When an Employee Makes a Mistake

http://www.guystuffcounseling.com/counseling-men-blog/?Tag=Midlife%20Crisis

            Almost every company has been there. A current or former employee makes a monumental mistake that jeopardizes not only their reputation, but potentially the companies as well. Media begin reaching out to the company, asking questions. Who is the employee? How do they conduct themselves at work? Have you ever noticed this odd or peculiar behavior in the workplace?

The question remains for the company, how do you navigate this crisis? While each situation fluctuates in its intensity and the ripple effects on the company’s reputation, all of the crises should be handled with care and the proper set of skills. In recent weeks I’ve heard of a number of companies that have found themselves in the midst of a situation where either a current or former employee has committed a crime. So, what should the companies do?

First and foremost, get the facts. Understand the situation inside and out. Know what is true and what is not. Know what is not yet proven true or false. Any possible piece of information about the crisis, learn it.

http://www.communiquepr.com/blog/?p=3369

Then, form a general statement that you deem fits the level of information the media needs to know. For a former employee, it can be as simple as, “So-and-so was employed at our company 3 years ago for a duration of 1 year. We have not had contact with him/her since we parted ways.” For a current employee, the statement can read, “So-and-so is currently employed at our company. He/she has been temporarily suspended due to the ongoing investigation. No decisions will be made on their status as an employee until the investigation has come to a close.”

The first statement released to the media by the company is critical. It is essential that the company does not say, “No comment.” If you wish to hammer the nails into your own coffin, go right ahead. But, if you wish to continue working, I’d advise another route. The first statement is an opportunity for the company to explain their part in the crisis situation and how they intend to handle it. You do not need to provide full-blown details, but you do need to respond.