While some younger employees see social media as a career advantage, nearly half of surveyed workers believe an active personal online presence is more likely to harm their professional standing.
Personal social media use presents a growing career risk for employees, according to a new report from the American Staffing Association. The survey of over 2,000 Americans revealed that 44% of US workers believe an active social media presence could more likely hurt someone’s career than help it. In contrast, 37% felt it was more likely to be advantageous.
“An active social media presence has the ability to make or break years of hard work in the blink of an eye,” said Richard Wahlquist, CEO at ASA. He highlighted that while younger generations might view social media as a platform for self-expression and career advancement, it’s crucial to remember that potential employers are likely to see any posts.
Generational Divide in Perceptions
Attitudes towards social media’s career impact vary significantly across generations. The survey found that 48% of employed Baby Boomers believe a social media presence can negatively affect someone’s career. Conversely, 51% of Generation Z workers felt it could positively influence it.
This generational divide is also evident in how social media has personally aided careers. 56% of Gen Z workers said their social media presence has helped their own professional journey, compared to 44% of Millennials, 28% of Gen X, and 20% of Baby Boomers.
Real-World Implications for Employers
The use of personal social media can lead to substantial workplace concerns and conflicts for organisations. Recent US legal cases underscore these risks. For instance, a former vice president of engineering brought an unlawful termination lawsuit against Intel, referencing a supervisor’s social media posts. Another case involved an actor alleging wrongful termination and discrimination due to conservative posts on social media. While these cases often involve complex legal nuances around free speech, they highlight the potential for disputes arising from employees’ online activities.
For HR leaders, these findings reinforce the need for clear social media policies and ongoing education for employees about the potential impact of their online presence on their professional lives and the company’s reputation.