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Let the staff whistle internally

In the first decades of the Internet the form of public sphere and sharing, above all, has changed. Politics, economy and our leisure time look completely different today. Although enterprises exploit in all areas the opportunities of the Information Technology, solutions for an internal culture of self-criticism are not yet sufficiently in place. Traditional hierarchies are just as provocative as centralistic nations. The official routine is not sufficient, in order to guarantee compliance. Information follows its own rules and finds its way into the public. Companies cannot afford any longer to practice business at the edge or even behind legality. To understand the price of a leakage, we have to wait until we will see the costs of the current crisis at Volkswagen. In any case it will cost billions Euros. Instead of pushing the Whistleblower into the arms of the broad public sphere, it would be better to open internal channels that permit the staff to fulfill their need and to whistle internally.

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The board and the executives must understand that the early uncovering of illegal activities ensures the viability of the enterprise. It is not a matter of betrayal, disloyalty or unfaithfulness to reveal or publish scandals by so-called whistleblowers, but a mechanism of the self-preservation. Nobody stands above or outside of the law. Unfortunately bosses perceive it differently. Whistleblowers are considered as traitors. The efforts of the enterprise are limited to the effectively published implementation of an internal revision. Their task is to discover flaws and to suggest improvement measures. Why not establishing an internal whistleblower system that allows all employees to communicate their observations anonymously, without being afraid of personal consequences? For this purpose it can be helpful to consider the following aspects.

  • Holistic focus
    There should be an internal understanding of the enterprise as a whole that stigmatizes departmental egoisms and personal agendas that create disadvantages for the enterprise.
  • Principle of subsidiarity
    Well delimited authorities distribute responsibilities across organizations. In the end the board is no longer automatically liable for failure on a lower level, but the actual responsible people. This is particularly valid for the report of serious offenses.
  • Publish company values
    Laws apply for all employees and executives the same way as for every other citizen. The internal publication of the obligation to comply with laws within the corporate values is important in order to eliminate the impression of the employees that they are in a lawless area.
  • Error culture
    Information that is received through an internal registration office should not be automatically basis for sanctions, but the starting point for eliminating drawbacks.
  • Zero-tolerance
    Illegal behavior should be treated internally in such a way as in the rest of the society. Not each case results in a legal case. Arbitration bodies allow learning from errors and facilitate an adjustment, without the need to unreasonably sanction the failure. In some cases it is inevitable to report certain people to official instances, since you make yourself guilty due to connivance.
  • Sense of injustice
    A new task for legal or the newly created compliance departments will be the education of the right understanding of the employees. Only with this sense of injustice, together with the internal procedure for whistleblowers, the enterprise can hope for better compliance of the employees.
  • Internal whistling
    Difficulties happen frequently at the individual workplaces. Employees can trigger corrections of erroneous trends for the advantage of the enterprise and thus for the own well-being. In some cases the difficulties become only visible from a holistic perspective. Then also executives have to participate.

The conception that large organizations are lawless areas is over, at the latest since the introduction of compliance departments. Whether an enterprise gets a sense of justice by employing former FBI officials may be a matter of calming of relations with US-authorities. However, compliance begins in the mind of each employee. In order to prevent inner conflicts of the employees, it is surely smarter to let them whistle internally.

Bottom line: Nobody stands above the law. And laws that must be obeyed can be found in all areas of the enterprise. An internal system for reporting illegal practices is better than pushing the employees into the public. The damage is then much larger. For this reason enterprises should let their staff whistle internally.

The content – the second gateway into the mind of the audience

It is a long way to transfer thoughts out of the void into a consistent concept. The coherence of the aspects is insufficient to convey it to the audience. With the right understanding of the traits and features of the interest group, you can introduce contents more clearly. The content is thereby the second gateway into the mind of the audience.

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The following aspects make contents more understandable and effective.

  • Goal
    An elaborated concept contains many specifics. The list of details provides meaningful insights only to a few people. Therefore it is favorable to define a goal that you intend to reach with the contents – to convey an overview; to describe a certain area; to create curiosity for a topic. A presentation or a text with a clear goal facilitates better contents for a broad group of people.
  • Target group reference
    Considering the target group characteristics provides a framework for the preparation of contents. Experts are used to navigate through a huge amount of information with table of contents or indexes, in order to get to useful contents. Non-experts need a simple structure and a comprehensible storyline that is not hidden behind technical terms. For this reason you need a concrete idea of the required information of the target group – Which interests exist? On which level of detail? Technical or easy to understand? Objective or emotional? The addressees better understand the message with the appropriate “flight height”.
  • Core message
    With the clear goal and the audience in mind the question about the core messages that you would like to convey arises. In any case you should limit yourself to 5plusminus2 messages, because it will be even difficult for experts to process more chunks. The contents are formulated around these messages. They provide several aspects – the purpose of the message (e.g. conveying facts, requesting something, expressing the own emotions) and the core elements of the message (e.g. objects, procedures, insights). Eventually, the audience can only remember those aspects that they are able to understand and process.
  • Facts and opinions
    Some information is generally well-known and verifiable. These are the facts. Other information is subjective and cannot be proven, but you are convinced of it. These are the opinions. The target group might believe these opinions or not. It is important to clearly differentiate between facts and opinions. Thus, the probability increases that the desired aspects stick to the target group, whether these are facts or opinions.
  • Procedure
    The individual data is not hanging timeless in the space. There is always a logical sequence – the discovery process or the dramatic composition of the story. The explicit description of these aspects enables the audience to better understand the contents and to better remember them. If you would like to create confusion or to produce suspense, it is helpful to create spontaneous, unforeseeable time leaps. It is better for the transfer of knowledge to follow the natural development of the topic, since that way the target group can better remember contents.
  • Outcomes
    The outcomes that were compiled are particularly The more concrete and useful the results are, the easier the attendants internalize the contents. In the end the drawn conclusions, the actual experiences and results are a principal reason for the audience to admit the contents.

Bottom line: Contents are better processed by the target group with the elements above. Discussions get the relevant information in order to get to a productive discourse. At the same time the target audience can better remember contents. Thus, the content is the second gateway into the mind of the audience.