Employees compile a professional contact list as a result of the tasks assigned to them in their jobs. It is a legitimate concern about what happens to such relationships when a member of the organisation leaves. What is the identity of the person who owns these items? Is it upsetting for your company when a top-performing salesperson leaves?
Any connections made while performing work for which the employee is compensated are presumed to be the property of the company with which the interactions were made. Consider the following: contacts that are shared throughout a company have a better chance of becoming effective. As a result, when an employee quits or is fired, they do not simply vanish from the face of the earth. Your company can maintain relationships with customers and suppliers by implementing a centralised contact system and emphasising the importance of contacts.
With these issues in mind, this article will look at how companies can maintain business relationships after an employee quits or is laid off, among other things.
Business Connections Are More Important Than You Think
When looking for resources to assist them with their regular job duties, your employee may have come into contact with someone who fits this description. They may have done so while attempting to contact this individual via social media. Alternatives include meeting a potential client at a formal networking event and exchanging business cards. Business contacts, on the other hand, are more commonly used to refer to a company’s contacts, whether they are customers or prospective clients.
When employees leave a company, it is possible that these assets will also be lost. In fact, this is a fairly common occurrence these days. According to the findings of a recent LinkedIn survey, 34% of Singaporeans “have no intention of staying with their company for more than a year.”
It is possible that employment contracts will be ambiguous, causing problems.
Contract for the Purposes of Business
The majority of the time, when an employee works and lives in Singapore, the island nation’s employment laws and regulations apply to that individual. This situation is referred to as “jurisdiction of employment.” According to two legal experts based in Singapore, it is widely accepted that the employer has ownership of contacts in Singapore, even if there is no explicit stated agreement to the contrary in an employment contract. However, with the advent of social media, things have become more complicated.
How do we go from this point forward?
- Create a solid employment contract for your employees.
- Legal experts generally believe that it is essential for an employee’s job contract to explicitly state who owns the contacts with whom he or she would be working. According to one legal expert, the finest contracts are crystal clear on who owns the intellectual property; similarly, the best contracts include a clause stating who owns the contract itself in its entirety.
- Utilize technology to keep business relationships safe and confidential.
Always Keep Your Information In Tight Security
Companies can use technology to find and cultivate commercial relationships among their employees. As a result, a comprehensive and unique corporate database is created, assisting businesses in avoiding the risk of losing the contact information of prospects and customers uploaded by departing employees before they leave the company.
Cards and contacts that have been uploaded are considered assets of the organisation. When the company decides who has access to the contact information, it can limit it to the original receiver or make it available to the entire organisation.
Prevent departing employees from getting access to sensitive corporate information
Employees decide to leave their employers for a variety of reasons. In any case, you never know what a disgruntled employee might do, so make sure they can’t cause any harm if they decide to leave. DLP ensures that users do not transfer sensitive information outside of the company’s network, protecting businesses for the duration of the employees’ employment with the company.
Furthermore, once an employee has sent a notice of resignation to their company, the company must put safeguards in place to protect the employee’s information. Other recommendations include restricting the employee’s access to sensitive information until the problem is resolved, as well as restricting the employee’s access to USB devices.
Departing employees should return all information technology assets to the information technology manager as part of their final-day formalities. The information technology manager must then endorse the outgoing employee’s departure form upon receipt of the returned assets.
In Conclusion
When you use the right procedures and techniques to achieve your goals, there is no reason for you to lose an employee and all of their connections. When you’re ready to seek centralised connections and a completely different way of working, we’d be delighted to show you what we have to offer why you choose the best Singapore company contacts.
