Mar 25 Posted 2 years ago
Yeah that is clearly wrong of them to do. They should not have fired her for that. I hope she sued the company for wrongful termination. They blamed her for the DDOS attack which she was NOT responsible for.
Mar 23 Posted 2 years ago
This is the big issue with Twitter, it is not only imediate but so very public. Was she right to comment about harrassment at the conference, most certainly. Was SendGrid right to fire her, is the grey area. If she had complained via a more private medium I would say wholeheartedly no, that would mean they fired her for complaining about being harrassed. However, the forum she used complicates matters. But this is not a new problem, so many times people do not think before they tweet and if your twitter (or blog or anything else) represents others, then one should think very carefully about the repercussions. Still SendGrid should have throught harder about firing her, because that does not send a very good message either.
Mar 22 Posted 2 years ago
Everyday we blaze new trails with social media usage and governance, but, unfortunately, the outcome is not always positive. In any situation where personal and professional communications overlap, one should always err on the side of caution. Perhaps, if Ms. Richards had hit the mental pause button and asked herself the following questions, the situation could have had a vastly different outcome.
The first question should always be:
- Is this the best means of addressing the problem?
If the answer is yes (and, in this situation, I would argue that it is not and should have been a more discreet, face to face conversation with the conference organizers), then, as a de facto reputation manager for her company, she should then have asked herself:
- Will I still feel this way in 24 hours?
- What is the most positive way to achieve my goal?
- How will this message reflect on me and/or my employer?
- Are there legal, reputation or other risks to posting? (If you're asking this question, you may want to revisit the previous questions. If you can't answer this question, don't post.)
Based on SendGrid's actions, they, too, would have benefitted from asking these same questions. The backlash against them from the Twittersphere continues.
Social media can be an enormously valuable tool and a great way to express oneself. But since you can't unshoot a bullet, better hit that mental pause button before you post.
Mar 22 Posted 2 years ago
Actually, I wonder if she wouldn't be protected under federal law. Her company fired her after she complained about sexual harrassment. I would consult legal on that one before completely ruling it out.
"Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling...
- The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
- The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct."
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