# Social Media Use in SMEs: What Employers Need to Know
Social media has become part of everyday life for most employees. Whether using platforms to network professionally, keep in touch with friends or share opinions online, employees are often active on social media both during and outside working hours.
For SMEs, social media can bring significant benefits. It can help businesses market their products and services, build relationships with customers and showcase company culture. However, it can also create challenges where employee activity online affects productivity, workplace relationships, confidentiality or the reputation of the business.
The good news is that most social media issues can be managed through clear expectations, sensible policies and consistent management. This guide explains some of the key issues employers should consider.
## Why Social Media Matters in the Workplace
Many employers assume that social media activity outside work is a private matter. In most cases that is true. However, there are circumstances where an employee’s online behaviour can have a direct impact on the workplace.
For example, social media activity may:
* affect the organisation’s reputation;
* damage customer relationships;
* create workplace conflict;
* breach confidentiality obligations;
* amount to bullying, harassment or discrimination;
* raise concerns about conduct or professionalism.
The challenge for employers is finding an appropriate balance between respecting employees’ private lives and protecting legitimate business interests.
## Social Media Can Benefit Your Business
Social media should not always be viewed as a risk. Many SMEs actively encourage employees to promote the organisation online and share company news, achievements and vacancies.
Employees can become valuable ambassadors for the business by:
* sharing positive workplace experiences;
* promoting products and services;
* supporting recruitment activities;
* increasing brand awareness;
* helping the organisation reach new audiences.
Employers who provide clear guidance are often able to maximise these benefits whilst reducing potential risks.
## Clear Expectations Are Important
Many social media disputes arise because expectations were never clearly communicated.
Employees should understand:
* what they can and cannot share online;
* when they may identify themselves as working for the organisation;
* expectations around confidentiality;
* standards of workplace conduct that apply online;
* the consequences of inappropriate social media use.
For many SMEs, these expectations can be incorporated into an employee handbook or social media policy.
## Social Media and Working Time
Social media can also create productivity concerns where employees spend excessive amounts of time on personal accounts during working hours.
Most employers recognise that occasional personal use is unlikely to be a problem. However, excessive use during working time may affect productivity, customer service and performance.
Employers should ensure that any rules regarding personal use of social media during working hours are reasonable, clearly communicated and applied consistently.
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