Question:

How should I deal with a new team member who does not follow IT policies, does not perform any IT work, and makes unauthorized and undocumented changes to the system, including resetting the admin password to a default value? I have already reported this to the director, but he seems hesitant to take action.

Answer:

How to Handle a Rogue IT Employee

If you work in IT, you know how important it is to follow policies, procedures, and best practices to ensure the security, reliability, and performance of the systems you manage. However, what do you do when you encounter a new team member who does not respect these rules, does not contribute to the IT work, and makes reckless and risky changes to the system without proper documentation or authorization?

This is a serious problem that can jeopardize the integrity of the system, expose sensitive data, and cause operational issues. Moreover, it can damage the reputation and trust of the IT department, and create conflict and frustration among the team members. Therefore, it is essential to address this situation as soon as possible, and take appropriate actions to prevent further harm.

Here are some steps that you can take to deal with a rogue IT employee:

• Document everything: The first thing you need to do is to document every instance of the employee’s misconduct, including the date, time, details, and impact of the changes they made, the policies they violated, and the work they failed to do. You should also collect any evidence that supports your claims, such as screenshots, logs, emails, or reports. This will help you to build a strong case against the employee, and to show the director and other stakeholders the severity of the problem.
• Report to the director: The next step is to report the employee’s behavior to the director, and to present your documentation and evidence. You should explain how the employee’s actions have compromised the system, and how they have affected the IT work and the team morale. You should also express your concerns about the potential consequences of the employee’s continued misconduct, such as data breaches, system failures, or legal liabilities. You should ask the director to take immediate and decisive action to resolve the issue, and to hold the employee accountable for their actions.
• Escalate if necessary: If the director is hesitant or reluctant to take action, you should not give up. You should escalate the issue to higher authorities, such as the HR department, the senior management, or the legal department. You should explain the situation to them, and provide them with your documentation and evidence. You should also inform them of the director’s inaction, and request their intervention and support. You should emphasize the urgency and importance of the matter, and the risks and costs of ignoring it.
• Protect yourself and the system: While you are waiting for the issue to be resolved, you should take measures to protect yourself and the system from further damage. You should revoke the employee’s admin rights and access to the system, and monitor their activities closely. You should also review and audit the system for any vulnerabilities, errors, or anomalies, and fix them as soon as possible. You should also backup and restore the system to a secure state, and change any passwords or keys that the employee may have compromised. You should also communicate with your team members, and keep them updated on the situation, and ask them to cooperate and collaborate with you to maintain the system’s security and functionality.

Dealing

with a rogue IT employee can be a challenging and stressful experience, but it is not something that you should tolerate or ignore. By following these steps, you can take control of the situation, and protect yourself and the system from further harm. You can also demonstrate your professionalism, integrity, and competence, and earn the respect and trust of your colleagues and superiors.