When Online Boundaries Blur: Reporting Unprofessional Behavior and the Role of Social Media Policies

On April 29, 2021, Dear Kume posted a tweet expressing the opinion that some job candidates ask for salaries that are “too much” or beyond what recruiters expect. The tweet quickly went viral and was even reported in a major newspaper, which prompted the poster to become conscious of the backlash and eventually remove the tweet. This sparked widespread discussion about salary negotiations and expectations.

About My Blogs on Salary Negotiations

Following the viral discussion sparked by Dear Kume’s tweet, I wrote two blogs sharing my HR perspective on salary negotiations. The first blog, “The Salary Demand Maelstrom – My HR Perspective,” explored why recruiters sometimes find candidates’ salary expectations difficult to meet, considering factors like experience and company budgets.

I wrote a second blog, “HR Discourse: Rejoinder to The Salary Maelstrom,” to clarify my points and address some of the misunderstandings that may be raised. Together, these blogs reflect my commitment to fostering open, respectful conversations about recruitment challenges.

Inspired by that tweet, I posted my blogs on my former LinkedIn account, thinking they would add constructive voices to the conversation.

However, the response wasn’t what I expected. One comment, in particular, caught me off guard. A person claiming to be a programming expert responded-not with constructive feedback, but by accusing me of enabling a culture where HR lowballs candidates, resulting in job offers lower than what candidates actually want. Then, the criticism took a personal turn: he insulted my writing, calling out my grammar and sentence construction as poor.

It was hurtful and frustrating, especially coming from someone in a professional role. That’s when I decided to report the incident to the company this person worked for-and to my surprise, that company took my report seriously.

Reporting the Incident: A Step-by-Step Experience

I started by verifying where this individual worked. With advice from an HR mentor, I looked up their company’s social media policy. What I found was a comprehensive document emphasizing responsible, respectful online behavior and how employees’ public posts-even personal ones-can be perceived as reflecting the company’s stance.

Encouraged by this, I submitted a formal complaint through the company’s official website. The process was straightforward, and I was given contact details for a third-party service that handles such reports on the company’s behalf. I reached out and shared my story directly with them.

Not long after, an HR representative contacted me to hear my side of the story. I provided screenshots of the insults I’d received. The HR rep assured me that higher management was aware and that an investigation would be conducted. While I was not informed of the outcome due to the company’s policy of not disclosing actions taken to complainants, I assumed that the employee was likely sanctioned.

Why Companies Create Social Media Policies

In today’s digital age, companies recognize that employees’ online behavior can impact not only individuals but also the company’s brand and reputation. Social media policies serve as both a shield and a guide by:

• Defining appropriate behavior: Reminding employees to remain respectful and professional, even on personal accounts.

• Clarifying personal vs. professional boundaries: Informing employees that personal posts can sometimes be interpreted as the company’s viewpoint, especially for public-facing roles.

• Establishing reporting guidelines: Providing clear channels for raising concerns about unprofessional online conduct.

• Protecting confidentiality: Warning employees against sharing proprietary or sensitive company information.

• Encouraging positive engagement: Positioning employees as brand ambassadors who represent the company respectfully online.

These policies help companies manage risks and uphold their values in a fast-moving digital landscape.

Key Takeaways from My Experience

• Social media policies are more than paperwork-they are essential tools for managing real-world digital challenges.

• Accountability doesn’t stop at the office door; our online actions affect our careers and companies.

• Reporting unprofessional behavior matters, even if the investigation’s outcome remains confidential.

• Companies may keep investigations private, but that doesn’t mean they don’t take issues seriously.

This experience made me reflect on how online boundaries are evolving and how important it is for all of us to be mindful-and brave-when it comes to speaking up.

Why I Advocate for Strong Social Media Policies

Do I encourage companies to create social media policies? Absolutely. In today’s digital world, a company’s reputation is more fragile and visible than ever. One ill-considered post or inappropriate comment by an employee can quickly escalate into a public relations issue that damages trust, customer loyalty, and recruitment efforts.

Social media policies provide a clear framework that protects both employees and companies by setting expectations around responsible behavior online. They serve as a preventive measure, guiding employees on professional engagement, and as a tool for companies to respond swiftly and fairly when issues arise.

Ultimately, having a strong social media policy isn’t about control-it’s about preserving trust and safeguarding the brand’s integrity in a connected world.

Conclusion: Why Social Media Policies and Employee Accountability Matter

In today’s interconnected world, the line between personal and professional online behavior is increasingly blurred. As I experienced firsthand, unprofessional conduct on social media can have real consequences-not just for individuals but for the companies they represent.

Social media policies are essential because they provide clear guidelines that empower employees to navigate this complex digital landscape responsibly. As I’ve learned, “In a digital age, our online actions are inseparable from our professional identities-social media policies help us navigate this complex terrain responsibly.”

Companies do not sanction employees to punish but to uphold trust, integrity, and a respectful culture that benefits everyone. “Respecting social media guidelines is not about control; it’s about preserving the reputation and values we all share.”

Ultimately, accountability matters. Our words and actions online carry weight beyond office walls. “Accountability online is as important as accountability in the workplace-our words and actions carry weight beyond office walls.”

By embracing strong social media policies and fostering a culture of respect, companies and employees alike can protect their reputations and build a positive, professional environment-both online and offline.

A Note on Perspectives and Open Dialogue

As an HR practitioner, I share these insights based on my professional experience and the values that guide workplace conduct today. I recognize that social media and personal expression are complex and evolving areas, and reasonable people may have different views on where to draw the line between personal freedom and professional responsibility.

My intention is not to police or limit anyone’s voice but to highlight the importance of accountability and respectful behavior in digital spaces-especially when it can impact careers and company reputations.

I welcome open, respectful conversations on this topic. If you have experiences, thoughts, or alternative perspectives, please feel free to share them. Together, we can better understand how to navigate the challenges of online professionalism in a balanced and fair way.

Question: How do you handle unprofessional behavior online, especially when personal and professional boundaries blur? I’d love to hear your thoughts and experiences.

About Me:

Joseline M. Alosbaños, known as the HR Carousel Ringmistress, is a Certified HR Practitioner with over twenty years of experience in Human Resources Management. Her extensive career spans various sectors, including corporate, freelancing, and consulting, equipping her with a wide range of skills. Joseline excels in employee relations, talent acquisition, total rewards management, HR operations, and organizational development, successfully implementing HR strategies that align with business objectives and promote a positive workplace atmosphere. If you require my services, feel free to contact me at joyce.alosbanos@gmail.com.