As someone who worked in RM(Reputation Management), my team have prevented, or mitigated a significant amount of potential reputation risk from would-be whistleblowers and dissatisfied employees.
It's not a matter of friendship, but of interests.
This is a good point, but missing one of the big things that affect dynamics: there is typically a huge imbalance of power between an employee and employer, so most often if your interests diverge, the employee will lose. The worst case scenario for this can be terrible, even for an employee who has done nothing wrong.
"Corporate Confidential: 50 Secrets Your Company Doesn't Want You to Know---and What to Do About Them"
By Dephillips: https://www.goodreads.com/book/show/437452.Corporate_Confide...
By Shapiro: https://www.goodreads.com/book/show/62085.Corporate_Confiden...
* Age discrimination exists.
* Why being too smart is not too smart.
* Human Resources is not there to help you, but to protect the company from you
That's just from the back of the book.
OK. I need to read this.
How do you typically do that?