What HR Leaders Can Learn from the Detroit Lions’ Social Media Snafu

The scene was meant to be lighthearted: a quick photo, a teammate striking a pose. Just a moment of fun shared with fans on social media. 

But in the background of that seemingly innocent image, Detroit Lions running back Jahmyr Gibbs unknowingly revealed something far more serious—a whiteboard filled with the team’s play calls, complete with code names like “Julia Roberts” and “Red Blue Spider.”

What started as a casual post quickly turned into a nightmare for the team. Sensitive strategies were out in the open, and head coach Dan Campbell didn’t mince words about his frustration when he learned about the data breach on the mic at a press conference: “I’d rather our stuff not be out there.”

It’s a stark reminder of the power—and the peril—of social media. One well-meaning moment can expose an organization to risks far beyond what anyone might anticipate. For HR leaders, this story raises an urgent question: how do you ensure your employees don’t accidentally put your organization at risk? 

Let’s dive into the lessons this incident holds and how to protect your company without stifling your team’s creativity.

The High Stakes of Employee Social Media Use

Social media is a double-edged sword. On one hand, it’s a powerful platform for connection, branding, and employee engagement. On the other, it can unintentionally expose your organization to significant risks. In the Lions’ case, a single post revealed sensitive "play calls," potentially impacting an organization’s strategy. 

Similarly, in corporate settings, an innocent post could unintentionally expose:

• Exposure of Proprietary Information: Imagine an employee posting a photo from a company meeting where a whiteboard reveals a confidential project outline. Trade secrets, algorithms, or product designs could become public knowledge in seconds.
• Revealing Upcoming Product Launches: A simple post sharing excitement about an upcoming event could inadvertently reveal dates, locations, or details meant to stay under wraps.
• Breaching Client Confidentiality: Mentioning a high-profile client or sharing photos of a work environment tied to that client can breach non-disclosure agreements, damage trust, and lead to legal repercussions.
• Compromising Security: A post from an employee's workspace might include a screenshot or background that reveals passwords, server information, or even entry codes.

For HR, this highlights the need to view employee social media use as a key area for risk management.

Key Takeaways for HR Leaders

When it comes to social media, the stakes are higher than they might seem at first glance. A single post can ripple outward, affecting an organization in ways employees often don’t foresee. As an HR leader, understanding these dynamics is crucial—not only to safeguard your organization but also to empower employees to make better decisions online. 

Let’s dive into the lessons this real-world case study teaches us.

1. Employee Intentions Are Often Innocent—but Still Have Consequences

In most cases, employees don’t set out to harm their organization. Jahmyr Gibbs, for instance, likely saw nothing more than a fun moment to share with fans—a teammate dancing, captured on camera. He didn’t realize the whiteboard in the background, covered in sensitive play calls, would spark concern and risk the team’s competitive edge.

This scenario underscores the importance of focusing on education, not punishment. Employees need the tools and knowledge to identify potential risks in their social media activity. By fostering a culture of understanding and support, HR leaders can turn innocent mistakes into valuable learning moments.

What You Can Do:

• Implement regular training on the do’s and don’ts of workplace-related social media use.
• Share real-life examples (like this one) to illustrate potential risks.
• Emphasize that the goal is prevention, not punishment.

2. Digital Risks Extend Beyond Cybersecurity

When we think of digital vulnerabilities, cyberattacks often come to mind—phishing schemes, ransomware, or data breaches caused by external actors. But equally important are the internal risks posed by employees’ social media activity. From accidental leaks to oversharing, these actions can open the door to security threats or expose sensitive information.

By broadening your approach to risk management, HR can address these vulnerabilities holistically. This includes not only protecting data from external threats but also equipping employees to minimize internal risks.

What You Can Do:

• Collaborate with your IT and risk management teams to incorporate social media behavior into your organization’s security protocols.
• Develop a clear, easy-to-follow social media policy that outlines what’s acceptable to share.
• Encourage employees to think critically about what might be visible in their photos, videos, or captions.

3. The Brand and Culture Connection

Your employees are more than just members of your workforce—they are brand ambassadors. Whether they’re posting about their latest project, attending a work event, or simply sharing a day-in-the-life photo, their online presence often reflects back on your organization.

An unintentional misstep, like leaking sensitive information, can damage not only your brand’s reputation but also the culture you’ve worked so hard to build. Employees need to understand that their posts, even personal ones, can have professional implications.

What You Can Do:

• Reinforce the idea that employees are stewards of your brand. Provide examples of how their online activity can positively or negatively impact the organization.
• Include social media guidelines as part of onboarding and performance reviews to keep the topic top of mind.
• Build a culture of transparency and accountability so employees feel comfortable asking questions about what is and isn’t appropriate to post.

By addressing these three key areas, HR leaders can take a proactive role in protecting their organization while empowering employees to navigate social media responsibly. This isn’t about creating a culture of fear — it’s about equipping your workforce to thrive in the digital age while safeguarding the organization’s best interests.

Proactive Steps for HR to Prevent Social Media Mishaps

A well-crafted social media policy is your organization’s ultimate safeguard. It’s more than just a set of rules—it’s a tool that empowers employees to engage responsibly while protecting your company’s reputation and assets.

