Can a disgruntled employee ruin your reputation?

It can take years for you to establish a reputation for having excellent products and services, but a single disgruntled employee can ruin that in a matter of seconds. On one hand, people who read your ex-employee’s online comments may form inaccurate opinions about your business, which could damage your reputation in the marketplace.

What to do when former employees damage your reputation?

No business owner likes to have his or her reputation take a hit—especially from a former worker. But keeping a level head and addressing negative comments and reviews promptly can go a long way toward repairing any damage your business’s reputation may incur.

How does an ex employee affect your reputation?

Bad comments spread more quickly than good ones, so social media can make a swift impact when it comes to your online reputation. Ex-employees can negatively impact your business’ reputation by sharing particularly malicious reviews on the leading online review platforms.

Can a former employer make disparaging comments about a former employee?

Can an employer make disparaging comments about a former employee? It is not illegal for an employer to give out truthful information or opinions about your work. You should not assume that your ex-employer is prohibited by law from giving your potential future employers more than just a standard confirmation that you used to work in their company.

Can a company reputation be damaged by an employee?

So though only 16 percent of employees say that they’ve posted negative comments about their employers online before, these disgruntled workers can leave a real stain on your reputation. What’s more, it can be difficult to recover from such a blow to your image.

Is it easy to ruin someone’s reputation?

The truth is that people know you — lots of people apart from Lou. It is not that easy to ruin someone’s reputation, not without a big budget anyway. People know you, and they also know Lou. People know what kinds of values he holds. For starters, who would respect anyone who said awful things about a former colleague?

How much money did my former employer cost me?

It cost him at least twelve top job offers, kept him unemployed for over a year, and forced him to dip into more than $100,000 of his retirement fund. Walters, not his real name, has since found work, but two years later he is still angry with his former boss for nearly ruining his life.

Can a former employee make an apology to an employer?

Where an employer is a corporate body trading for profit, it must be prepared to evidence that the financial harm suffered, or likely to be suffered, is of a “ serious ” nature. It is possible that an apology published by a former employee will be sufficient to minimise the harm.

Can a company sue a former employee for defamation?

However, the definition of “ serious ” will be subject to dispute and to the Courts’ interpretation. If the former employee who has posted the statement is identifiable, the employer should send a ” cease and desist” letter before bringing a claim.

What’s the best way to respond to disgruntled employees?

Taking the high road is always the best option when responding to disgruntled employees. Start by thanking them for taking the time to write a review, whether you agree with what they said or not.

Can a grumpy employee become a disgruntled employee?

And when everyday crankiness is exacerbated by performance problems, then the merely grumpy can become disgruntled former employees out to do damage to the team.

Why are disgruntled employees a problem for a company?

“The problem with disgruntled employees is that they can pose a risk to your company. In addition to providing poor service, thus turning customers off, they may also create a negative working environment, creating stress within the company,” reports American Express.

How to deal with a disgruntled employee ( brief HR guide )?

This is true when a layoff happens, a performance review is handled poorly, or any other situation. But it is especially important when the employee is already dissatisfied. The second most important thing is to address the issue quickly. Do not, we repeat, do not let disgruntled employees fester.