"She has been very opinionated about how we do things and doesn't really want to participate in feedback or training. She goes home every day and writes a long, detailed post about who she interacted with, what she did all day, and her opinions about it and then tags her coworkers and our company. It's borderline negative/critical of the company but really reflects more on her as a person and less on how we do things."
"We have a pretty straightforward social media policy: don't tag us, don't list us as your place of work, and don't friend or interact with your managers on social media. We were clear on this policy when she was hired. I reminded her of the policy, and then I ended up tagged in one of her long, daily, detailed posts."
"HR then reminded her of the policy and not to tag or mention our company by name and to appropriately address needs, questions, and conflicts through the right channels. She then complained about that, with direct tags, on social media. Other than this glaring issue, the quality of her work is okay. It's not stellar, and it's not bad. But her attitude is a mess."
The company hired an employee with needed, untrainable experience despite weak references and a patchy work history. The employee posts detailed personal social media updates multiple times daily, tagging coworkers, businesses, products, and the company, and expresses strong opinions about workplace practices. She resists feedback and training and produces average-quality work with a problematic attitude. A clear social media policy prohibits tagging the company, listing the workplace, and friending managers; the policy was communicated at hiring and reiterated by the manager and HR. HR asked her not to tag or mention the company and to use proper channels, and she publicly complained on social media while tagging staff.
Read at Inc
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