Departing Employees, Competitors And The Trust Factor

One of the misgivings I have about some companies’ corporate cultures is the notion that if an employee tenders their resignation and informs their manager that they have accepted a job at a competitor, that they automatically need to be pushed out of the company.

The main idea being to limit the possibility of the employee accessing any more information or any future plans and strategies that they might then go ahead and share with their new competing employer.

While the main premise of this may be valid in some cases, it should be very far from being the default automatic rule.

Not all companies deal with information or plans that are sensitive to such a high degree, not all employees have access to top secret data, and some employees already know all there is to know about the space they operated in. Long story short, there isn’t always something to hide or protect.

In the end of the day, every case is unique, and although the context of the company and the sensitivity of the information it deals with are big factors to consider, the biggest and most important factor in all this is the employee in question.

Are they trustworthy or not? Do they have strong work ethics or not?

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