As part of USA TODAY’s series, Johnny C. Taylor Jr. tackles human resources questions. Taylor is president and CEO of the Society for Human Resource Management, the world’s largest HR professional association, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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Question: One of our young employees posted on LinkedIn about an unfair pay disparity and cited our company by name. Many of our older colleagues condemned it as unprofessional, while others called it courageous. Does criticizing your employer on social media hold you accountable or is it a betrayal of trust? – Kelly
Answer: As stated earlier, two things can be true. In this case, the employee has the right to speak and the employer has the right to expect professionalism.
Younger employees often view public calling out as a form of accountability, especially if they believe internal channels are broken. More experienced employees may consider it dishonest or damaging to the organization’s reputation. Both opinions have a point. But when employees start discussing company issues on social media, it’s usually a sign of a deeper problem. This means that employees don’t feel heard within the organization.
Let’s talk about the legal aspects first. Under the National Labor Relations Act (NLRA), most private sector employees have the right to work. collaborative activities. This means two or more employees working together, or one employee acting on behalf of another, to improve working conditions such as pay, safety, and fairness. This protection extends to social media posts, even if they are critical of your employer.
However, the NLRA’s protections have limitations. For example, posts that include false or defamatory statements, personal attacks, or confidential company information are not protected. Nor does it mean that individual grievances have nothing to do with collective concerns. Employers therefore have the right to deal with such situations within the limits of the law and their policies, including disciplinary action or even dismissal.
However, companies that rush to discipline employees in such cases risk overlooking a larger issue. Before responding, leaders should ask: Why did this happen? Were employees ignored when they raised concerns internally? Do people trust internal channels to safely surface sensitive issues? If not, the post is a symptom of a larger communication or culture issue. Please fix that first.
For employees, on the other hand, there is another very important truth to consider. Publicly criticizing your current or former employer may feel empowering, but it often comes with lasting consequences. Many organizations now implement social media screening during the hiring process. Posts that seem courageous in the moment can raise red flags for future employers, calling your professionalism and discretion into question. In other words, you may win the argument in the moment, but it will cost you dearly in terms of career opportunities down the line.
The best path forward for both parties is prevention, not response. Employers should facilitate transparent and secure ways for employees to raise concerns within the organization and educate managers on how to address concerns. Employees should use these channels first and consider public appeals only as a true last resort. Because when trust breaks down internally or online, everyone loses.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