Step 1: Build a Robust Social Media Policy

You can think of a social media policy this like your company’s playbook for how employees should act online — and your employee handbook is a great place to share it.

What to Include:

• Clear Guidelines: Detail what employees can and cannot share, focusing on sensitive topics like proprietary information, internal discussions, or client data.
• Examples for Clarity: Provide specific scenarios, such as avoiding posts with visible whiteboards, sensitive documents, or confidential workspace settings.
• Boundaries for Usage: Outline the difference between acceptable use during work hours and personal time, emphasizing that personal posts connected to work activities can impact the organization.

Why This Matters: Policies provide employees with the tools they need to make informed decisions, reducing the likelihood of accidental harm.

Step 2: Deliver Regular and Engaging Training

Even the best policies fail without proper education. Training ensures that employees understand not only the rules but also their importance.

Focus Areas:

• Spotting Red Flags: Teach employees to recognize potential risks, such as visible passwords, logos, or sensitive project details in photos or captions.
• Privacy Settings Mastery: Offer hands-on guidance on setting up secure accounts, managing audiences, and reviewing tagged content.
• Real-World Lessons: Use case studies to illustrate the consequences of social media mishaps, highlighting lessons from within and beyond your industry.

Why This Matters: Training fosters awareness and empowers employees to navigate social media responsibly, reducing risks while enhancing confidence.

Step 3: Implement Monitoring and Reporting Mechanisms

Mistakes can happen, even with policies and training in place. The key is creating a system to address issues promptly and effectively.

What to Establish:

• Clear Escalation Protocols: Outline step-by-step procedures for addressing reported social media issues, including who to notify and how to respond based on the severity of the incident.
• Safe Reporting Channels: Provide employees with a confidential way to report accidental posts or potential risks, emphasizing a no-punishment approach.
• Response Templatesfor Incidents: Develop pre-approved messaging templates for addressing common social media incidents internally and externally, saving time and ensuring consistency during a response.

Why This Matters: By encouraging accountability and prompt reporting, your organization can mitigate risks quickly and maintain trust.

Step 4: Lead by Example

Leadership sets the tone for responsible social media use across the organization. When leaders model best practices, employees are more likely to follow suit.

Actions for Leadership:

• Showcase Transparency: Leaders can share how they balance professional and personal social media use, offering relatable examples.
• Promote the Brand: Encourage leaders to use social media thoughtfully to amplify the organization’s mission and values.
• Be Consistent: Hold leadership to the same standards as employees, demonstrating fairness and reinforcing the policy’s importance.

Why This Matters: Employees emulate what they see. When leaders practice responsible social media behavior, it strengthens adherence across the organization.

Responding to Social Media Incidents

No matter how thorough your social media policies are, incidents can still happen. How you respond makes all the difference in protecting your organization and learning from the experience. Here’s how to handle social media mishaps with confidence and clarity.

Step 1: Assess the Scope of the Incident

The first step in responding to a social media incident is understanding its full impact. What exactly was shared, who might have seen it, and how far has it spread? Evaluate the potential risks—whether financial, reputational, or operational—and prioritize immediate actions. For the Detroit Lions, this meant analyzing how much strategic disadvantage the leaked play calls posed. A thorough assessment ensures your team can respond quickly and effectively, targeting the most critical areas first.

Step 2: Communicate Transparently

When incidents occur, clear and honest communication is essential. Internally, notify leadership, HR, IT, and legal teams with all relevant details, so everyone is aligned on the next steps. Externally, address stakeholders, clients, or the public as needed, sticking to facts and offering reassurance that the situation is under control. Transparency isn’t just damage control—it’s trust-building. By being upfront and proactive, you can manage concerns and avoid letting misinformation shape the narrative.

Step 3: Review and Adapt Your Policies

Once the dust has settled, it’s time to reflect and improve. Examine your current social media policies and training programs to identify gaps or weaknesses exposed by the incident. Use this as an opportunity to strengthen guidelines and provide additional training to employees, focusing on areas like privacy settings or workplace content sharing. Sharing these updates with your team reinforces accountability and helps foster a culture of ongoing learning and support.

Safeguarding Your Team Everywhere

This blog sheds light on a crucial HR challenge: how employee social media use can inadvertently put organizational security and reputation at risk. The story of the Detroit Lions show that even innocent actions, like sharing a playful photo, can lead to unintended consequences.

Implementing clear social media policies and ongoing training can help prevent these missteps. But beyond policies, a culture of accountability and support is essential. Wellbeing programs play a vital role here, offering tools that help employees make thoughtful decisions while reducing stress that can lead to oversight. Research shows that 93% of employees report their productivity is tied to their emotional wellbeing​, further underlining the importance of proactive support.

Speak with a Wellhub Wellbeing Specialist to explore how customizable wellbeing programs can empower your employees and protect your organization. Let’s build a team ready to thrive—online and off.

You May Also Like:

• HR Leader Guide to Employee Social Media Policies (With Free Template!)
• How Companies Can Handle an Unforeseen Crisis (from Bank Collapses to Pandemics)
• How to Conduct a Social Media Background Check