“Anyone should be able to post anything they want, anytime they want.”
This was part of an interesting discussion I took part in earlier this week. The initial question concerned employers implementing social media policies for their employees and whether or not people agreed with it.
As you could imagine, responses ranged from those thinking this was OK to those thinking what they do online is no one’s business, especially their employers.
It was pointed out that employees shouldn’t be able to post proprietary information, trade secrets and so forth. Others said that people shouldn’t be able to post private information about clients/customers and co-workers.
Those who opposed policies claimed that they have a First Amendment right to post whatever they want, without losing their jobs. One person even said that if told he couldn’t post what he wanted, he’d exercise his Second Amendment right—the right to bear arms.
Wow. At that point, I excused myself. It was clear that there was nothing that could be said to show the “anti-policy” folks that there might be times when posting anything, anytime wasn’t a good idea.
I’m not normally one who thinks that we need lots of policies, but in this case, I do think that businesses at the very least have to consider what their employees may be posting online—especially as it pertains to them.
Businesses must protect their interests. If that means implementing social media policies, then so be it. Do some go overboard? Of course. I researched numerous policies and found many with lots of legalese—some were more than 30 pages long! Best Buy is a great example of a basic policy, which treats its employees as responsible adults.
The anti-policy folks also said that potential employers shouldn’t be able to research them online. Oh really? What if they’ve posted that they routinely steal from their current employer? (I’ve actually seen that!) What if they posted that even if they get a new job, they’re moving out-of-state in six months? (I’ve seen that, too.) In this day and age of drug testing, running background checks—even contacting former employers (gasp!)—researching candidates online is going to happen, whether we like it or not.
Do you work for a company that has a social media policy? Do you think potential employers should be able to Google someone? Or, should we be able to post anything, anytime, without fear of retribution?
Interesting argument. I can see your dilemma. A friend of mine was fired due to an email exchange (this was prior to the social media days); and I know of at least 5 individuals that have been put on probation or expelled due to the use of social media. It is a serious thing that organization are really guarding closely. Employees as well as consultants need to realize that social media is a great communication venue that can help you as well as hurt you; if not managed correctly. This means become aware of your organization’s policies and follow them! Great post, as always!
As much as I don’t always like policies, if done well, they protect both the employee and the employer. “If done well” is the key phrase. Those that go overboard (i.e., totally banning the use of social networks), is definitely not the way to go. Just like when we were kids, if told we absolutely couldn’t do something, we’d do anything to figure out a way to do it! Policies that are too broad are difficult, if not impossible, to enforce. It is a dilemma! Plus, companies must remember to update their policies because social media is continually updating and evolving.
Ah, yes…the old, “I can to whatever I want” mentality.
To those who decry policies that in some way restrict the use of social media: Yes, you can say what you want, thanks to the rights the First Amendment protects. But, guess what? With rights come responsibilities — to use those rights with maturity and wisdom. That means respecting your employer, or potential employer, as well as others. Sure, say what you want, but remember you’re responsible for it. When you go public, anyone can see it.
Just as people “have the right” to say what they want, so do organizationss “have the right” to form opinions, and make decisions, based on what you say. Employers have the right to expect a certain level of conduct and enact policies as they see fit — to ensure professionalism and productivity. But, as with any useful tool, it’s how the tool is used that matters. “Polices, if done well….” is how you (Deb) put it. Should social media be banned? No. But do set some guidelines for those working on your time.
Gotta love the First Amendment.
Companies develop procedures all the time – some employees like them, some don’t. Employees can decide whether they want to follow them or not – but they have to realize there are consequences if they don’t. If someone does something that negatively impacts a company (or has the potential to), then the company can take action. Posting negative comments about a company, divulging customer information, telling the work about trade secrets and proprietary information shouldn’t be permitted by any business. Having a policy in place BEFORE there’s a problem is the best solution.
Thanks for some quality points there. I am kind of new to online , so I printed this off to put in my file, any better way to go about keeping track of it then printing?
Hello and thanks for finding me! The easiest way to make sure that you never missing of my posts is to subscribe. At the top of the page, just under the graphic, you’ll see “Click here to receive posts via email.” Then, every time I write a new post (about once a week), you’ll receive it via email.
Couldnt agree more with that, very attractive article
Thanks! I hope that you’ll find value in more of my posts.
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Evangaline – glad you like it! It’s called Thesis and you can buy it at http://diythemes.com/thesis/.
Have you considered adding some videos to the article? I think it will really enhance everyone’s understanding.
I haven’t included video in my blog posts, but I do a video version of my blog for those who prefer “seeing” to “reading.” My You Tube channel is http://www.youtube.com/dkrierthesocialight.
I think you did well to excuse yourself from the conversation; it seems the participants failed to observe two very important things: 1) The First Amendment applies to free speech from GOVERNMENT censure, not speech without consequences. It is not a license to say whatever you want about anything, risk-free. 2) the Internet is PUBLIC. If you act in public it is, by definition, not private. If it can be found via Google, then anyone should be able to form options based on those findings. If you don’t want it out there, don’t post it.
My company has a fairly strict SM policy regarding speaking on behalf, or in defense of, the company. Otherwise, unless online activity is illegal, they do not monitor. But I know all activity is logged and can be flagged, AND HR uses searches to evaluate candidates priorto interview. Why shouldn’t they use all tools at their disposal?
Most people don’t understand the First Amendment and tend to refer to it whenever they want to say anything they want to say! When I work with people regarding social media, I always remind them that nothing on the Internet – including social media sites – is private. Even if someone has their privacy settings as high as they will go, it doesn’t stop someone from printing, sharing, saving and so on. If someone wouldn’t want their post on the front page of their local newspaper, then they shouldn’t post it online either. While I’m not always a fan of policies, I think that having a good social media policy is in the best interest of both the employees and the company. It’s vital, however, that the policies be updated often since social media changes so rapidly. Thanks for your comment!