{"id":17231,"date":"2021-07-29T10:57:47","date_gmt":"2021-07-29T10:57:47","guid":{"rendered":"https:\/\/thesocialelement.agency\/us\/brand-reputation-employee-social-media"},"modified":"2021-07-29T10:57:47","modified_gmt":"2021-07-29T10:57:47","slug":"brand-reputation-employee-social-media","status":"publish","type":"post","link":"https:\/\/thesocialelement.agency\/us\/brand-reputation-employee-social-media","title":{"rendered":"Protecting your brand\u2019s reputation from an employee\u2019s abusive social media posts"},"content":{"rendered":"\n
In the same way as your team can be fantastic brand advocates, they can also be a liability when it comes to social media. <\/strong>We\u2019ve seen a number of organisations in the UK unwittingly caught up in scandal recently, as a result of something one of their employees posted to social media. A racist Tweet posted to the account of a Savill\u2019s employee (the employee denies he posted it) resulted in him being suspended<\/a> from the company pending an investigation, and in the wake of people threatening to pull their business from the company. A man who shared a video of himself harassing England\u2019s Chief Medical Officer, Chris Whitty, for a selfie, lost his job<\/a> at an estate agency.\u00a0\u00a0<\/p>\n\n\n\n In an ideal world, of course, you wouldn\u2019t employ someone who is likely to post racist, homophobic or abusive comments to social media. Abusive behaviour rarely springs from nowhere, so spotting the early signs with recruitment processes that include values-based interviews can help.<\/p>\n\n\n\n The first thing to do, of course, is to take legal advice on what you can and can\u2019t do under local laws, and within the terms of your employee contracts. Once you\u2019ve taken the appropriate advice and acted accordingly, what can you do to protect your reputation and distance yourself from the employee\u2019s views? <\/p>\n\n\n\n And finally, reinforce your values and culture regularly, both internally and externally. Ultimately, if your company behaviour is clearly and overtly\u00a0 not aligned with that of a rogue member of your team, you are far more likely to survive the backlash from the actions of a single employee.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" In the same way as your team can be fantastic brand advocates, they can also be a liability when it comes to social media. We\u2019ve seen a number of organisations in the UK unwittingly caught up in scandal recently, as a result of something one of their employees posted to social media. A racist Tweet…<\/p>\n","protected":false},"author":59,"featured_media":17232,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"episode_type":"","audio_file":"","transcript_file":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","date_recorded":"","explicit":"","block":"","filesize_raw":"","footnotes":""},"categories":[7,290],"tags":[101,105],"yoast_head":"\nIf an employee posts to social media, even if it\u2019s off the clock and to their personal accounts, your brand could be associated with their views, and your reputation suffers as a result.<\/h3>\n\n\n\n
Sometimes, though, a brand will find itself in a position where an employee has expressed an opinion completely against company values and ethics, and it has to act, and defend its reputation. <\/h4>\n\n\n\n
In an ideal world, of course, you wouldn\u2019t have anyone on your team who is a bully, or racist, or abusive. Prevention is always better than cure so here are three simple steps all brands can take to prevent this situation:\u00a0<\/h4>\n\n\n\n