So before people sign up on dozens of boards, Murphy suggests trying one message board, then developing a system for handling incoming messages. Within the next several years, she expects many message boards will completely disappear and Web sites will host fewer, but more reliable boards. In some cases, she believes, HR will use them to replace consultants and perhaps rely on them as much as seminars or conventions for legitimate networking opportunities. Meanwhile, message boards are proving to be excellent ways to communicate information to employees about company mergers or acquisitions. More than 100 companies were surveyed about their employee communications during mergers for the report.
Any merger is a difficult process and emotions are going to be there no matter what.
For HR professionals who search external message boards for employee comments about their own organization, Ainspan warns about leaving a trail. Oftentimes, tech aides managing the Web site will publicize the fact that the site is getting ample hits from a company's management. This could intimidate some employees and reduce the number who post messages on the site or trigger others to exaggerate their perceptions of workplace problems. Ainspan recommends that HR use services that are equipped to keep contributors anonymous or access off-site computers that aren't linked to their corporate account. Since people can post messages anonymously, they're also more likely to be honest about their feelings, he says.