Know-How Exchange : Social Media

On the whole, companies get the staff, the performance, and the results they deserve. The same is true of their marketing, their messaging, and their returns.

If your policy is to only verify titles and dates of employment you're shooting yourself, and your former employees in the foot.

Why?

Unless your company is the CIA or a prison, this policy does NOTHING to promote employee loyalty and it makes your company sound mean, heartless, clueless, and sterile.

Your staff are your most important asset. Why put them down like this?

From what you've said you seem to value your vendors over your own staff. And if management MUST vet all outgoing messages, AGAIN, you're telling your staff you don't trust them, that you don't like their opinions, and that you think they'll do the company damage.

Not good.

Celebrate your staff! Show them you actually give a crap—both about the way the company is viewed, and in the way you treat your people.

This kind of approach is IDEAL if you want to employ a staff of drones and non-thinking machines.

You need to earn people's trust by showing you trust them to do the right thing.

You're making a lot of assumptions about our culture and most of them are incorrect. Staff at all levels converse with the consumer on different platforms. They are trusted. I'm looking for information about the best way to handle this while still following the HR reference policy.

And I'd say our ability to do meaningful work, abundant educational opportunities, an incredible benefits package and a family-friendly work environment do more to engender staff loyalty than a different reference policy would, but then what do I know? If we had higher turnover we could test it, but our staff have a tendency to stay.