It’s mostly circulating as a funny picture or old conversation log. An employee who bashes the company on twitter, Facebook or any other social media and forgets that he or she has the boss on the friends list.
It’s often comes to the expense of the employee, losing the job and also having a few thousands comments pointing out the severe lack of IQ followed with laughter of others.
If you start thinking about this for another 30 seconds, you can identify the flaw in this entire culture.
First of all, you have dissatisfied employees within your organisation, who clearly is too afraid or thinks it too complicated to point out flaws.
Second of all, is the boss or manager who often fires the employee directly in the comment, followed by some smug comments of “you were never fit for the job anyway”?
Unfortunately, the owner or manager are portrayed as the “hero” by the general public. The figured who showed that unsatisfied worker the true rights, and “the one who vents online will see the swift consequences”.
Above statements are very valid concerns for every organisations. A work culture where one can’t point out facts where the organisations needs improvement or show some sort of dissatisfactions is soon to implode into a very hostile working environment.
The owner or manager who can’t project a friendly and trustworthy manner will also have a hard time connecting with the employees on a deeper a level. Authentic leadership points us towards these issues where self-realisation and awareness as a leader is key to create a welcoming team working environment. Where members of the organisations will thrive and therefore develop the organisation for the better, period.
Of course, extreme cases of venting, bashing and generally putting criticism towards the organisation or firm will need this sort of swift engagement by the top management team. But they should never do it to ridicule the person venting. Not only does it weakens the position of the manager or “stooping to their level”, it does also indirectly show that “pointing out flaws will never be tolerated”.
So next time you see one of these posts from angry or distressed employees, think about the actual problem. What drives the person to make these posts? Could there be anything wrong within the organization? Are your internal communication channels clear and direct? Does the internal filtering of concerns work as intended?
One could see the social network as a huge problem, but you could also twist it towards seeing the opportunities to get a real in-depth view how people see your or other organisations working culture and how it is discussed between friends.
Gather information and encourage people to speak their mind in order to become a leader who can draw and develop strengths from every platform and communication ground.