The Curse of the Digital Age: Managing What Employees Say on the Internet

0
social_networking

Call it the Curse of the Digital Age.  It’s the phenomenon known as social networking, and employers across the country are scrambling to get a handle on it.

You’ve heard all the catchy names:  Facebook, MySpace, Twitter, LinkedIn.  They’re enough to make an HR pro shudder.

There’s no question, social networking sites can be valuable as marketing and recruiting tools. But here’s the dark side:  Your employees may likely be using these sites for their own personal purposes, too.

The problem with that?  They may well be saying things about your company that management may not appreciate.

They could be venting about the organization, their bosses, co-workers and customers – or exposing trade secrets or confidential company plans.

So social sites are a double-edged sword.  How can employers make sure the sword doesn’t slash them? With an up-to-date media policy.

A recent survey indicates that more than 50% of all U.S. adults have either a MySpace or Facebook account.  And Twitter grew by an astounding 1,300% over the past year.

Companies have been somewhat gun-shy about establishing an Internet posting policy.  Two main reasons:  First, they’ve never had a problem – so why fix what isn’t broken?  Second, the issue’s not clear-cut.  Do companies really have a right to restrict what employees say in a public forum?  And how do we define the kind of content that’s forbidden?

Addressing those concerns: 

  • No. 1 – It’s just a matter of time before somebody posts something questionable about your company.
  • No. 2 – Employers do have a right to restrict employees from behaving in a way that’s detrimental to the company’s interests or image. And that includes remarks posted on the World Wide Web.

Monitoring employee postings can be time-consuming and expensive.  But once you’re sold on the idea of a posting policy, what form should it take?

First, it’s a good idea to introduce the idea with a couple of reassurances.  You can acknowledge that many people enjoy expressing themselves through posting personal information on Web sites, blogs, in chat rooms and on social sites.  And you can reinforce the company’s regard for creativity and freedom of expression, and how you appreciate any free good publicity obtained this way.

Then you can dive into the nitty-gritty.  Two policy keys:

  • Establish that employees have no right to privacy when they post on public social network sites. And your company reserves the right to monitor your employees’ use of public social networks – whether they’re connecting from work or home.
  • Remind employees that policies on harassment, discrimination, ethics and loyalty all apply to their behavior on the Internet. Violations of those rules in Internet postings carry the same consequences as they would if the violations occurred in the workplace.

No matter what, you’re likely to feel some backlash when introducing a new policy.  But the bottom line is:  The company should be protected.   Consult Kat Renner, your HR Director, about implementing an internet use policy in your business if you have any quesitons.

Excerpts taken from WWHR, May 22, 2009