How to minimise whistleblowing in your organisation
Around the world, whistleblowing activity is increasing. In any but the most scrupulous of organisations, wrongdoing will occur to some extent; and well-intentioned and highly-principled employees or ex-employees will be motivated enough to stop it. In the right workplace environment, any improper practice can be addressed internally, quickly, and safely before an employee is tempted to blow the whistle in public, to the detriment of the organisation. So consider the following advice...
1. Be aware of who your potential whistleblowers might be.
Whistleblowers can be either disgruntled troublemakers or highly- principled, dedicated, competent, and committed employees. They usually hold strategic positions in the organisation and here they are well placed to detect potential malpractice and wrongdoing. Their well-intentioned public dissent is often the result of a lack of response within the organisation to their voiced concerns. The larger and more bureaucratic the organisation, the less likely these concerns will be heard or dealt with - and the more fertile the ground for whistleblowing.
2. Appreciate the value of dissent in your organisation.
Differences of opinion and rational debate should be encouraged in any healthy organisation. It is in such environments that illegal, unethical or dangerous practices are less likely to develop because staff are free to question and express dissension or concern over policies and procedures in the workplace. So, take the raison d'être out of whistleblowing: encourage your employees to raise issues when concerned about any potentially damaging practice within the organisation.
3. Nip whistleblowing in the bud: open the paths of communication.
How free are employees to express controversial views in your organisation? Do you regularly provide through formal meetings and informal conversation the opportunity for staff to exchange diverse views relating to practices in your workplace? Ensure safe routes of communication are in place for your staff to discuss irregularities or other concerns.
