Your employees may well be writing Facebook & Twitter posts as well as blogging about what should be kept in the family strictly private and confidential to your organization. Loose links sink ships. The damage may be major yet all inadvertent & 100 % non-intentional. Yet as a pro-active group you have to strike out ahead of the wave. Prevention and forward thinking, as well as strict policies and stated procedures are the watchwords of the enterprise.
It seems as if anyone and their dog has a Facebook account. Have one supervisor or manager overstep their authority - being abusive & domineering to workers, and the result can be widespread devastating effects to your hard won corporate or public image . On top of that once on the "net" its now fair game for anyone to quote in other posts or articles or simply as in the case of Twitter "Retweet". Google stores data in "caches" . What that means once listed and posted on the world wide web its out there many, many times and for good.
It is easy today to blog . The costs are trivial , if not free of charge. The tools are easy. If you can write on a simple word processor then you can blog . Simple as that. As an employer or consultant you need to be aware of the blogs and postings of current staff on the job , as well as former employees , who may well be disgruntled , and who even go by pseudonyms. Some disgruntled employees who did not their jobs , disliked management or both have gone so far as to join What do marketing and information technology consultants recommend as a matter of course of planning and procedures ? Its no accident that a major enterprise has emerged on the web , of removing negative comments and postings on the web . On top of that it is an expensive and time consuming procedure , often to little avail except substantial costs to offended companies. Fire departments have fire prevention departments. So should you when it comes to employee blogs and their postings.
First and foremost a true environment of openness and honesty should be maintained and at the worst strives for. Nothing begets anger more than suppressed anger. The stiff upper lip does not cut it anymore. Most likely at this point , no one in H.R. or management has provided an official listing when it comes to the rules of the game concerning blogs and blogging by staff. How else are your staff to know. People do not always like rules but they sure like to know where they stand , what is allowed and what is not tolerated. At least there is a yardstick against which they can be measured .
Blogs and blogging are playing an ever increasing role in marketing as well as SEO ( Search Engine Optimization) tactics and procedures in the world of internet sales and marketing. Use blogs as a positive tool in your employee when
It seems as if anyone and their dog has a Facebook account. Have one supervisor or manager overstep their authority - being abusive & domineering to workers, and the result can be widespread devastating effects to your hard won corporate or public image . On top of that once on the "net" its now fair game for anyone to quote in other posts or articles or simply as in the case of Twitter "Retweet". Google stores data in "caches" . What that means once listed and posted on the world wide web its out there many, many times and for good.
It is easy today to blog . The costs are trivial , if not free of charge. The tools are easy. If you can write on a simple word processor then you can blog . Simple as that. As an employer or consultant you need to be aware of the blogs and postings of current staff on the job , as well as former employees , who may well be disgruntled , and who even go by pseudonyms. Some disgruntled employees who did not their jobs , disliked management or both have gone so far as to join What do marketing and information technology consultants recommend as a matter of course of planning and procedures ? Its no accident that a major enterprise has emerged on the web , of removing negative comments and postings on the web . On top of that it is an expensive and time consuming procedure , often to little avail except substantial costs to offended companies. Fire departments have fire prevention departments. So should you when it comes to employee blogs and their postings.
First and foremost a true environment of openness and honesty should be maintained and at the worst strives for. Nothing begets anger more than suppressed anger. The stiff upper lip does not cut it anymore. Most likely at this point , no one in H.R. or management has provided an official listing when it comes to the rules of the game concerning blogs and blogging by staff. How else are your staff to know. People do not always like rules but they sure like to know where they stand , what is allowed and what is not tolerated. At least there is a yardstick against which they can be measured .
Blogs and blogging are playing an ever increasing role in marketing as well as SEO ( Search Engine Optimization) tactics and procedures in the world of internet sales and marketing. Use blogs as a positive tool in your employee when
About the Author:
Innovation-based companies believe in the importance of open exchange-between the firm itself and its clients, and among the many constituents of the emerging business and societal ecosystem-for learning. And what of Linkedin , Google+ & any more social streams on the horizon.
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