Social media and workplace productivity are considerations for any organization, but, in healthcare, protecting patient privacy is an added need. Far too often, social media and good judgment don't go hand in hand and poor decisions are made despite all of the training that we put our staff through on HIPAA and patient confidentiality.
What happens when someone at your hospital or medical practice makes a Facebook post that they saw a political figure or a celebrity in the operating room? And what happens when different departments want to use social media for work related purposes? How will you respond?
Lapses in judgment have the potential to turn into staff firings, lawsuits and public relations nightmares. "I would say it is absolutely critical for any size hospital or provider to have a social media policy,” says Pam Lagano with strategy-based public relations firm Lagano & Associates, Inc.
Developing a social media policy
Many hospitals have tried to monitor employee social media use at work by blocking sites like Facebook, Twitter and YouTube. While this prevents employees from using hospital computers to access these sites, it can't stop employees from using personal computers and smart phones to share information about work, i.e. your hospital. "Although you can't prohibit social media usage, you can definitely implement restrictions," Ms. Lagano says. "Developing a social media policy for your hospital will outline the right and wrong ways your employees can engage with social media."
Like any policy your hospital develops, leadership will need to get involved. It will take time, but it is important to have a clear understanding of the possible impact of social media — both positive and negative — at your hospital. Involve a number of departments, including HR, IT, legal, marketing, PR and the web team. It is not necessary to reinvent the wheel — there are a number of excellent social media policies available online.
Ms. Lagano recommends these tips for best results:
• Keep the policy simple
• Use plain English — leave out legal jargon
• Shorter is better
• Focus on the principles — not every specific situation needs addressing
• Give examples of right and wrong ways to use social media
• Encourage employees to use good judgment
Making sure employees are compliant
Once the social media policy has been finalized, it is important to let your employees know there has been a change to the employee agreement that each employee signed when they were hired. An e-mail or memo should be sent to all employees including a copy of the new policy or a link to where they can reference the policy.
Learn more about Lagano & Associates, Inc.
Related Articles on Social Media:
6 Ways Healthcare Providers Can Leverage Social Media
6 Ways for Orthopedic Surgeons to Effectively Utilize Social Media
500 Million Potential Patients on Facebook: Why Your Practice Needs Social Media
Lapses in judgment have the potential to turn into staff firings, lawsuits and public relations nightmares. "I would say it is absolutely critical for any size hospital or provider to have a social media policy,” says Pam Lagano with strategy-based public relations firm Lagano & Associates, Inc.
Developing a social media policy
Many hospitals have tried to monitor employee social media use at work by blocking sites like Facebook, Twitter and YouTube. While this prevents employees from using hospital computers to access these sites, it can't stop employees from using personal computers and smart phones to share information about work, i.e. your hospital. "Although you can't prohibit social media usage, you can definitely implement restrictions," Ms. Lagano says. "Developing a social media policy for your hospital will outline the right and wrong ways your employees can engage with social media."
Like any policy your hospital develops, leadership will need to get involved. It will take time, but it is important to have a clear understanding of the possible impact of social media — both positive and negative — at your hospital. Involve a number of departments, including HR, IT, legal, marketing, PR and the web team. It is not necessary to reinvent the wheel — there are a number of excellent social media policies available online.
Ms. Lagano recommends these tips for best results:
• Keep the policy simple
• Use plain English — leave out legal jargon
• Shorter is better
• Focus on the principles — not every specific situation needs addressing
• Give examples of right and wrong ways to use social media
• Encourage employees to use good judgment
Making sure employees are compliant
Once the social media policy has been finalized, it is important to let your employees know there has been a change to the employee agreement that each employee signed when they were hired. An e-mail or memo should be sent to all employees including a copy of the new policy or a link to where they can reference the policy.
Learn more about Lagano & Associates, Inc.
Related Articles on Social Media:
6 Ways Healthcare Providers Can Leverage Social Media
6 Ways for Orthopedic Surgeons to Effectively Utilize Social Media
500 Million Potential Patients on Facebook: Why Your Practice Needs Social Media