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Ways To Stop The Social Media Firings

cisco-fatty.jpgIn this economy everyone is facing the real possibility of unemployment, but losing your job because of infractions on social media sites? Recruiter Joel Cheesman says this has got to stop!

First there was the Cisco Fatty controversy. Grad student Connor Reily tweeted “Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work.” Then Tim Levad, Channel Partner at Cisco, tweeted back, “Who is the hiring manager. I’m sure they would love to know that you will hate the work. We here at Cisco are versed in the web.”

Now there is controversy over an Eagles employee fired for posting that he was “devastated about Dawkins signing with Denver…Dam Eagles R Retarted!!!” on his Facebook status.

Cheesman’s reaction to all these social media snafu’s: Really?! Really!? Yeah, that’s roughly how we feel too.

I don’t care if you call your boss a moron or if you say that your company is “retarted”. You’re entitled to your opinion&#151no matter how scathing it is…

When an employee is broadcasting displeasure to the world, the majority of the problem doesn’t exist with the employee. Aside from the “Hey, you know, you should really bring these things up internally,” talk, the blame rests squarely on the employer. When someone is telling everybody but the people they work for what’s wrong with their job, that’s the employer’s problem for not listening.

Want to learn how to deal with these new media dilemmas? Follow the story after the jump.


Instead of overreacting and immediately firing employees, Cheesman suggests a level-handed approach. First allow the employee to explain their position. Second, as Cheesman points out, “Passionate, vocal, loud employees are every businesses’ best asset. Only through mismanaging them do they become nightmares.”

This trend of social media firings is discouraging employees from using technology and discovering new ways to expand the message or brand of your company in innovative ways. It’s also encouraging them to bottle up feelings instead of expressing their discontent and trying to resolve company problems, which is neither productive for employees or businesses.

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