Terminations have never taken place in a vacuum, but nowadays, departing workers can vent their rage to the world in a matter of seconds. Disgruntled former employees can instantly post disparaging – maybe even defamatory – comments about your company, your managers, and your employment practices on Facebook, Twitter, their own personal blogs, or any number of networking sites.
Truthful or not, once that information is out there in cyberspace, it’s very difficult to remove or contain it. And that can create a negative effect on your brand, recruitment efforts, employee morale, and even your bottom line.
Order this in-depth 90-minute interactive webinar recording all about how to minimize the damaging effects of departing workers’ rogue posts. Our expert – a seasoned employee communications consultant – will provide you with practical strategies for limiting the damage of communications that, let’s face it, you ultimately have little control over.
You and your colleagues will learn:
- How to use social networking as a way to promote your value chain, from recruiting all the way up to employment separation
- Social networking sites you should encourage workers to use - and why
- The best ways to monitor and manage potentially damaging online posts so that you’re prepared when a crisis emerges
- How to put your social media usage policy to use in a way that actively benefits your organization
- What to do when disparaging comments about your organization are posted, and the creative ways you can fire back
This webinar was recorded on Wednesday, September 2, 2009
About Your Speaker:
Alison Davis is the chief executive officer of Davis and Company, a New-Jersey-based consulting firm that helps companies reach, engage, and motivate employees to achieve business success. A sought-after speaker on communication issues, Davis has appeared at such organizations as The Arthur W. Page Society, The Conference Board, The International Association of Business Communicators, The Public Relations Society of America, and the Society for Human Resource Management. She is co-author of the book, Your Attention, Please (Adams Business, 2006) and writes a weekly blog, Insights.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
