Go ahead, blow the whistle on them
Whistle-blowing is something that employees across organisations fear.
By Shreya Biswas, TNN |
NEW DELHI: Priyank is quite content with the way things have worked out at his 6-month-old job in a private bank. However, there is something that’s been bothering him for the past one month. His colleague has been indulging in something that is unwarranted at the workplace. He is addicted to something that may land him in trouble and bring disrepute to the organisation.
Now, Priyank is in two minds — whether or not he should bring this to his superiors’ notice. And, most importantly, without inviting trouble for himself. Whistle-blowing is something that employees across organisations fear. Here’s what could be done to put a robust policy in place:
Build trust and win confidence
It’s not sufficient to have a policy towards whistle blowing, you need to implement that. Clarify any doubt and leaders should be able to win their subordinates’ trust, reassure them that their interest would be protected under all circumstance. “Communicate to them all about workplace ethics, you can have small training modules for your people,” says Xerox India ED-HR Chandan Chattaraj.
It’s all about leadership and culture
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Provide support in the best possible way to the whistle-blower. Show him you care. Many organisations do this just to show that the right signals go down to the lowest level. Even if it relates to an influential person in the organisation, ensure that the matter is taken to its logical conclusion. Your employees should never feel the leadership is spineless. Find out the source of the problem
Investigate what’s wrong. The individual may have too much of ‘workplace leisure time’ to continue doing something of the sort. “An organisation should dig deeper to find out how much the person enjoys the work, or is he disinterested in his current assignments, hence searches for chances to get away from work,“ says FMS Delhi Prof Sunita Singh Sengupta.
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