Bloggy hell!

A new survey by workplace experts Croner has revealed that more than a third of ëblogging employeesí are posting information about their employer, workplace or colleagues on personal blog sites.

The survey, carried out for Croner by YouGov, asked employees about whether or not they kept a personal blog.

Of those who responded and said that they did, 39% admitted that they had posted details, which could be potentially sensitive or damaging about their place of work, employer or a colleague.

A blog is the posting of a personal website based diary on the internet. These postings can be viewed potentially by anyone, anywhere in the world, and because the postings are archived, may be accessible for some time afterwards.

Blogging although a burgeoning state in the UK, carries a far greater risk for both employers and employees now than in future years. That is why Croner is advising businesses to consider now the potential impact blogging may have on their business.

Gillian Dowling, technical consultant at Croner, says that the problem is similar to that of the early days of email use: ìIn the 1990s when emails were introduced as a new means of communication employees were lulled into a false sense of security by the informality that this type of communication brings.

ìMany recipients received rude, angry or otherwise inflammatory emails which had been written and sent in the heat of the moment.

ìBack then it was common to train staff on the use of emails which included advising employees not to send inappropriately worded emails in haste. Employees were advised that the use of emails was the equivalent of sending or dictating a letter, and just as binding. These concepts remain in email or internet policies today.î

With blogging, the employee, sitting in front of his computer screen, experiences the same lack of embarrassment as there is no face-to-face contact. Gillian adds: ìAn employee can be lulled into a false sense of security and sound offs about his bad day at work on a blog without fully considering the impact such a posting may have.

ìIf there is a negative impact on the organisationís corporate image which is so serious that it breaches the implied term of mutual trust and confidence, the employee could be dismissed for gross misconduct.

ìThe blog could also be evidence of other conduct issues or reveal workplace discrimination or bullying. Confidential secrets could be disclosed including financial information or new product development, or whistleblowing all of which could have a negative impact on the business.

ìEmployers need to ensure that they carefully consider the impact of blogging on their organisation and take appropriate steps to minimise any potential risk.î

Croners points for employers to consider:

- All employers need well drafted contracts of employment and a staff handbook.

Well-drafted documents are likely to contain definitions of gross misconduct and clauses maintaining confidentiality which will already cover the serious risks of blogging. In addition, specific procedures for whistleblowing will already have been notified to the staff to enable employees with concerns or allegations to make protected disclosures within the organisation.

- It may be appropriate to extend a firmís internet policy to cover blogging and the risks involved of disclosing information over the internet.

- In sensitive roles employees may be asked to sign media and communications policies, which should be expanded to include blogging.

- In some industries where there is a high level of computer literacy and usage, having a corporate blog may be an appropriate way forward to tap into the bloggersí creative energy and enthusiasm.