The age-old employee communication challenge for organizations has been how to contain the employee rumor mill. It’s an issue that predates formal employee communication programs and it’s even more vexing with the prevalence of social media.
These days, instead of gathering around the water cooler or hitting the local bar to gripe about their bosses or workplaces, employees often take to Facebook or Twitter, which of course gives greater reach to those complaints. Employees can do a lot more damage to organizations by hitting “send” than they ever could do over a beer.
As a result, many organizations have created social media policies that seek to restrict what employees say about them in social media. That seemed to put a little muscle behind employers’ expectations of their employees’ online activities. However, the National Labor Relations Board recently ruled that there is a limit to which organizations can restrict employees’ free speech. (Hat tip to Les Potter, integrated marketing communications instructor at Towson University, who blogged about this issue at More With Les.)
According to The New York Times, which covered the rulings, the NLRB “says workers have a right to discuss work conditions freely and without fear of retribution, whether the discussion takes place at the office or on Facebook. … ‘Many view social media as the new water cooler,’ said Mark G. Pearce, the board’s chairman, noting that federal law has long protected the right of employees to discuss work-related matters. ‘All we’re doing is applying traditional rules to a new technology.'”
Smart companies have learned that in order to rein in the wild-west atmosphere of social media, it’s important to engage with consumers and members of the news media covering their industries and organizations. However, it seems fewer companies have discovered how to engage with employees via social media. I’ve heard of some companies that try to do so, even creating Facebook groups where employees can share information and knowledge. But that’s still company-sanctioned media (like the newsletters and intranets of days gone by). What about engaging employees where they are? That would be risky, for sure, but could also go a long way toward taking some steam out of the rumor mill.
When it comes to the principles of effective employee communications, I’ve always believed there’s not a lot new under the sun. Communication should be two-way and symmetrical, meaning both the organization’s leaders and employees can initiate it. It should be open and transparent and it should focus on helping employees engage in the business. But when it comes to best practices, we still have a long way to go. Engaging with employees where they are — online — just might be the brave new world.
Filed under: Employee Communication, Social Media | Tagged: best practices in communication, Employee Communication, employee engagement, Facebook, grapevine, internal communication, Les Potter, Mark G. Pearce, National Labor Relations Board, New York Times, NLRB, rumor mill, Social Media, Towson University, Twitter, two-way communication |