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.
Blogs are here , there and everywhere. Their growth in numbers and prevalence to say the least is almost sky-high. Yet who is minding the store .? Are your employees "blogging behind your back" ? about corporate secrets ? Perhaps they are even shielding their identities online through well accepted so that their identities can not be easily tracked back to your business and specific employees who are "ratting on you". One of the reasons behind this rapid increase in blogging is the ease with which blogs are created. Anyone with basic computes skills and something to write about would be up and running with a blog in less than 10 minutes, thanks to the many free blog auto creation software and templates being offered by internet entrepreneurs including he mighty Google. Employers need to be wary of their employees blogging activities. Current and former employees may use blogs to among other things engage in copyright violations, defamation's, reprisals or even divulge corporate strategy and trade secrets to competitors and other villains on the world wide web.
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
Blogs are here , there and everywhere. Their growth in numbers and prevalence to say the least is almost sky-high. Yet who is minding the store .? Are your employees "blogging behind your back" ? about corporate secrets ? Perhaps they are even shielding their identities online through well accepted so that their identities can not be easily tracked back to your business and specific employees who are "ratting on you". One of the reasons behind this rapid increase in blogging is the ease with which blogs are created. Anyone with basic computes skills and something to write about would be up and running with a blog in less than 10 minutes, thanks to the many free blog auto creation software and templates being offered by internet entrepreneurs including he mighty Google. Employers need to be wary of their employees blogging activities. Current and former employees may use blogs to among other things engage in copyright violations, defamation's, reprisals or even divulge corporate strategy and trade secrets to competitors and other villains on the world wide web.
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:
Openness & dissent is well taken yet if you provide personal thoughts, it is best to use a disclaimer such as this: All we essentially ask of you or your group is to make it clear that these are your views and thoughts alone not the organizations.
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