Tracking Employees on Social Media, Are You Kidding Me?
“Someone from HR will be going home with you this weekend to listen in and watch everything you do.How does that sound? Oh.Well then how about you give us all of your social media logins and just agree that we’ll track everything you do online. Of course, outside of the office, too. And outside work hours. All that.”
I’m happy to report that I don’t know this scenario depicts real life anywhere, but I can tell you it’s up for consideration. On his freesourceagency blog, Nathan Egan explains his (unnamed) client’s request to devise a plan for monitoring all employee social media activity. You can read my comment I wrote there, but I’ll sum it up here: Are you kidding me?!
There are plenty of reasons why such a move by any organization, save for maybe the CIA, is a bad one, but the mere idea of it exemplifies just how new/scary/confusing/alarming the social media landscape can feel to those not dug into it. I recognize that Joe Employee flaming his company at a 20-person barbecue is not quite the same as if he flames said company via his blog or other web-based communication. I guess that can be scary, but it’s still just one voice. Mr. Company Owner, do you have that little faith in your products, services, or people? What are you afraid of? Corporate secrecy can be handled by NDAs. Corporate culture and morale should be handled by leadership. Playing Big Brother to your employees is no way to handle anything. How about a little trust or respect? It might earn it in return.
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Nathan Egan said,
on July 31st, 2009 at 3:27 pm
Chris,
Thank you for your insight – social media brings out the good and bad doesn’t it!
So far, all the comments from my post confirm what most people on the management team are weary of which is driving “talent” away. The other side of the room doesn’t know how to handle the sales rep who is using Twitter for business during the week and Twitter for pleasure on the weeknights (or weekend). Obviously multiple accounts could be created but the company sees the individual employee as part of their brand and that creating two twitter accounts does NOT separate the employee from the brand even when they are at home on personal time.
Needless to say (and just playing devil’s advocate) it is easier for us on the “employee” side to scream UNFAIR then it is to take on the burden of the real liability this company is now forced to deal with as the personal and professional lives of their employees mashup – something they believe could really jeopardize some of their major client relationships.
Should they ban Twitter use altogether? Or should they let their employees embrace it and go hands off (and spend time apologizing to multi-million dollar clients they have lost that their sales rep was on personal time when they tweeted some off-color tweet). Something in the middle with training and documented polices seems to make the most sense to me!
Thanks again for your insight!
Cheers,
Nathan
Aldo Bello said,
on July 31st, 2009 at 3:48 pm
Ooooooops…could this be a social media faux pax? I can only hope so!
Sharon Clews said,
on August 7th, 2009 at 7:41 am
Hi Chris,
We speak the same language! Like you, I am not sure this is happening, but I can cofirm the fear behind it and the fact that HR departments the world over don’t know how to handle it. Could be that HR are not in a position to change it (ie – they aren’t on a management or leadership team having their say!) or could be that like most, they are fearful, so close their eyes and ears and do nothing.
Was fear the same when the mobile phone arrived, or the fax machine – or even the wheel for that matter! Human Resources is about exactly that, human beings – who learn and grow and change. The departments that reflect these “humans” need to be a step ahead of the game when it comes not only to understanding their people, but also to start relating to them.
It is a brave organisation that is perfeclty content seeing their discussions in public and I applaud them. I believe all organisations will have to move towards this or perish, losing their talent along the way as Nathan has suggested.
HR departments and leaders need to embrace an opportunity where people could be proud to talk about their employers again, and if they aren’t, then look in the mirror – a strategic HR Department fulfills the business goals and has like minded people following them, contributing to those goals and reflecting the organisations values. So recruit correctly, train for skill and you won’t have to worry how long your staff spend on social media, because their eye will always be on delivering for an organisation they enjoy working for.
Regards
Sharon
Alan E. said,
on September 1st, 2009 at 10:51 am
A business would have to have a pretty fat wallet to hire people to monitor all day. But, I would say that there are businesses out there that probably do have that wallet ready.
It seems rediculous that people-monitoring after business hours would be an objective of a company. But I’m sure there are companies that also see a business model (read $$$) in doing just that for someone.
Here’s some interesting stories of this already happening. Enjoy:
http://moneyfeatures.blogs.money.cnn.com/2009/04/21/fired-for-facebook-dont-let-it-happen-to-you/
http://news.cnet.com/8301-17852_3-10172931-71.html
http://digitalpivot.com/2009/08/11/get-frustrated-fired-on-facebook/