The Disclaimer Revisited – An Opportunity for Employer Brand and Personal Brand to Coexist and Prosper

The Employee Blogger – Manage the Risk and Reap Reward

I wrote my very first blog post here three years ago, nearly to the day.   In 2005, I had an awakening to just how disruptive the empowered social web was to my industry, and ultimately my job.   So rather than just sticking my head in the sand, and hoping all of you would stop using the interwebs and start being better TV citizens, I dove right in and began exploring new communication channels.  My blogging, Twitter and experimentation with emerging mobile trends – such as location based services – have all been a part of my continuing media eduction.  To be honest, its also about positioning myself favorably in a troubling and uncertain career landscape for those of us who still toil in legacy media.

While anonymity was my cover early on, a modicum of web notoriety and Google ranking has put me in a position where those who employ me pay attention to what I say here and on Twitter.  Whether it’s this blog, what I say when I speak publicly, or my behavior  on the job – interacting with people face to face – it’s important that I represent the brand of my employer favorably.  I hope I do that here, but while we’re on the topic, I wanted to point you to my blog disclaimer, so that you know that these are MY thoughts, observations, and views.

Disclaimer 2.0

So, as you can see, I’m hoping that this “living, breathing disclaimer” can be an opportunity to demonstrate that I’m doing it right.   Thoughtless online behavior by a CEO or the lowest ranking worker, can put brands in a negative light.  Sometimes an insightful employee’s blog, like former Forrester analyst Jeremiah Owyang’s Web Strategy,  can take the spotlight off of the employers brand.

Recently,  Forrester Research laid out new guidelines prohibiting their analysts from blogging about research ares that they cover.  To some it’s a smart move that prevents their employees from diluting the brand.  To others, it’s seen as “Epic Enterprise 2.0 Fail” – a way of jealously preventing their personal brands from getting larger and more relevant.

Forrester CEO George Colony is well aware of that savvy analysts can build their personal brands via their positions as Forrester analysts amplified by social media (see the post on “Altimeter Envy”). As a consequence, a Forrester policy that tries to restrict analysts’ personally-branded research blogs works to reduce the possibility that the analysts will build a valuable personal brand leading to their departure. -  SageCircle

Employers struggle with the notion of their workers having a voice on the web.  At the extremes, there are two tribes – one that espouses a social media utopia where every worker has open access to social networks, and another that operates in fear and pushes to silence the rank and file.  Hopefully, a more pragmatic third tribe recognizes the risks and rewards of their employees social media use and provides a set of guidelines for them.  NPR has an approach to all of this that I admire.

As NPR grows to serve the audience well beyond the radio, social media is becoming an increasingly important aspect of our interaction and our transparency with our audience and with a variety of communities. Properly used, social networking sites can also be very valuable newsgathering and reporting tools and can speed research and extend a reporter’s contacts, and we encourage our journalists to take advantage of them. – NPR Social Media Guidelines

Policy Evolution

These policies and guidelines will continue to evolve as new technologies and communications platforms further push the boundaries of openness and transparency.

I’m interested in hearing your experiences – as a worker or an employer – with disclaimers, social media policies and the like.  I’ve already gotten some good  feedback on Twitter and Facebook.

QUESTIONS:

Tagged as: blog disclaimer, employee blog policy, risk management, social media policy