Employment Decision-Aids
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      Rogue Employee Review Checklist

      This article is for anyone involved in leadership, compliance, internal controls, human resources and the team-building process: Leaders, Human Resources, Consultants

      This article is for anyone involved in leadership, compliance, internal controls, human resources and the team-building process:

      • Leaders – making strategic decisions about the potential challenges to compliance of unresolved employee behaviors.
      • Human Resources – required to develop and oversee the organizational structure, employee behaviors and actions and know the markers that could indicate rogue behavior.
      • Consultants - who are working with Leaders and Human Resources on recruiting, behavioral, and compliance issues.

       

      Common Questions: 

      1. Are there underlying behaviors that could be revealed that might lead to rogue behavior?
      2. Is there potential for dis-satisfied or dis-engaged employees?
      3. Are there a lack of internal controls or the right checks and balances in an area?
      4. Could an employee exert influence over another that leads to rogue behavior
      5. Does the hiring process need strengthening to include behavioral discovery to uncover potential rogue behavior?
      6. Could an employee have money challenges or other situational problems lead to rogue behavior?
      7. Should I be concerned if there are continuing health and wellness issues?
      8. Is there already evidence of security breaches being dismissed because they were minor?
      9. Is there evidence of the employee having team-related issues?

      Solution Overview:


      As part of the hiring process and to inform strategic decision-making, leadership must include understanding behavior that could lead to rogue activities that undermine and place the business at risk.

      A strong governance structure is essential to address rogue employee behavior, including online reputation damage and unauthorized social media actions.

      Management must take responsibility and have credibility in overseeing governance with open information flows.

      Identifying personality traits and triggers for rogue behavior can save money and reputation. Investing in behavioral profiling and monitoring is crucial, as around 5 percent of the workforce poses a high-security risk. A validated personality discovery process can predict security risks. Understanding human behavior, such as innovativeness, ambition, and secrecy, can guide talent allocation, evaluation, and team development.

      Effective governance combines behavioral insights with oversight processes to minimize rogue behavior.

      Core Decision:                                                                                     

      DNA Behavior has built a Rogue Employee Review Checklist to aid in detecting behavior that could undermine compliance and, subsequently, the success of any business.

      It has been carefully structured to help decision-makers objectively come to a “Yes or No” conclusion about whether there is potential for employee rogue behavior.

      Does the organization potentially have a rogue employee? If the answer is Yes, to what degree do you think an employee may be rogue?                                                                                                                                                                                                                                                                                                                                       

      1. The goal is to have a definitive Yes/No answer, with Yes producing a 1-7 concern rating.
      2. A Yes is definitely review the employee's situation further and increase monitoring.
      3. A Yes can trigger - more research, probing, or consideration by the organization if the Yes ranking is low.
      4. A No means a definite No, and there are no reservations, but monitor appropriately.                                    

      Sub Decision Framework:

      The decision aid includes a specific sub-decision framework, each of the six sub-questions requiring a Yes or No answer. If there is a No at any point, that indicates that there are no indicators pointing towards potential rogue behavior or more work is needed before a “Yes” answer can be given.

      The sub-questions are supported by a series of specific questions on each Rogue Employee Review checklist to assist the decision-makers in coming to an objective conclusion.

      Does the organization potentially have a rogue employee?                                                                                                                                                                                                                                                                                

      1. Are there environmental indications an employee could potentially exhibit rogue behavior?
      2. Does the employee's measured DNA Behavior style predict potential rogue behavior traits?
      3. Does an employee exhibit negative personality traits that could potentially lead to rogue behavior?
      4. Could the organization's hiring process fail to get below the surface to identify character and integrity issues?
      5. Is there evidence of weak organizational design in areas to enable rogue employee behavior?
      6. Does the organization lack defined processes for evaluating rogue employee behavior?                                                                                                                                                                                                                                        

      DNAB Rogue Employee Review

       

      For more information about the overall DNA Behavior Hiring Performance, please visit https://landing.dnabehavior.com/hiring to download the White Paper.