Workplace sabotage, the hidden threat to your business

“Fancy a coffee break?” asked an employee as he listlessly worked at a potato sorting belt. When I said yes, he pulled out a brick and placed it on the conveyor leading to a cutting machine. Before I fully realised what was happening, the machine crashed.

“There we go, that'll take 20 minutes. Coming to the canteen?”

This incident took place decades ago at a company that has since gone bankrupt. It's a textbook case of a failed food safety culture—although at the time, that concept was hardly taken seriously.

So, who is responsible when product sabotage occurs? The answer is simple: it’s the managing director who ends up in court. The actual perpetrator is rarely held accountable—they tend to disappear, metaphorically or otherwise.

It takes very little effort to slip a shard of glass, a pin, or any other foreign material into a product without being noticed. Several legal rulings have placed primary liability on the company for injuries or other damages, often concluding that internal mismanagement played a critical role. A common finding is that “there is no evidence the company actively supported a food safety culture to prevent such incidents.” This underlines the importance of strong leadership in maintaining food safety. In companies where the attitude is “keep your mouth shut and get on with it,” the risk is, in my view, far greater.

A good manager acts like lubricant in a machine: keeping things running smoothly, sensing team dynamics, and motivating people. Too many so-called ‘managers’ lack interpersonal skills and underestimate the importance of a healthy work atmosphere. As a result, they lead demoralised teams day in, day out.

A few practical measures to help prevent product sabotage:

• Carry out regular locker and bag checks. Be upfront about this and communicate it clearly to all staff. It can help surface underlying discontent early.

• Make sure vertical communication works effectively.

• Pay attention to your team. Take a genuine interest and invest in building a professional relationship based on trust.

• Ensure the whistleblower policy is accessible and properly implemented.

• Organise informal company events—think summer barbecues and holiday drinks.

Keep the machine well-oiled.

IJsbrand Velzeboer
Curative food technologist
www.scientanova.com