With over 800 million members worldwide, LinkedIn has become an indispensable tool for professionals looking to build their careers and expand their networks. However, there is still some confusion around whether or not employees can or should use LinkedIn during work hours. The quick answer is that in most cases, responsible use of LinkedIn at work is perfectly acceptable and can even benefit your employer.
What does your employee handbook say?
The first step in determining if you can use LinkedIn at work is to consult your employee handbook or social media policy if your company has one. This policy outlines guidelines around social media usage at work including which sites are allowed or prohibited. If your handbook does not mention LinkedIn specifically, check to see if there are general guidelines about personal internet usage during work hours. For example, some companies block access to all social media sites on their networks. Others may limit when or how long you can browse personal sites.
How can LinkedIn benefit your employer?
Used properly, having access to LinkedIn during work hours can actually benefit your employer in several ways:
- Recruiting – You can scout out potential new hires for your team or company by leveraging your networks and searching LinkedIn profiles.
- Company branding – Employees who update their LinkedIn profiles with current job information help promote the company brand and recruiting efforts.
- Industry networking – Connecting with colleagues, partners, clients and peers on LinkedIn can lead to beneficial business relationships.
- Professional development – Reading industry news and trending content can help you stay up-to-date with important developments in your field.
- Job-related research – LinkedIn is a great source of background information on companies, contacts and business opportunities.
As long as you are using LinkedIn in ways that align with and support your employer’s goals, most companies will consider this a valuable use of work time. Be sure to understand and clearly communicate how your LinkedIn usage benefits your employer and job performance.
What are the risks of using LinkedIn at work?
While there are many benefits, there are also some potential downsides of LinkedIn usage during work hours that employees should be aware of:
- Distraction – Spending too much time on LinkedIn could distract from your core job duties.
- Time wasting – Browsing profiles, groups and newsfeeds can turn into a time sink.
- Reputational risks – Sharing inappropriate political or personal opinions could reflect poorly on your employer.
- Security issues – Visiting LinkedIn on a company device could expose confidential data to third parties.
- Network conflicts – Connecting with co-workers or managers could lead to uncomfortable blending of personal and professional boundaries.
The key is to use good judgement and exercise moderation and discretion with your LinkedIn usage at work. Set limits for yourself, avoid controversial topics and be careful not to allow LinkedIn to interfere with your productivity.
Best practices for using LinkedIn at work
If your employer allows access to LinkedIn, keep these best practices in mind:
- Check with your manager to clarify policies around personal internet usage during work hours.
- Only connect with co-workers or managers if there is a clear professional context.
- Be transparent about how much time you spend on LinkedIn and how you use it for work.
- Stick to job-related topics in group discussions – avoid politics, religion etc.
- Be selective about what personal information and opinions you share publicly.
- Never share confidential company information on LinkedIn.
- Limit browsing during peak work hours and avoid letting it become a distraction.
- Use privacy settings to keep your profile and data secure.
- Maintain clear professional boundaries with work contacts.
- Position your profile and activity to reflect positively on your employer brand.
With some common sense and discretion, most professionals can manage personal LinkedIn usage during work hours without negatively impacting productivity or reputation.
What if your company blocks LinkedIn access?
If your employer restricts access to LinkedIn or social media on company networks, you should respect this policy and find alternative times to work on your LinkedIn presence:
- Update your LinkedIn profile, connections and activity during breaks, lunch or before/after work hours.
- Use your personal smartphone data plan to access LinkedIn if permitted.
- Request exceptions for limited business-related LinkedIn usage when needed.
- Ask about getting social media guidelines updated to allow responsible LinkedIn usage.
- Consider tools like LinkedIn’s job search and posting mobile apps for discreet usage.
- Access LinkedIn from home or public WiFi networks instead of company networks.
- Discuss options like limited guest WiFi access if LinkedIn is critical for your job.
- Employ creative time management to fit LinkedIn into your day without impacting work.
With some adjustment, you can still effectively utilize LinkedIn even if your workplace restricts access. It simply requires some extra planning and effort on non-company time.
Should you disclose your LinkedIn usage to employers?
In most cases, it is advisable to be upfront with employers about your personal LinkedIn usage during work hours. Reasons to disclose include:
- It demonstrates awareness of and respect for company policies.
- Being transparent helps avoid misunderstandings.
- Employers appreciate employees who take initiative to clarify expectations.
- It presents an opportunity to educate employers on LinkedIn’s potential value.
- You can reinforce your ability to manage usage responsibly.
- Asking shows you want to collaborate on reasonable guidelines.
- It can prompt valuable conversations on modernizing social media policies.
In general, non-disclosure is only advisable if your LinkedIn usage is very occasional, strictly professional, or your employer has made zero tolerance policies clear. Use your best judgement based on your specific company culture.
How can companies manage LinkedIn usage?
For employers aiming to control LinkedIn access, here are some effective options:
- Establish clear formal social media and internet usage policies.
- Block LinkedIn and other sites via network filters and firewalls.
- Limit access via restricted guest WiFi networks.
- Use monitoring tools and software to limit unauthorized usage.
- Set time limits or “blackout” periods for personal internet use.
- Lead by example – managers should follow the same rules.
- Enforce policies through disciplinary action when necessary.
- Train employees on expectations and productivity best practices.
- Designate specific break times or locations for personal internet usage.
The right approach depends on each company’s priorities, culture and norms. Strict blocking may be required for some highly sensitive roles. In other cases, trust and autonomy is preferable.
Conclusion
Here are some key takeaways on balancing LinkedIn and work:
- Most professionals can use LinkedIn responsibly at work if company policies permit.
- Focus LinkedIn use on activities that support work goals and employer interests.
- Be transparent with managers about usage and utilize best practices.
- If access is restricted, find appropriate alternative times to use it.
- Companies can allow limited usage with clear policies and monitoring.
- Open communication and mutual understanding between employers and employees is key.
With some common sense and discretion, LinkedIn can be an asset both employees and employers benefit from even during work hours. Approach usage conscientiously and collaboratively to ensure it enhances – not impedes – productivity and professional relationships.