It can pass as the most widely used means of self expression on the internet today. Web Logs or blogs as they are now described and widely known have become an integral part of the way business is conducted and information shared. People are "smarter than they used to be". Customers and even non-customers demand useful information all the time . Sometimes its for pay , sometimes even for free. Its all about value. Yet the world wants , and even demands quality data. You cannot , as a company of note provide low grade fodder as is provided every today on television networks , and which most people seem to absorb and consumer without complaint. In 2014 the world propagates ideas, concepts, products and services without fear of breaking the rules or a code of conduct. Blogs , and now Facebook posts are used by individuals and organizations to post information from news, opinions, gossip and photos about business, politics, economy and communities.
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.
Secondly, reference blogging in employee policy handbooks to promote responsible blogging. If your employees are already in the blogging culture; insist that employees place disclaimers on their personal blogs. The amount of time and effort spent , should you have a raging bonfire of a loss of private trade data , or procedures can be immense. All in all its a waste of time. It can be said that some management levels actually like to fight and even create "fires" as a means of justification of their existence and pay. 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 employee ? Large corporations do this as a simple matter of routine . Should not this be your established pattern as well ?
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 in today's business world are a two edged sword some people have even be found . Used well they can promote your business , organization and website presence. Your awareness on the world wide web can improve , you can develop targeted niche customers and followers. You can enhance your corporate , company or groups inherent image immensely. Blogs involve customers in a community - both for good for bad. They may even see your product or service as "theirs" and "theirs to uphold and protect". All in all in the internet marketing world these web-blogs are playing an increasing role in search engine positioning , whether it is the search engine ranking results (SERPs) of Google, Yahoo & Bing (formerly MSN ). True Yahoo now uses the Microsoft's products services. Yet the newest , most important entities on the block seem to emerge out of nowhere, all of the sudden. Why take a chance of a loose cannon diminishing all your careful efforts . Monitor your employee's blogs. Take the time to set standards and rules when it comes to hirelings, operatives and former staff employee members , when it comes to online blogs and blogging.
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.
Secondly, reference blogging in employee policy handbooks to promote responsible blogging. If your employees are already in the blogging culture; insist that employees place disclaimers on their personal blogs. The amount of time and effort spent , should you have a raging bonfire of a loss of private trade data , or procedures can be immense. All in all its a waste of time. It can be said that some management levels actually like to fight and even create "fires" as a means of justification of their existence and pay. 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 employee ? Large corporations do this as a simple matter of routine . Should not this be your established pattern as well ?
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 in today's business world are a two edged sword some people have even be found . Used well they can promote your business , organization and website presence. Your awareness on the world wide web can improve , you can develop targeted niche customers and followers. You can enhance your corporate , company or groups inherent image immensely. Blogs involve customers in a community - both for good for bad. They may even see your product or service as "theirs" and "theirs to uphold and protect". All in all in the internet marketing world these web-blogs are playing an increasing role in search engine positioning , whether it is the search engine ranking results (SERPs) of Google, Yahoo & Bing (formerly MSN ). True Yahoo now uses the Microsoft's products services. Yet the newest , most important entities on the block seem to emerge out of nowhere, all of the sudden. Why take a chance of a loose cannon diminishing all your careful efforts . Monitor your employee's blogs. Take the time to set standards and rules when it comes to hirelings, operatives and former staff employee members , when it comes to online blogs and blogging.
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. Social computing is an important arena for organizational and individual development.
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