In my MBA Organizational Behavior course, we collected data on the use of social media in the workplace: If people use it, how often they use it, for what purpose, and if their workplace has policies for such use and how that impacts their views on that company.

Of the 45 people surveyed (in the 20 to 40 year old range):

- 100% have used social media

- 53% have access at work

- 42.5% use it for 10 to 30 minutes while 25% use it for over an hour while at work

- 64.5% for personal reasons, 35.5% just for a lunch break, while the rest use for actual work purposes such as managing and promoting the brand (Pie Chart of Results)

- 45% believe it boosts productivity versus 47% believe it reduces said productivity

In this survey group, it appeared those who did not have access were normally individuals working in a financial/investment firm where they are more likely to prohibit rather than limit/restrict use. The individuals which have social media policies at their workplace and limit (rather than prohibit) such usage, are understanding why such policies are in place because employees may abuse such use, there is a chance of liability, etc. However, some of these social media users feel there is a lack of trust from management when such limitations are placed upon their use. Where is the fine line between policies that prohibit and those that limit and still maintain employee trust and faith? Companies like IBM have a great policy which allows its employees to blog and use social media in order to inspire their innovation. Others are still trying to determine their policies, but just as any other tool in the workplace which can assist in profit, social media is another tool which can be used but management should provide training, lead by example, and trust employees to use these “tools” productively and with dutiful care.