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 association of HR professionals, and author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
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Question: One of my colleague’s political posts on social media went viral, racking up hundreds of thousands of views. Some colleagues complained that this post contradicted our company’s values and gave us a low opinion of the company. My colleague argues that it falls under personal freedom of speech outside of working hours. Where is the line between freedom of expression and professional responsibility? – Rafi
Answer: Honestly, the biggest problem today is not that employees cross the line, but that no one can even see the line anymore.
In our highly connected world, personal expression and professional responsibilities are more complex than ever. What was once reserved for dinner tables is now on the global stage, and one viral post can instantly turn someone’s “private opinion” into a public issue for their company.
So the conclusion is: The First Amendment protects you from: government censorship. Nothing can protect you from repercussions at work. And yes, private employers not only have the right, but also the responsibility, to protect their brand, maintain the trust of their team, and uphold their company’s values.
What happens when a coworker’s post goes viral and people can trace it back to your organization? It’s no longer just her post, it’s a headache for your company too. And in moments like these, intention takes a backseat to impact.
So where is the line? If it contains personal expressions, it will be ignored.
◾Disrupt the workplace.
◾Inconsistency with clearly stated corporate values.
◾ Damages the organization’s reputation and relationships with customers.
◾Creates a hostile or divisive atmosphere towards co-workers.
Simply put, social media is not a free pass. You can’t throw a digital grenade on Monday and expect business as usual on Tuesday. I’d go so far as to say that you can’t claim to value a company’s culture while undermining it online. Employees who dive into controversial topics and engage in risky behavior online are playing with fire and need to carefully and proactively consider the big picture.
Human Resources is never intended to be a “people’s police”. But let’s be honest: that reputation is not entirely earned, and has dogged the profession for years. But, and this is an important distinction, they are responsible for facilitating the processes and setting the rules that allow humans to be humans while protecting the best interests of their employers.
Human resources departments need to provide clear guidance when it comes to social media and broader workplace behavior. This means establishing policies that are clear, legal, and consistently enforced. Not to the police. It’s not to silence them. But to set reasonable expectations. Guardrails should be introduced, not gags.
The goal is not to silence voices. It’s about balancing freedom and responsibility, expression and accountability, and allowing employees to be themselves without compromising the culture they work for.
The views and opinions expressed in this column are those of the author and do not necessarily reflect those of USA TODAY.
