Corporate Blogging: Six Steps Help Ensure At-Work Blogs Are An Asset

4 thoughts on “Corporate Blogging: Six Steps Help Ensure At-Work Blogs Are An Asset”

  1. These are sensible guidelines for corporate blogging on work time,
    but what can be done if employees on their own personal blogs created
    on their own personal time discuss specific conversations they have
    had with customers or speak negatively about their place of
    employment? What grounds, if any, does the employer have for
    dictating what an employee blogs about on their own time? Obviously, most
    employers do not typically attempt to govern employee speech or actions
    when off-duty, and most do not want to start doing that; however,
    the employee in these cases is creating a potential public relations
    nightmare for the employer.

  2. Thanks for the feedback comments, P. Fonseca, and for dropping by. Welcome to elsua!

    Fantastic input which perhaps comes to state how weblogging may not be as easy as what people would think and why weblogging may work for some folks it may not work for some others. I strongly believe that in most cases applying some common sense would be the main common rule to help clarify potential conflicts. I mean, which weblogger would start criticising different items / people that they themselves would probably not do in whatever other public scenario. I mean, I doubt someone using their common sense would venture into creating some further trouble knowing that it may have some sort of negative impact not only on his / her clients, but also his / her company and / or even themselves.

    However, even if people would decide to venture into entering that world I still think that if there are any company weblogging policy and guidelines they should be respected at all times. After all what harm could it cause to the webloggers. They are after all guidelines and with a purpose. Provide some sort of guidance for whenever people may feel they will venture into something else. Sometimes it would be better to think twice than to jump off on to it.

    That is why I feel it is very important for every single company to define very clearly their own weblogging policy and guidelines and help its webloggers to comply with those guidelines in order to avoid further conflicts. Like, for instance, help understand its webloggers that if they would want to follow that path they should perhaps use a disclaimer indicating so where the employer is certainly not responsible for whatever other harmful commentary. I know, not a perfect solution but something that would certainly need to be discussed between all parties to try to accommodate a situation where everyone wins.

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