“Faster than a rolling O. Stronger than silent E“—that’s the pace at which information (and misinformation) flies around in cyberspace.
Even worse is when something written about you/your company comes back to slap you in the face like a coconut cream pie.
In his post, “Should Personal Blogs Be Allowed and Permitted by Employers,” Kirk Noel Narrows outlines the essential conundrum in letting employees blog: You don’t want to be known as the self-preservationist ogre who stifled self-expression, but you must protect your company from damaging employee blogs.
He goes on to say:
Would it not be smarter from the very start to have clear policy procedures in place , including a signed non-disclosure document, clearly listing rules, proceedings and a time line after leaving the employer? Large corporations do this as a simple matter of routine. Should not this be your established pattern as well ?
I couldn’t agree more. Far easier to set the boundaries at the beginning with a new hire than try to change horses midstream.
This entry was posted on Tuesday, September 29th, 2009 at 1:17 pm and is filed under Employees, Social Media. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.Leave a Reply
