By Beth Braccio Hering, CareerBliss Blog Article
“The severity of the situation undoubtedly will have an impact on the course of action. Leigh Steere, co-founder of Managing People Better, LLC, suggests reflecting on the following questions:
- Is this issue so bothersome to you that it occupies your thoughts and makes it difficult to concentrate on the work at hand?
- Is this a show-stopper for you? If you can’t get it stopped or fixed, can you in good conscience remain a part of the company?
- Does the issue have the potential to take the company down? (Think: 2001 Enron scandal.)
- Would any employee, customer, shareholder or other stakeholder have cause to sue the company because of this issue?
- Is the company clearly violating environmental, consumer protection, employment discrimination or other laws/regulations?
The Meaning of Silence
Once you have a firm grasp of the problem and its potential consequences, the next step is figuring out what action to take. While keeping quiet is an option, remember that silence isn’t golden, it’s compliance. …
The Chain of Command
Just as you wouldn’t want people immediately going over your head if they had a problem with your behavior, your colleague or boss deserves the same consideration. “Have an honest conversation with the offender,” Lee says. “Voice that you feel the behavior is inappropriate.””
