This press release features multimedia. Survey respondents place blame on social media platforms and not people—they rank social media as the biggest “bad” influence when it comes to how they manage their money, while they put friends and family at the top of “good” influences. Despite the financial pressures lurking in their social media feeds, 59 percent of Americans consider themselves to be savers, and 65 percent say they’re willing to sacrifice spending money on experiences now to save money for later in life. Additionally, more than half of planners (52 percent) are focused on how their friends save rather than spend money. In fact, 52 percent of planners say their friends actually motivate them to save and invest. Despite the benefits of planning, Schwab’s survey shows that only 28 percent of Americans have a financial plan in writing. “We want to change the perception that financial planning is inaccessible, too expensive and too complicated,” said Kallsen. “Most people have short-term and long-term goals, either in their heads or documented informally. We can help capture those ideas and create a plan to achieve them.
The New Social Network
2.3 million in personal net worth to be considered “wealthy.” That’s more than 20 times the actual median net worth of U.S. More than half of Americans are optimistic that they will be wealthy at some point in their lives, and two in five believe they will achieve that goal within a decade. 700,000 in net worth. Despite the high dollar amounts Americans use to define wealth, when it comes to feeling personally wealthy, 72 percent say it isn’t about a dollar amount at all, but rather the way they live their lives. 1 million windfall, more than half (54 percent) of survey respondents say they would spend it—on a house first, followed by cars and travel. In addition, they say they would use the funds to pay down debt (28 percent), invest (23 percent) and save (21 percent). In comparison to other generations, Gen Z respondents were the most likely to say they would save at least a portion (37 percent).
Schwab has created a Modern Wealth Quiz to help people gain insights about their own saving, spending, and investing habits. The online survey was conducted by Logica Research from February 8 to February 14, 2019, among a national sample of 1,000 Americans aged 21 to 75 and an augment sample of 200 older Gen Zers aged 18-22 for generational comparisons. Quotas were set to balance the national sample on key demographic variables. Supporting documentation for any claims or statistical information is available upon request. The margin of error for the national sample is three percentage points. At Charles Schwab, we believe in the power of investing to help individuals create a better tomorrow. We have a history of challenging the status quo in our industry, innovating in ways that benefit investors and the advisors and employers who serve them, and championing our clients’ goals with passion and integrity. Follow us on Twitter, Facebook, YouTube and LinkedIn. Through its operating subsidiaries, The Charles Schwab Corporation SCHW, -3.61% provides a full range of securities brokerage, banking, money management and financial advisory services to individual investors and independent investment advisors.
What Is Social Media For You
Community members ask questions on discussion boards, contribute or download content on specific topics, and have content digests e-mailed to them. Employers need to realize that such communities change membership over time and that employee participation waxes and wanes. Also, not all of the comments shared by employees on discussion boards, blogs or wikis are factually accurate. Those overseeing social media networks have to walk a fine line between censoring content and ensuring that information is accurate. The use of video has gained traction as an employee learning tool, fueled by the growth of smartphones with high-definition video and broadband networks. As a result, more organizations are creating YouTube-like repositories on enterprise networks where employees post videos created to share knowledge. HR may be tempted to leave social media matters to the organization's information technology managers. But experts warn that the issues involved in social media use—privacy, confidentiality, appropriate communication styles, productivity and time management—are squarely in HR's wheelhouse.
Social Media Marketing Free
Policies on appropriate use of these evolving media are HR's responsibility. Working with IT, risk management specialists and marketing personnel, HR must structure policies to minimize risk to both the employer's security and its reputation. At the same time, HR must help the employer leverage the use of social media for the organization's benefit. HR is also typically responsible for enforcing social media policies. HR also generally takes primary responsibility for developing and promoting guidelines and training to ensure that employees understand the expectations about their use of social media, both at work and at home. Lessons for employees on social media etiquette, together with clear expectations from the employer, ensure that employees know how, when and where they can use social media. HR also takes the lead in developing appropriate internal documents to communicate policy requirements, changes and clarifications to a company's employees. The growing use of social media is not without risks. Employee use of these sites, whether for personal use or as an official part of the employer's social media strategy, can open the door to certain liabilities.
Employees may not be aware of how their actions online could compromise organizational security. Visiting social networking sites at work can expose company networks to malware, including adware and spyware. Malware, or malicious software, is designed to take control of and damage a computer. It can help hackers steal identities and data. Organizations must educate employees about how a downloaded application or even a simple click on a received link can infect their computers and the network at large. Employers should also warn workers not to click on suspicious links and to pay careful attention when providing personal information online. A critical concern about social networking platforms is that they encourage people to share personal information. Even the most cautious and well-meaning people can give away information they should not; the same applies to what is posted on company-approved social networking platforms. Organizations that maintain an official Twitter feed or a corporate Facebook page want public recognition—in fact, the point is to attract followers.
