Responding to Employee Blogs (HR Executive magazine)

I wrote this article a few years ago but it remains relevant today. (Make sure you read it in conjunction with my blog update from October 27, 2012: Social Media Policies and the NLRB's Crackdown on General Language.)

Responding to Employee Blogs 
HR Executive magazine
by Perry Binder

Companies need to decide whether they want to take advantage of the buzz corporate-sanctioned bloggers can create as well as how to handle employees who blog without authorization. HR leaders need to assess the situation in their companies and create a business plan to respond to this complex, emerging arena.

Excerpt:

Allowing employees to blog is a decision largely based on a company's culture and its willingness to give up some control of its corporate message, in an effort to create Internet buzz. Blogs can inspire loyal readers if a company insider blogs candidly about the place of work, its culture, and products or services. This activity connects the customer to the company in a way that traditional advertising means fall short. On the other hand, there is an understandable trepidation of having employees writing about the company and its officers.

The core question becomes whether to restrict blogging activities both on and off company time, or to permit such activity with limits. The latter course of action may be risky, but the company could experience increased profits with a forward-thinking approach to the Web as a vehicle to promote the company's visibility.

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Responding to Employee Blogs 
HR Executive magazine
by Perry Binder