The Impact of Social Media on Workplace Culture

January 31, 2025

Social media can be a breeding ground for deep issues at your company.  

A thoughtless ‘joke’ post that’s reshared, or errant likes or engagement with divisive content can show up on your worker’s feeds and create a toxic work environment where people feel uncomfortable and unsafe. We’re digging into the real risks social media poses to your workplace culture in this week’s article:  

Real-World Harms from Online Actions 

Online actions can have very real consequences in your workplace.  

An angry comment or a controversial opinion can damage your leaders’ professional reputations, hackers accessing their account can wreak havoc, and both of these can create problems for the company more broadly. In fact, an Australian football coach recently stepped down after his account was hacked and lewd images were posted from his account (they also tagged one of the female executives at a major team sponsor). He was cleared of any wrongdoing but resigned anyway due to the reputational harm.  

While it’s not your responsibility to secure the accounts of your team or the leaders at your company – it can pay dividends to educate them about the consequences of online actions at work. They benefit from better security and healthier interactions online, and your company reduces the risk of real-world reputational harm.  

Reduce Your Risk of Hostile Workplace Claims 

Constant connectivity erodes the boundaries between work and personal life. As a result, employers do need to manage the risk of their employees’ communications on social media outside of work. There have already been matters in the US where employers have been held liable for hostile workplace claims stemming from the online actions of their team members.  

Consider this quote from the US Ninth Circuit Court of Appeals in the matter of Okonowsky v. Merrick Garland 

“The panel rejected the notion that only conduct that occurred inside the physical workplace can be actionable, especially in light of the ubiquity of social media and the ready use of it to harass and bully both inside and outside of the physical workplace.” 

Plus, There’s The Risk to Your Company’s Culture 

Even if your employee’s online activities don’t cause reputational harm or open your company to the risk of a hostile workplace claim, it can damage your company’s culture.  

  • Offensive comments, cyberbullying, and exclusion can all impact productivity and engagement at work, even if they aren’t unlawful.  
  • Stereotyping and “othering” can cause workplace tensions.  
  • Online platforms worsen existing workplace disagreements and amplify the spread of rumors.   
  • Finally, the pressure to maintain an online presence can negatively impact mental health.  

Action Items for Business Leaders 

To address these challenges, leaders need to create a workplace culture that prioritizes well-being. This means: 

  • Develop a Clear Social Media Policy: Establish a comprehensive policy outlining acceptable online behavior, including guidelines on confidentiality, non-disparagement, and responsible use of company logos or trademarks. 
  • Foster Open Communication: Encourage open dialogue with your team about the potential pitfalls of social media and the importance of maintaining a professional online presence. 
  • Lead by Example: Executives and managers should be role models, demonstrating responsible social media use and setting clear expectations for out-of-hours communication. 
  • Promote Healthy Boundaries: Consider a policy that discourages work emails and messages outside of designated work hours, allowing employees time to disconnect and recharge. 
  • Invest in Training: Provide training programs to educate employees on the legal implications of social media use and how to maintain a healthy work-life balance with technology. 
  • Establish Clear Communication Channels: Create designated channels for work-related communication outside of regular hours, allowing employees to address urgent matters without compromising their personal time. 

If you need assistance improving your company’s social media policy, reach out. Our attorneys are available to work with you.

Disclaimer

The materials available at this website are for informational purposes only and not for the purpose of providing legal advice. You should contact your attorney to obtain advice with respect to any particular issue or problem. Use of and access to this website or any of the e-mail links contained within the site do not create an attorney-client relationship between CGL and the user or browser. The opinions expressed at or through this site are the opinions of the individual author and may not reflect the opinions of the firm or any individual attorney.

Other Articles

Image of 3 equal piles of coins with figurines sitting on top of them, one has brown skin, one is a mother, and one is a white male to demonstrate how effective pay audits can result in equal pay. 5 Tips for Conducting Effective Pay Audits
Cartoon illustration of a nurse holding up an enormous needle highlighting the challenges posed by vaccine mandates as well as other pandemic-related compliance challenges. What California Employers Need to Know About Vaccine Mandates
Illustration of an employer and an employee pointing to an arbitration clause in employment contracts with a cup of coffee, gavel and other documents also on the table. What’s Happening with Arbitration Clauses in California Employment Contracts?

    Ready to Talk?
    Contact Us

    We would to hear from you

    Please take a moment to tell us a few things about your needs and someone from our team will reach out to you as soon as possible.

    We would to hear from you

    Thank you for reaching out!

    Someone from our team will get back to you shortly

    We would to hear from you