These employers keep, and often publicize, statistics about their numbers of followers and views. This dynamic is where the danger lies. Another issue for employers is the problem of employees tattling to managers about other employees' personal posts on social media sites, especially when those items could get the poster in trouble at work. HR needs to anticipate this eventuality and have a procedure in place: Managers take no initial action, and HR checks the questionable posts first because the posts may be protected speech. According to the 2011 SHRM social media survey, about 40 percent of organizations have a formal social media policy. A code of conduct for employee use of social networking environments for professional purposes (68 percent of organizations included this item in their policies). A code of conduct for employee use of social networking environments for personal purposes while at work (66 percent). Notification to employees that the organization has the right to monitor their social media use in the workplace (56 percent).
Communicates benefits of social networking and of having a policy.
Guidelines for social media communications (55 percent). Guidelines for responding to feedback on social networking environments (35 percent). Although a growing number of employers use social media, 43 percent of the respondents in the 2011 SHRM survey reported that their organizations block access to social media sites on company-owned computers and handheld electronic devices. The survey found that larger organizations (more than 500 employees) are more likely to block access to social media sites and to track employee use. Employers do have the right to prohibit any personal use of company computers, but such a prohibition is not likely to yield optimal results. If an employer decides to permit employees access to social networking platforms, then the employer needs a comprehensive and well-defined policy to prevent abuse. Establishes a clear and defined purpose for the policy. Communicates benefits of social networking and of having a policy. Provides a clear platform for educating employees.
Be accountable and correct mistakes.
Takes into consideration any legal consequences of not following laws. Refers to proprietary and confidential information at risk. Talks about productivity in terms of social networking. Establishes expected behavioral norms in the use of social networking. Provides guidance regarding social networking that could be associated with the organization, EDN\n employees or customers. Some employers may prohibit posting of company information on social networking sites without the employer's explicit consent. Outlines disciplinary measures the employer will take if employees violate social media policy. See Social Media Acceptable-Use Policy and Social Media Policy. Exercise good judgment and common sense. Not allow social networking to interrupt productivity. Be mindful of their privacy settings. Be polite and responsible. Be accountable and correct mistakes. Use disclaimers or speak in the first person to make it clear the opinions expressed are not those of their employer. Bring work-related complaints directly to HR, not through postings on social media sites or the Internet.
Remember the audience and that what is being said might create a perception about the employer. See Social Media Policies Slowly Catch on Worldwide. Social media are young, and case law about social media and employment is in its early days. Among the legal issues employers should watch are policy content, problems with using social media for recruitment and hiring, pitfalls of social media "friendings," and questions about ownership of materials posted online. Any policy should be in the form of a guideline, not an absolute rule. NLRB is building case law on social media and the workplace through its rulings on adverse actions involving employee use of social media use. Employers should become familiar with NLRB's decisions. See NLRB Rejects Common Practices: What is HR to Do? Employers must exercise caution when using social networks for recruiting or when viewing candidates' personal social media profiles while in the recruiting or hiring processes.
Access to protected information about candidates. When looking at candidates' social media profiles, HR professionals may learn information they should not have when screening candidates. A candidate could claim that a potential employer did not offer a job because of information found on a social networking site, which discusses legally protected categories such as the candidate's race, ethnicity, age, associations, family relationships or political views. To avoid problems, employers should ensure they do not use social media to screen applicants when deciding who gets an interview. They should also require that HR, not the hiring manager, conduct any social media reviews—and only during the background check of the finalist, when the HR professional already knows the finalist's equal employment opportunity profile. See Widening Web of Social Media and Despite Legal Risks, Companies Still Use Social Media To Screen Employees. Possible violations of fair credit reporting law. The Fair Credit Reporting Act identifies background screening companies as "consumer reporting agencies" and outlines specific requirements for employers and screening agencies. Screeners must meet certain standards for accuracy of the information they use.
Social Media Trending Topics
Fulfilling that obligation can be challenging, given that content on social media sites can change at any time and is controlled by users. Online "friending" between managers and employees increases the chance—should a working relationship turn sour—of additional claims in any subsequent employment litigation. Managers will all too easily wind up with too much information if they have "friended" their employees, including (as with recruiting and hiring issues above) personal information that might fall within a protected category under federal or state employment laws. A fired or disciplined employee might later argue that the real reason for any adverse employment action was based on personal information that the manager learned by viewing the employee's social media site. If managers and employees become each other's contacts on professional sites such as LinkedIn, the online relationship can come back to bite the employer. For example, if a supervisor or manager writes an online recommendation for an employee and later fires that employee, the employee might be able to cite the online recommendation as evidence that he or she was not performing poorly. Employers need policies about recommendations or other comments managers may or may not make on such sites.
