Technology
Gen Yers want unlimited access to high-speed technology, and they also want access to social networking such as Facebook and instant messaging chats with their friend on work time. Gen Yers are most comfortable when they are engaged simultaneously in multiple activities such as listening to music, texting, and writing, but Boomer and even Gen Xer employers are not likely to understand or embrace paying for social time. Regardless, employers are going to have to deal with this issue soon, so creating processes, guidelines, and policies should probably start now if not already in progress.
What’s the right answer on how to deal with all this? No one knows for sure. This is one of those areas where we are just going to have to try some things, realizing that we are going to make mistakes and be willing to change when we do. However, unless your organization is under tight security such as the defense industry, it may be best to embrace the use of technology and social networking at work versus fighting it. It should be noted that there are potential security risks with allowing social networking at work. It allows an opening for viruses and spyware. It also presents a legal risk as employees can download intellectual property and put the company at risk for a lawsuit. According to David Kelleher, a communications and research analyst at GFI, the companies who are in the middle ground when it comes to security typically have processes that
monitor all Web activity and control it on a per-user basis when social networking sites can be accessed at the office. Administrators can use Web monitoring software to block access during most of the day except during the staff lunch break or before and after normal office hours. The same software can be used to ensure that any files downloaded or links accessed online are checked in real time for exploits, malware, and viruses.2
It is work after all. It costs organizations millions to extract viruses and spyware, and we live in a lawsuit happy world, so providing some sort of process seems logical, but be aware that Gen Y may find the “middle ground” a bit stifling. Here is what a sample social networking and social media policy for this tactic might look like:
1. Include in your personal blogs clear disclaimers that the views expressed by the author in the blog are the author’s alone and do not represent the views of the company. Be clear and write in first person. Make your writing clear that you are speaking for yourself and not on behalf of the company.
2. Ensure that information published on your blog(s) complies with the company’s confidentiality and disclosure of proprietary data policies. This also applies to comments posted on other blogs, forums, and social networking sites.
3. Be respectful to the company, other employees, customers, partners, and competitors.
4. Do not allow social media activities to interfere with work commitments. Refer to IT resource usage policies.
5. Be aware that your actions captured via images, posts, or comments can reflect that of the company.
6. Do not reference or site company clients, partners, or customers without their express consent. In all cases, do not publish any information regarding a client during the engagement.
7. Respect copyright laws, and reference or cite sources appropriately. Plagiarism applies online as well.
8. Do not use company logos and trademarks without written consent.3
The truth is that if employers do a good job of hiring and Gen Yers do a good job of choosing their work, they will be so engaged in the work that time spent on activities outside of work will be minimal. They’ll stay focused, not because they have to, but because they like the work.