I am posting this question from the HR Forum because it could use your thoughtful responses. But also because, in this age of citizen journalists and personal bloggers, when anyone can start a blog and post whatever they want to post, instantly visible to the world, you will run into this problem at work.
Reader Question:
A respected and highly visible employee came to me "off the record" for advice. This employee was tremdously upset about a peer of hers. These two have also been friends through work for a few years, so I am pretty sure they know each other's personal lives quite well. This peer has been operating a website and blog that no one knew about until now. There is a recent blog entry that calls out, and makes a negative example of, the employee who came to me. This employee just happened to stumble across this blog and is now very hurt and upset.
This emloyee is highly visible and dynamic in a postive way, but she is quite sensitive. The blogger employee has a slight reputation as being untrustworthy. These two sit near each other and work fairly closely together. The employee who wrote the blog is out until next week. I am concerned both about how to handle this and what advice to give to the victimized employee. I have read the blog and it is both grossly dishonest and damaging. Any advice is welcomed...
See the responses already offered to this question about a malicious, offensive blog in the HR Forum. Please add your thoughts there or here in "comments." What should this manager do?
Image Copyright Dieter Spears
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If the blogging employee is creating a hostile work environment by their actions outside of the office, it should be safe for HR to step in and help mediate the issue.
In a follow-up post on the HR Forum, the HR pro revealed that the employee was working on their blog during company time – creating even more of a reason for HR to get involved.
I’m interested to hear what everyone else has to say about this issue. Great post idea!