Should Personal Blogs be Allowed and Permitted by Employers
It seems that almost everyone has a blog today . Blogs are are the new “Coronation Street”. People may not talk to their neighbors anymore . However they may well be following their online blog. Yet that blog roll may well spill the beans about what should be considered private and confidential workplace matters as well as proprietary if not trade secrets and procedures at the firm and home office.
You may be surprised to know that the number of blogs has been growing tremendously in the recent past Blog herald, a Blog authority “, indexed the startling count of 50Million blogs as of the end of May 2006. Even at that point the growth of blogs and the Blog count was almost logarithmic with no end in site. No doubt about it there are tons of blogs out there of every shape and description , the growth is phenomenal , No doubt some of your employees are out there Blogging which at the very least not only involves their home , family and personal lives but events and personalities at work , no doubt.
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.
What should management , employers and supervisor do to prevent such damage and havoc ? What steps and procedures be implemented and firmly in place ?
First, create an environment where information and ideas are freely exchanged in your organization. This will allow employees with personal issues and opinions to feel free to express them within the parameters of the organization. It would be much easier to deal with it here than when its goes to the web.
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 .
Also, require employees to sign a non-disclosure contract as a standard in employment. And ensure that older employees as well as new hires are required to sign this form. As part of this policy make it clear that release of confidential corporate information is legal grounds for immediate dismissal from the firm and set policies and guidelines that prohibit employees from publishing defamatory blogs about your business, co-workers or clients.
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.