Surprise! You’re On TikTok!
By VICKY BROWN
Let’s talk about something that’s probably already happening in your business – even if you haven’t noticed yet. Your team is on social media. And yes, sometimes that includes your workplace.
Now, before you panic, let’s get clear: not every post is a problem. But when there’s no policy, no training, and no awareness of what’s off-limits, things can spiral fast. One enthusiastic “day in the life” video can accidentally show confidential client files. One frustrated venting session can undermine team trust. One misstep can land your business in hot water – legally or reputationally.
This isn’t just a big company problem. In fact, it’s often more dangerous for small businesses. Why? Because you don’t have a PR department to clean up the mess. You don’t have a legal team monitoring content. And when something goes wrong, the consequences hit fast and hard.
The Real Risks of Oversharing
Employees usually mean well. They’re proud of their work, excited to share behind-the-scenes content, and eager to connect with others online. But without clear boundaries, those posts can cause real damage. Think HIPAA violations from a hospital room tour. Or a product leak when someone films their screen during development. Or a breakdown in culture when someone takes to TikTok to call out a coworker – vaguely, but not vaguely enough.
These aren’t hypotheticals. They’re real situations happening in real companies. And once a post goes viral, there’s no undo button.
“…Don’t just drop a policy on someone’s desk and expect them to follow it. Train your team. Walk them through the reasoning. Show them how to share their enthusiasm safely.“
You Can’t Just Ban It – And You Shouldn’t
The natural reaction might be to say, “No social media about work. Period.” But that approach can backfire. Employees have legally protected rights to discuss wages, working conditions, and safety concerns. Trying to silence those conversations could put you on the wrong side of the National Labor Relations Board.
Instead of going full shutdown, get smart and get specific. Your goal isn’t to ban all workplace content – it’s to make sure what’s shared doesn’t put your business at risk.
What Your Employee Social Media Policy Needs to Include
Start with clarity. Don’t say “be professional online.” That’s too vague. Instead, spell out exactly what’s off-limits – client names, financial data, patient information, anything under NDA. Be explicit about what can and can’t be filmed or shared.
Next, address timing and location. Is social media use allowed during breaks? Are there parts of your office that are no-filming zones? Help your team understand the “where” and “when,” not just the “what.”
And most importantly – explain why. Don’t just drop a policy on someone’s desk and expect them to follow it. Train your team. Walk them through the reasoning. Show them how to share their enthusiasm safely. Make it real, not abstract.
Whether you’re an entrepreneur jumping into a leadership role, a seasoned business pro with new HR responsibilities, or just starting your HR career – we’ve got the right path to guide you through your HR hurdles.
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Build a Better Outlet
If your team wants to create content, give them a safe way to do it. That might mean setting up a company account they can contribute to. Or building content guidelines for how to highlight their work without sharing confidential details. When you create an outlet, you turn a potential risk into a strategic asset.
And while you’re at it, make sure your policy clearly states that it doesn’t restrict legally protected speech. This protects you legally – and it shows your team that you’re not just trying to control them. You’re building a healthy workplace where both the business and the people can thrive.
Don’t Wait for a Crisis
If you’re reading this and thinking “We’ve been lucky so far,” that’s your sign to act. Because luck is not a strategy. A solid, thoughtful, legally sound employee social media policy isn’t just good HR – it’s good leadership.
Your team wants to be seen. Your business deserves to be protected. And you, as the leader, have the power to create both safety and opportunity – with the right structure in place.
Spread the word
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