Face hook

In an ideal world, you don’t have social media and exist in a grounded, mobile-free place. But, failing that new yogic lifestyle, I’d use the following principles.

As a go to rule- if you’re senior to someone, do not follow them. Not on Instagram, not on TikTok, not even on BeReal (especially not on BeReal). Yes, you feel like you’re mates- but the second something goes wrong- how are you going to feel giving a difficult message to someone who you can see on Insta is not working their hours.

LinkedIn is fine; in fact, it’s the Switzerland of social media. Safe, neutral, and probably full of people trying to sell you something. But keep your interactions there limited to professional content, avoid likes and comments unless its shared company content; under no circumstances should you be sliding into their DMs with a “Great post!” or “Thoughts?”. Direct messages can catch you out regardless of the context, and it's really worth keeping all work based comms to Slack/Teams.

Oh, and if the idea of your colleagues seeing your weekend antics, political takes, or niche gnome collection fills you with dread? Make your profile private. You are not a public figure. You are a professional human with a healthy sense of boundaries.

First things first: take a deep breath. Before you start drafting a stern email or booking an ominous 'quick chat' in their calendar, let's assess what's actually happening.

What exactly are they saying? There's a world of difference between "Another late night finishing the Johnson proposal #hardwork #dedication" (probably fine) and "My manager is an incompetent toad who wouldn't recognise a good idea if it danced naked on their desk" (probably not fine).

Here's how to handle it:

1. Check your policies. Does your company have a social media policy? Many do, and they range from 'don't share confidential information' to detailed guidelines about identifying yourself as an employee. Start by understanding what rules, if any, they might be breaking. (If you don’t have a policy, I suggest a basic 'these views are my own' as a good start point).

2. Assess the risk. Is this person sharing company secrets? Badmouthing clients? Or just venting about a long day? The severity of your response should be commensurate with the potential harm.

3. Consider the context. Are they clearly identifying themselves as an employee? Or are they posting anonymously to a private account with 12 followers, 11 of whom are family members? Context matters.

4. Have a conversation. If you decide action is needed, approach it with curiosity rather than accusation. "I noticed you've been posting about work recently, and I wanted to chat about our company's approach to social media" will get you further than "I saw what you wrote about the new marketing strategy, and you're in big trouble".

5. Offer guidance, not just restrictions. Many people genuinely don't understand the potential implications of what they share online. This is an opportunity to mentor, not just to restrict.

Remember that you can't control what people say about your company online. We're long past the days when organisations could tightly manage their public image. What you can do is foster a culture where people feel heard internally, reducing their need to vent externally.

And if it turns out they're just sharing positive things about their work life? Maybe send them some approved company hashtags and thank them for being an ambassador. After all, authentic employee advocacy is something most companies would pay good money for!