Is it okay for managers to spy on their employees’ social networking profiles?

The popularity of social networking websites did not happen without a rough ride and several controversies. Social networking media, such as Facebook and Twitter, have been used to hire workers. These websites are used to search for potential company employees. Facebook, MySpace, Twitter, and LinkedIn profiles can reveal plenty of information about the person’s working experience and interests.

However, these tools were also used to terminate and suspend employees. Seriously, do managers have the right to do this?

The answer is actually both a yes and a no.

It Is a Yes When…
Employees really don’t have the right to complain and belt out the First Amendment. In fact, such argument is completely futile. The amendment refers to the abuse or violence of the government against its people.

Moreover, they cannot complain if they themselves have put up their profiles publicly. Thus, anyone, including managers, can take a peep in their profiles without a problem. Befriending a manager in social networking website may also mean you are giving him or her permission to access your personal information.

Employers, on the other hand, can look into social networking profiles, albeit discreetly, if it is a matter of productivity and efficiency. A manager may be wondering why a once-productive employee can hardly meet the deadlines anymore. The profile might just give the manager a clue.

Social networking profiles may also be utilized as part of an investigation, such as when an employee is facing suspension for damaging a company’s reputation. The profile can be used as a proof to strengthen the case.

It Is a No When…
Nevertheless, that does not mean employers have all the right to snoop into their employees’ profile. They can be held legally liable if they coerce, force, or collude with an employee to access private profiles. For example, if they guarantee an IT administrator a promotion should he or she obtains a list of passwords of the employees’ log-in information. It is also not right to compel employees to keep their profiles public.

Moreover, judging an employee’s performance or productivity based on his or her social networking profile (and wall posts) alone is not considered ethical. One has to remember that the Internet age also promotes the growth of posers, who create fake accounts and post fake messages. Besides, when an employee spends a good time in Facebook, for instance, it does not mean he or she is a bad worker. Social networking profiles should never be used to discriminate employees especially if it’s his or her way to wipe-out work-related burnouts.

For the managers, looking into social networking websites boils down to one question: What is the main use of looking into other people’s profiles? If the answer sounds cunning or devious, then you already know it is not a good idea to do so.

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