How To Handle Continuous Communication From A Fired Employee

Have you ever wondered what you could do if an ex-employee of yours stays in contact with the other employees? Have you ever thought of confronting them or just letting the matter go? Here’s a real-life situation:

During a three-month evaluation, I had to release an employee from their duties. After his firing, he started to email an employee who also has a side business. This employee made us aware of the situation, letting us know that he was uncomfortable.  After some time, he found a way to back away from the conversation with the ex-employee. However, it made me think about the other employees he could be talking to.

Are there any rules regarding talking to a company’s clients after quitting or being fired?  He had used his personal email account to contact clients and he was asked to forward all communications with the clients to use. What are we able to do about communications with other clients?

He only worked with the company for three months but he made his departure stressful and acts passive-aggressive.

The Ex-Employees Viewpoint

The ex-employee no longer has a job and needs to find a new one. What the employee is doing is called networking. Networking is when you use people you know to find new employment. Because he knows folks from your office, he’s getting in touch with them for a new job.

Yes, the former employee is annoying. He wasn’t a great worker, or just didn’t fit well within your company. Here’s what will make you happy: eventually, he will give up and leave your company alone.

Of course, should he be persistent, your other employees will let him know that they don’t appreciate the contact and will stop all contact with him… just like the first person did. The former employee will eventually understand no one wants to speak with him and will go away.

If you begin to panic about it, your employees are going to look at you as if you’re nuts. So, stay calm during this time.

How To Handle His Use Of Confidential Information

If you’re aware that he’s using private information during contacts with the client or is slandering your company’s name, this is a whole other issue. A court will make him stop using the information he got from his employment with your company.

This can be an even bigger headache, costing you money and stress than if you just allowed it to blow over. On top of that, information that you think is confidential may actually not be confidential.

If your employee had been with you for some time, and was loved by your clients, the contact after departure could be a real problem. However, it’s possible the clients are unhappy by it and will understand why you had to fire him.

Not An Ideal Match For The Company

If the firing wasn’t because he was a bad employee; but rather, a bad fit for the company, you may want to guide him toward an area that he would be an ideal match for. There’s no reason you have to do this; but, going above the call of duty can help stave off any potential problems with the former employee.