In all the time that you’ve run your business, have you ever worried about an employee or employees doing something behind your back?
Unfortunately, too many employers have had to deal with the reality of a worker or workers following through on attacking their businesses. When such incidents occur, they can vary in terms of the scope of damages.
That said are you doing all you can to make sure you not only don’t hire potentially rogue employees, but that you also follow through on punishment when a worker or workers do turn on you?
Given all you have to lose when people you’ve hired go into business for themselves under your employ, sending a message from day one that you won’t tolerate this is crucial.
It is also important that you do everything in your power to have safeguards in place to prevent such attacks from occurring in the first place.
Be a Pro-Active Business Owner
When it comes to lessening the chances of suffering an insider attack, there are a number of steps you can take to better position your business in terms of safety.
1) Regularly review identity theft protection
For starters, be sure to regularly review your security measures, measures that should have been in place from day one of opening your business.
As an example, do you have a security program in place that does a great job of giving you both identity theft and privacy protection? If not, what are you waiting for?
In the event you do not have a solid identity theft protection solution in place, take some time in looking at IdentityForce reviews to help prevent theft. Even if you end up going with another provider, the goal is to have a protection plan for your brand, a plan that is all but impenetrable.
Secondly, test that program on a regular basis, searching for any loopholes that could put both you and your customers in harm’s way.
Lastly, make it clear to employees from the day you hire them that identity theft is not to be taken lightly.
This means workers should never share computer log-in information. If they do, there should be some sort of reprimand in place, thereby sending a message that this is not acceptable in the workplace.
2) Don’t give employees a reason to revolt
Although you never should have to justify to your team what you do as an employer, having an open line of communication is important.
With that in mind, having regular company meetings is a good idea, especially if you have an office where employees are not in regular contact with one another.
An example of this would be if you have workers in other cities, states, perhaps even other countries.
By having a video conference call on occasion with your entire team, you can talk about how things are going with sales, company initiatives etc. This is also a good time to discuss any issues that may have risen to the surface.
Also do your best to make for a positive workplace environment, one where employees enjoy reporting for work each and every day. When employees are satisfied for the most part with their working setup, there is less chance of problems taking shape.
3) Encourage employees to come forward
Finally, having one or more employees come forward when they know one or more people in the office are up to no good can be difficult.
On the one hand, an employee may be afraid to speak out about a co-worker, fearing there may be retribution in doing so.
On the other hand, an employee could be hesitant to report any illegal doings simply because they are friends with the person or persons involved.
By having an open-door policy in place, you more times than not will snuff out any issues in the workplace before they get out of hand.
As an employer, what are you doing to protect your business and the people you serve?