- Ensure data access is removed from online storage solutions or software upon employee departure.
- Implement security monitoring software to detect any suspicious activity from former employees.
- Conduct an exit interview with departing employees to understand their time with the company and set expectations for post-departure behavior.
- Create an emergency response plan for legal issues, including engaging preferred experienced process servers for document delivery.
- Take proactive steps to protect against potential sabotage or data misuse by disgruntled ex-employees.
Many businesses face issues with former employees, especially if they have left the company under strained conditions. SHRM (Society for Human Resource Management) studies show that approximately 43% of companies have experienced employee sabotage in the past year. A staggering 39% of employers report that they have had to deal with an employee stealing confidential information or intellectual property. Additionally, 25% of survey respondents said that former employees had posed a threat to other workers after their departure.
These figures indicate an alarming trend amongst former employees: a willingness to vent their anger or frustration by disrupting their previous workplace after leaving. This can be done through malicious activities such as sabotaging systems, leaking confidential data, spreading rumors, or even physical threats against colleagues in extreme cases.
Businesses must take active steps to protect themselves from these potential risks. Here are a few tactics that might help:
Securing Data Access
Data leaks and breaches are often a problem when employees resign because they can access confidential company information or intellectual property. This is especially true for those in senior positions who have been with the company for a significant amount of time, as they are likely to have had access to sensitive data. Even if an employee leaves on good terms, there is still a risk that they might use this information maliciously after their departure.
To prevent data leaks and breaches, companies must take steps to protect themselves from potential risks. Here are a few measures to ensure data security:
Removal of access from online data storage solutions or software
Employees can access internal databases, file storage solutions, and other confidential materials through work accounts. These must be disabled or revoked upon the employee’s departure to avoid potential data leaks.
Implementation of security monitoring software
Companies can install security software on their systems to monitor for any suspicious activity from former employees. This will allow them to spot any attempts to access sensitive company information or disrupt the design in any way.
Regular updates of passwords and other login credentials
All login credentials should be changed regularly to ensure no one can access confidential data after a specific time. This is particularly important if an employee’s password is not changed as soon as they leave the company.
Having all your employees sign, NDAs (Non-Disclosure Agreements) is a must. This document outlines what kind of confidential information the employee can access, how to use it, and the consequences of any data misuse.
Implementing Exit Interview Protocols
An exit interview is essential in protecting your business from potential risks. The process involves interviewing a departing employee to gain insight into any company issues they may have had during their time with you and talk about any confidential data they might have been exposed to during their tenure. Doing so gives the company a better understanding of the situation and can help them devise strategies for preventing similar incidents in the future.
The exit interview will also allow the company to set expectations for how the former employee should behave after departure. For example, they could be notified not to discuss confidential data with anyone outside the organization or provide negative feedback that puts the business in a negative light.
Create Emergency Response Scenarios for Legal Issues
Companies should create an emergency response plan if they ever face a legal issue with a former employee. This can include engaging an attorney to represent the company and establishing contact information for crisis-level decision-makers who can handle any disputes. The plan should also detail what steps to take if sensitive data is leaked or stolen and how to deal with physical threats from former employees.
Unfortunately, you might find handling the paperwork when dealing with former employees challenging because it requires many signatures from both parties. To make the process smoother, you should consider hiring preferred experienced process servers to help with document delivery and retrieval. They will ensure that all documents are served on time, and adequately so your business is not at risk.
By taking these proactive steps, businesses can protect themselves from the risks associated with disgruntled former employees. Such measures will help ensure that confidential data remains secure and that the organization remains safe from any potential sabotage attempts by ex-employees.