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In the workplace, permissions are paramount.

Rules are rarely exciting, but they are crucial to running a successful digital communication platform. It can be the case that you have great platforms and digitally savvy people in your organisation, but if they don’t feel that it’s ‘ok to post, share, contribute’ because they don’t have permission. Or if this activity is perceived to be seen in a ‘poor light’, then they won’t have the confidence to get involved, either.

And knowing where your data is, knowing that it’s secure, knowing that only the right people can access the platform and knowing that you’re not breaking and data privacy laws will help you and your legal and IT teams sleep well at night!


New ways of work can be scary, and that includes digital communications. What can you do to give the right permissions – culturally and legally – to your people, so they feel empowered, not daunted?

Questions to ask yourself:

  • Are there clear dos and don’ts when it comes to what your people should be doing on the digital platforms you have already?
  • Have these dos and don’ts been communicated to your people?
  • Are your people using platforms ‘outside’ official IT tools, such as WhatsApp?
  • Do you know where your conversations and data on these platforms are stored? Do you know if platform servers are held abroad, for example?
  • Do you have consent from your employees to create profiles on these platforms? Where are these consents recorded?
  • Do you have access to archived content, or content posted a long time ago? Is it easy to find?


Ensuring digital tools hold value for everyone

In a large, complex, international fashion business, the IC team there were concerned by the amount of new platforms and apps that were being introduced within the company. With no existing governance, confusion, duplication and security concerns were becoming real risks to the business.   

An on-site workshop with key stakeholders from IC, IT and HR gave us the opportunity to look at their app landscape and ask honest questions about what was and wasn’t working for the business, and form a ‘governance on a page’ that could be easily shared with those looking to introduce new tools. These clear guidelines mean that the team can ‘push back’, and ensure that only platforms with real business value are a part of any future digital landscape.


Talk to us!

We have the experience and understanding of the ‘digital rules’ to help make the robust governance you need to underpin your digital communications platforms, without stifling your ambitions or frightening your employee audience.



Get in touch and let’s discuss how to move your organisation’s digital ambitions and governance to the next level.