Photo: Gage Skidmore via Flickr
Omarosa Manigault-Newman. Her name sparks memories of her three runs on The Apprentice, but most recently she has spent time in the political spotlight and back to the world of reality TV as a contestant on CBS’ Celebrity Big Brother.
But wherever you fall on the political spectrum, one thing is abundantly clear, as it has been for years now: The former director of communications for the Office of Public Liaison has no problem speaking her mind — especially when it comes to her experiences working in the White House under the Trump Administration.
Omarosa is now a former employee, but she’s leaving salacious details about what she says she witnessed there in her wake.
Watch Omarosa spill the beans in her own words
Omarosa talks about working under President Trump during a conversation with fellow contestant Ross Matthews.
.@Omarosa opens up to @helloross about her time in the White House on tonight's Celebrity Big Brother. In the meantime, don't miss a minute of the action on the #BBLF: https://t.co/H9nnS6VGdW pic.twitter.com/8x6dFBZxD2
— Big Brother (@CBSBigBrother) February 8, 2018
“I was haunted by tweets every single day, like, what is he gonna tweet next?” she whispered.
In response to Matthews’ question about whether or not anyone tried to step in and moderate the president’s behavior, Omarosa said, “I mean, I tried to be that person and then all of the people around him attacked me.”
She responded tearfully to a question about who has the authority to say what’s happening at The White House: “It’s not my circus, not my monkeys, you know, I’d like to say ‘not my problem,’ but I can’t say that because it’s bad.”
Omarosa nods gravely in response to Ross’s question about if Americans should “be worried.”
Cue the White House’s response:
Raj Shah: “Omarosa was fired three times on The Apprentice. And this is the 4th time we’ve let her go. She had limited contact with the president while here. She has no contact now.”
One has to ask, why was Omarosa hired then? (Clip via FOX) pic.twitter.com/7KRxkL8bPG
— Kyle Griffin (@kylegriffin1) February 8, 2018
But of course, there was more — this time, Omarosa talked about Vice President Pence.
— POLITICO (@politico) February 14, 2018
“As bad as y’all think Trump is, you would be worried about Pence. So everybody that’s wishing for impeachment might wanna reconsider their life. We would be begging for days of Trump back if Pence became president, that’s all I’m saying.” Omarosa said.
So, what can you do if an ex-employee speaks out? Here are three steps to take if an “Omarosa” is badmouthing your company after being let go.
Don’t add to the mess …
In an article about the hacking of website AshleyMadison, lawyer Michael Trachtman told Mashable how companies should proceed if an angry former employee speaks out.
“Unless the employee’s statements really damage you – for instance, the employee is making false statements that really do impact your customers or employees – leave it alone,” Trachtman said. “If you make an issue out of it, there will be little to gain, and you will probably make it worse – the disgruntled employee will know that he or she has gotten under your skin, and that will fuel the fire.”
… but don’t be a pushover
Rosabeth Moss Kanter, an author, a professor at Harvard Business School and chair and director of the Harvard Advanced Leadership Initiative, writes in the Harvard Business Review that you should “respond to rumors immediately.”
“Don’t let slurs stand without a response that is accurate, persuasive, and catchy,” she continues. “And put out the counter-story without repeating the insult.”
Be preemptive: Make your employees feel appreciated
“It’s important to first hire the right people. This can involve a lengthier hiring process, but a company with employees that are happy and dedicated to their jobs is less likely to become a breeding ground for saboteurs,” Bradley says. “Disgruntled employees should be dealt with immediately. If they must be let go, proper exit interviews are a must. However, the best defense against sabotage is to first prevent it. Treat your employees well, and create a corporate culture in which every voice counts.”