A lot of people find my blog by searching “law firm social media policies” according to Google analytics.
It’s my belief that two types of policies should be in place. One is for general social media use by employees and the second should be social media use by employees representing the firm. Your firms’ HR department probably has template policies you can work off as well. It’s also a good idea to include all of the decision makers when drafting and finalizing your policy.
Here’s some questions to consider when creating your policy:
- What happens to an employee’s social media account when they leave the firm?
- Who owns the firm’s blog?
- Who administers the social media accounts and who is their back-up in case they leave?
- Who documents the processes and best practices?
- Who will approve the content?
- Who writes the content?
- Are personal opinions allowed to be expressed?
- How will negative comments be addressed?
- Will commenting even be allowed?
- Who will handle the IT?
- Who will handle the knowledge management side of social media?
- Which social media channels will be used?
- Which logo’s will be used?
- What will the consequences be if the social media policy is violated?
These are just some of the questions that have come up in my personal experience. There is a wealth of information available online regarding social media policies. Do your research and discuss it with the relevant departments in your firm. Distribute the policy to everyone and keep it available in a public place (intranet, etc.).
It’s a good idea to revisit the policy every three to six months to see if it’s still up-to-date. Social media is always changing and your policy needs to reflect that.