Brief Solution for Risk Management of Professional Managers’ Job-hopping

 

 

» Applicable Scope

 

The Solution is recommended for enterprises’ management of risks caused by the job-hopping of professional managers or managerial staff at important positions, especially for potential or present risks and losses resulted from managers’ demission or resignation. Accordingly it provides enterprises with effective measures and is an important tool for HR management.

 

Note: The professional managers in this Solution refer to not only senior executives of a company such as general manager, vice general manager, but also other mid-level managerial personnel, such as department managers or directors.

 

 

» Frequently Asked Questions

 

"There are some signs of job-hopping of the director in our Research Department, and  something abnormal among other staff in the department. What’s the risk behind this phenomenon? How to control the risks?”

 

"Since our Manager of Marketing Department left, one of our competitors contacted our clients frequently. We doubt that the former marketing manager disclosed the information on our clients. How to verify it and what are countermeasure to prevent further losses?

 

 

» Brief Solution (Sample)

 

I. Representations of Risks of Professional Managers’ Job-hopping

Due to the special position, professional managers usually access to important resources and information of enterprise. The demission of professional managers often brings about risks for enterprise, such as the demission of other employees, business secret disclosing and competitive pressure caused by breaching of prohibition of business strife, etc. Job-hopping of professional managers causes not only the direct loss of talent drain but also other indirect losses.

 

II. Countermeasures

The most typical risk caused by demission of professional managers is business secret disclosing. The business secret is either disclosed to the business rivals or used by the ex-employee him/herself.  The loopholes in both HR management and business secret protection contribute to this kind of risk. Following are some countermeasures for risk control:

 

Talk with professional managers, learning about their intensions of job-hopping and real reasons. Evaluate if there is any possibility of their remaining in office.

Try to meet the demand of professional managers, managing directors or other staff winthin the company’s allowable scope.

Select backup manager and then arrange the work transfer if necessary.

Keep the confidential information out of the department direcotr or other staff by stopping them from access to the new technology or product, or transferring the them to other positions.

Pay close attention on the manager who leaves to observe whether he/she discloses the company’s commercial secrets; Meanwhile, investigate on the new employer of the ex-manager to make sure whether the manager has any behavior such as disclosing the business secret, illicit competition, etc.

Formulate relevant regulations to blackout the contact between the ex-manager and current employees, preventing the negative influence of the ex-manager on other internal employees of the enterprise.

Work out detailed labor contract to prevent unnecessary labor dispute, or collect relevant evidence to guard the interests of company.

Consult with a professional institute as the third party for effective risk management plans and countermeasures.

 

 

Links

» Risk Management Report on Professional Managers

» Risk management Report on Professional Managers in

    Various Industries

» Business Secret Risk Management Report