Ways to Express Workplace Anxieties or Grievances
In the world of business, a heated debate has been unfolding: whether a single reporting avenue or multiple options are more effective for employees to voice their concerns. This discussion, which has been gaining traction in the field of compliance, is an essential conversation for companies to engage in.
The crux of the argument lies in the potential dilution of a 'brand' when multiple reporting systems are in place. Opponents of multiple avenues contend that the diminished prominence of each individual reporting avenue could lead to a less effective system. On the other hand, those advocating for multiple avenues argue that the more options available, the more likely an employee is to use one of them when they have a concern to report.
When it comes to choosing the right reporting systems, companies should prioritise options that are embraced by their workforce. These systems should seamlessly integrate into an effective triage/screening process and facilitate quick follow-up for investigation. Language capability is a crucial factor to consider, as employees should feel comfortable raising concerns regardless of their native language.
Common sense can be the most effective tool for a Chief Compliance Officer (CCO) when examining each possible avenue for reporting concerns. No surveys, studies, or costly reports are needed to decide the number of reporting avenues. Instead, the CCO should consider the company's culture and consult with other stakeholders to determine the most productive approach for encouraging employees to report concerns.
In addition to traditional methods, companies should consider new technologies for encouraging reporting. For instance, online chat functions that protect the employee's identity could be an effective way to encourage reporting without compromising the employee's safety. Anonymity can be an important consideration for employees who want to report a concern but fear potential retaliation.
An open-door policy, whether to a direct supervisor, skip supervisor, senior manager, or even the Board, is another important avenue for reporting concerns. Employees may logically report concerns to the Human Resources office, even when the concern does not relate to an ethics and compliance issue.
In light of this debate, it's essential for an ethics and compliance organisation, an internal committee responsible for the oversight and management of the ethics and compliance function, to be open to hearing employee concerns. This openness fosters a culture of transparency and encourages employees to come forward with their concerns.
Two companies, McDonald's Deutschland and Bauder, have successfully implemented employee apps to enhance communication and employee satisfaction. These apps allow all employees to receive information simultaneously and access schedules from anywhere, thereby improving internal communication and employee satisfaction.
This article was republished with permission from Michael Volkov's blog, Corruption, Crime & Compliance. The field of compliance can be complex, but it's crucial to keep it simple and effective. After a set of reporting avenues are in place, the system should be measured and monitored to see what avenues are working and what avenues are not. This ongoing evaluation ensures that the reporting system remains efficient and effective in encouraging employees to report concerns.
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