Enable Employees to Take Action Against Misconduct

52% of employees experience or witness inappropriate behavior at work. Only about half of them report it. Unfortunately, very few of these concerns ever get resolved. After exposure to misconduct, employees are almost 3 times as likely to leave the organization.

Employees say that they don’t feel comfortable talking to management about situations they’ve experienced or witnessed. This discomfort is related to beliefs that reporting won’t make a difference, that they won’t be taken seriously, or that they will be retaliated against in some way. Some employees aren’t sure if what they have knowledge of is serious enough to bring to anyone’s attention.

To help employees feel comfortable bringing issues to the surface, organizations must address employee concerns about privacy proactively. In addition to providing access to anonymous reporting, organizations must address employee skepticism by explaining clearly how their identity will be protected. This alleviates employee discomfort and the fear of retaliation.

Transparency of the reporting process is also important. Employees who do report often feel that they have no insight as to what happens next; they may not know whether an investigation takes place at all. Organizations that keep employees informed about what to expect, the status of investigations, and actions taken as a result build trust with employees. Communication is key.

Employees are more likely to engage if they feel like they have choices. An informal and confidential conversation with an advisor, like an Organizational Ombuds, gives employees a way to explore their options and better understand the reporting process, before they decide to make any sort of formal report. Speaking off-the-record, employees have an opportunity to gain perspective, especially those that are unsure of the severity of an incident. Experts can provide guidance and strategies for employees to address the issue directly, increasing the likelihood of a successful resolution even without the need for formal intervention.

Organizations cannot afford to assume that employees will surface concerns without assurances that their safety, awareness, and agency are prioritized. By implementing these strategies, organizations can empower employees to act without fear of retaliation or wasted efforts. These proactive measures are not just a matter of compliance or risk management; they are an opportunity to drive positive change and growth for the entire organization.

(Post based on statistics from HR Acuity’s 2023 Workplace Harassment and Misconduct Insights)

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