Top 10 Social Media Sites In The World
Yet employers might be reluctant simply to prohibit managers from friending employees. Such a prohibition might itself be the target of legal challenges under laws guaranteeing the right of privacy and the right to associate, or under laws restricting employers from regulating lawful off-premises conduct. Growing risks and legal implications exist when employers ask applicants and employees for their passwords to social media sites. In 2012 Maryland became the first state to pass legislation to prohibit employers from requiring access to social media passwords. A 2015 Montana law prohibits employers from requiring employees to grant access to their social media accounts or to discipline them because of social media activity. See Montana Law Bars Employers from Employees Social Media Information. Lawsuits over social media are on the rise as employers and former employees wrangle over who owns Twitter handles and followers, as well as LinkedIn connections and MySpace friends. In one case, a website sued an editor who left but took his Twitter followers with him; the site maintained that those followers belonged to the site, not to the individual editor.
The followers were effectively a customer list generated when the editor worked for the site, the site's lawyers argued. In another case, a former employee sued her employer for access to her LinkedIn account, which the employer cut off when she left the company because the account had been maintained for her by company staff. Organizations should ensure that social media policies say who owns those accounts and their followers and what happens to those accounts if an employee leaves. Measuring the results of social media is becoming a common practice. Visitors and sources of traffic. Network size (followers, fans, members). Quantity of commentary about brand or product. Monitoring data are only valuable if the organization is tracking and analyzing metrics relevant to it and then applying the information to improve its social media strategy. As part of their social media strategy, organizations should identify what important metrics to track.
Undoubtedly, the range of metrics to consider will continue to evolve as social media use continues to expand. To sustain and maximize business uses of social media, having the right technologies is only one part of the equation. Even the most user-friendly and feature-rich tools will not overcome a culture in which employees are discouraged by managers—overtly or subtly—from using social tools for fear of taking time away from "real" work. Another impediment to business use of these media is failure to assign skilled talent to manage and cultivate the organization's own participation on social networks. Employers need to have "social media champions" to collect the most relevant content, draw attention to it, keep conversations going and reward people who are the most active in sharing their knowledge with others. A sustainable social media strategy requires both a culture that encourages knowledge sharing and a team with a wide array of competencies dedicated to managing and promoting these potentially powerful social media initiatives. Without this focus, organizations can quickly lose traction as busy employees find little time or reason to use these collaborative tools amid the demands of daily work.
Recently, Facebook celebrated its 10th anniversary. What was once a website just for Harvard’s student body rapidly became an Internet phenomenon that changed the way we interact. Currently, Facebook boasts 1.23 billion monthly active users, according to reports,and helped inspire other successful networking platforms. These social media sites have changed the way we interact with each other. Sites like Facebook, Twitter, LinkedIn, Vine and more make it simple to stay connected in people’s lives. You can easily catch up with friends with their statuses, photos and videos they post. And social media is not just important for your personal life, it is also a great tool for businesses or anyone trying to develop their professional network or look for a job. With all the social media sites and applications popping up every year, it can be tricky to keep up and navigate through them. Each one has something different to offer depending on what you are looking for and can benefit you in many different ways. Before you dive in, get to know about each social media platform and what it can offer you with this introductory course.
In it, you will learn how to set up accounts on different websites, as well as basic social media terminology. Social media’s big draw is that it is a quick and easy way to connect with friends and loved ones. You can share exciting news about your life through statuses, pictures and videos. Or you can share details about your day, basically you can share anything you want about your life. If you loved this write-up and you would like to acquire far more info concerning 5 Essential Steps Success Social Media Marketing kindly take a look at our own webpage. For family living miles away, it gives them a chance to feel like they are a part of your life without a plane ticket or long-distance phone calls. Probably the best social media platform for this purpose is Facebook. This particular site combines statuses, photos, video and more, being the optimal site for sharing your life with others. For those looking to get to know people — maybe you have moved to a new town — Twitter offers more of an opportunity to network and get to know people. There are Twitter meet-ups all over and there are most likely a few in your town.
Topic title: Social Media Communication Options
Topic covered: corporate social network, social media marketing plan, social network platform, social networking and marketing, what do you mean by social media
