Posted by Theresa Witham
There's a lot of talk about how Web 2.0 can be used to appeal to young members. But what about young employees? If employees are comfortable communicating via text or instant message instead of e-mail, how can a credit union use that to its advantage? And what about blogs? Can they appeal to potential employees, too?
Speaking of blogs, what kinds of policies do CUs need to regulate employee participation? I see two sides to this: There are the policies that deal with employees who are blogging on behalf of the credit union or commenting on work-related blogs. These policies need to spell out what the employee can and cannot do. (Tim McAlpine has a great post about blog policies and paranoia on his Currency Marketing blog.)
But what about employees who have a personal blog, MySpace or Facebook page? Maybe they post pictures of their dogs and kids, or maybe they talk about model trains, or maybe they write about their weekend activities. Maybe those weekend activities are completely legal, but perhaps not the most professional. Can a CU do anything about that?
Then there are the policies that ban all blogging from work, lumping CUES Nexus Connection in the same category as stuffonmycat.com. I know I am biased here, but the CUES blogs and the blogs of many of our commenters have interesting posts and wonderful conversation. Why not amend those policies to let employees read and participate in any blogs directly related to their work, whether it's a CU blog or one that relates to a job function, such as marketing or HR? Also, do the rules change (and should they?) if it's the CEO or a vice president blogging instead of a loan officer or membership services rep?
I'm seeking background for a future Credit Union Management article and would love to hear your ideas. Thanks!
