Twitter, Facebook, LinkedIn and other social networking sites practically beg you to reveal \n\neven more information about yourself. Log on and you're asked: What are you doing? What are \n\nyou doing right now? What are you working on?\nMore on CIO.com\nHow Text Messaging and Facebook Can Get You in Legal Trouble\n\nThe Thing That Will Make Facebook Important to the Enterprise: More Business Widgets\n\nAdoption of Corporate Social Networks Remains Sluggish\n\nWhether they mean to or not, any of your employees active on these sites can give away \n\ncompany secrets as easily as they do personal ones, 150-odd characters at a time.\nFor CIOs trying to get a grip on social networking by employees, Tom Mighell, a lawyer and \n\nsenior manager at Fios, an electronic-discovery consulting firm, offers some starting \n\npoints:\n\n1. Accept and train. Many employees will use social networking tools \n\nregardless of what you want them to do. Instead of trying to stop them, teach them what to \n\nsay, or what not to say, about work. For example, employees might be tempted to promote the \n\nfeatures of a new product. But should that product become the subject of a product liability \n\nclaim, those \nstatements could be used as damning evidence, Mighell says. Also, they should \n\nbe clear about which statements are opinion, which are fact. Talk frankly about the legal \n\nrisks. \n\n2. Influence the socializing. Show how to use social networking tools \n\nproductively and creatively for work without giving away too much information. For example, \n\nsolicit expertise but don't get too specific.\n\nWrong: "About to blow major deadline for Project Anaconda. Any SAP Netweaver experts out \n\nthere? Help!"\n\nRight: "Looking for an SAP Netweaver expert." \n\n3. Consider the complexities. If information posted on social networking \n\nsites becomes relevant in a lawsuit, you will have to collect it, review it and search it so \n\nyou can comply with discovery requests. That may mean your social-networking employees may \n\nhave to give up some privacy\u2014their site passwords, for example. This particular \n\nsituation hasn't yet come up in court, but it could get messy if the employee refuses to \n\ncooperate, Mighell notes. \n\n4. Monitor. Designate a couple of people from the tech or legal groups to \n\ndo sweeps of Facebook, LinkedIn and other known hang-outs of your employees, to see who's \n\nsaying and doing what. Talk to those who \naren't following policy, and keep records to prove \n\nregular monitoring and enforcement of your rules, he says. You can't defend yourself if you \n\nset policy but never enforce it.