With technological advances come new perils for the workplace that have both operational and brand protection implications.
Incidents like these examples result in ramifications from negative publicity to hefty fines and other enforcement every day.
So what's an organization to do?
Unfortunately, some organizations approach the issue by treating the symptoms instead of the cause, banning social media in the workplace altogether (good luck with that in the era of the smartphone, by the way) or locking USB ports to prevent users from plugging in removable flash drives. (The latter in no way prevents an unscrupulous employee from simply uploading data to the cloud or emailing it, of course.)
You wouldn't ban office supplies because you had an employee who was stealing them, or rid the office of computers because of an employee who prefers video games to work. You'd warn, discipline or dismiss the employee. New-age disciplinary problems need to be treated similarly by addressing the problem employee behavior, not the digital platform via which it occurred.
While there's no easy fix to certain high-stakes risks, smart organizational leaders ensure they have proper policies, procedures and plans in place, that employees receive proper training and periodic re-training, and take the appropriate disciplinary actions against employees who violate policies.
How many of these policies and plans does your organization have in place to help protect itself from reputational harm?
If you have all the applicable policies, procedures and plans in place, congratulations. You're on the right track. But don't forget, without the proper employee training and retraining to go with them, they're just taking up space on your bookshelfâ€¦or your server. Do your policies - and the way you use them - need a check-up?
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