning procedure that provides recruitment, preparation and progress (Colbert, A. et al., 2016). They also use it for organisational change influences.
Social media may assist with cost efficiency when it comes to training and communicating expenses that an organisation has to bear. Reinforcing changes in present organisation’s behaviour or educating employees about the culture of an organisation can be one key aspect of social media at the workplace.
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Possible advantages of using social media for communicating at the workplace
- It can facilitate open communication among colleagues were a team member and other counterparts at the workplace can share ideas, success stories and strategies for execution
- So, marketing strategies and market research can discuss; social media gives a real-time result engine in the face on online surveys and promotions. Colleagues can take a review too on organisational behaviours and workplace culture
- Targeting a wide range of audience, information can be passed on to each person of the workforce in multiple branches, if any, on one click (Ali-Hassan, Nevo and Wade 2015)
- Directions can give or received by the same medium in an organisation if channelled strategically
- Increase chances of better reputation with nominal use of advertisement among clients
Possible disadvantages of using social media for communicating at the workplace
- As social media provides easy access to people to switch in between public platforms, they may use it in leisure time and even after that for fun during work hours. This way the efficiency of work is compromised (Zivnuska al. 2019)
- Spam and virus attacks are possible by fraudulent and hackers. People may float unnecessary information on the platform that is supposed to be used for work
- So, employees might knowingly or unknowingly involve in a thread of negative comments, or an individual responsibility may occur which is not a professional approach for the employee and the organisation’s reputation in the long run
- If any employee uses the organisational site to spread objectionable information or share offensive material, it may lead to legal prosecution
Engagement of an employee
If an employee is communicated through these platforms when information is passed, or a strategy is shared, he/she feels a sense of involvement with the organisation. He/she thinks that they are being recognised, heard and are in some ways responsible for the progress of the organisation (Estell and Davidson 2019).
So, social media guidelines are being strictly followed by each organisation that are employing it as a way of communication. HRs of the organisation is strictly monitoring the movements on such platforms and are helping the organisation from risking privacy and avoiding legal consequences.
Social Media can use as a useful technological tool in numerous ways. It requires firm obligations at the workplace where it should not jeopardise the reputation of one’s workplace. Lawsuits are now common over social media brawls among organisations which should be a concern of each organisation and make guidelines accordingly. Although the right way of implications may lead to flourishing prospects at work, both in the public and private sector. So, most importantly, social media might use for leisure time and workplace but should not misuse in improper ways that affect work proficiency.
Ali-Hassan, H., Nevo, D., & Wade, M. (2015). Linking dimensions of social media use to job performance: The role of social capital. The Journal of Strategic Information Systems, 24(2), 65-89.
Colbert, A., Yee, N., & George, G. (2016). The digital workforce and the workplace of the future.
Cardon, P. W., & Marshall, B. (2015). The hype and reality of social media use for work collaboration and team communication. International Journal of Business Communication, 52(3), 273-293.
Parveen, F., Jaafar, N. I., & Ainin, S. (2015). Social media usage and organisational performance: Reflections of Malaysian social media managers. Telematics and Informatics, 32(1), 67-78.
Nyaribo, Y. M. & Munene, A. G. (2018). Effect of social media participation in the workplace on employee productivity. IJAME.
Kapoor, K. K., Tamilmani, K., Rana, N. P., Patil, P., Dwivedi, Y. K. & Nerur, S. (2018). Advances in social media research: past, present and future. Information Systems Frontiers, 1-28
Zivnuska, S., Carlson, J. R., Carlson, D. S., Harris, R. B., & Harris, K. J. (2019). Social media addiction and social media reactions: The implications for job performance. The Journal of social psychology, 1-15.
Estell, P., & Davidson, E. J. (2019, January). Employee Engagement, Voice Mechanisms, and Enterprise Social Network Sites (ESNS). In Proceedings of the 52nd Hawaii International Conference on System Sciences.
I am Anshul Ahuja. I am Ceo and Content Writer who formerly work out of TECHKIDA office. A writer by a day and a reader by night. I Like to learn and share technical tips with you. And I Love Blogging.