Whistleblower Hotlines

Let's talk about effective ways to manage hotline programs and maintain speak-up cultures.

Nikki Clayton
Reporting the So-What and not just stats
I’m keen to connect with companies that have well established Speak Up / Whistleblowing processes. We are good at reporting numbers and trends but I’m looking to develop this further to provide the So-What view. How do you bring all your data to life? Are you able to identify risks within the business? Do you report in a different way? Would be great to hear from people.
Nikki Clayton
Nikki Clayton
Reporting the So-What and not just stats
I’m keen to connect with companies that have well established Speak Up / Whistleblowing processes. We are good at reporting numbers and trends but I’m looking to develop this further to provide the So-What view. How do you bring all your data to life? Are you able to identify risks within the business? Do you report in a different way? Would be great to hear from people.
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Kevin Jennings, MBA
How to Encourage Whistleblowers to Use Internal Reporting Tools
https://www.navexglobal.com/compliancenext/ampifying-your-impact/how-to-encourage-whistleblowers-to-use-internal-re/
Kevin Jennings, MBA
Kevin Jennings, MBA
How to Encourage Whistleblowers to Use Internal Reporting Tools
https://www.navexglobal.com/compliancenext/ampifying-your-impact/how-to-encourage-whistleblowers-to-use-internal-re/
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Kevin Jennings, MBA
Q: I suspect that one of my employees is holding back on sharing issues she’s having with other members of the team. What should I do?
A: Talk one-on-one with the employee and voice your concern for her. Tell her you’ve observed that some of her behaviors seem to indicate something is bothering her. Ask her if she is comfortable telling you what the issue is. Genuine human concern is key here. If she says there is no issue or she is not comfortable telling you, suggest setting up a meeting for her with someone in human resources or compliance so that she can unburden herself. Assure her that you are fine with whatever she has to say and that you will not retaliate or let other team members do so. And commit to addressing her issue if it is something within your responsibility.
Kevin Jennings, MBA
Kevin Jennings, MBA
Q: I suspect that one of my employees is holding back on sharing issues she’s having with other members of the team. What should I do?
A: Talk one-on-one with the employee and voice your concern for her. Tell her you’ve observed that some of her behaviors seem to indicate something is bothering her. Ask her if she is comfortable telling you what the issue is. Genuine human concern is key here. If she says there is no issue or she is not comfortable telling you, suggest setting up a meeting for her with someone in human resources or compliance so that she can unburden herself. Assure her that you are fine with whatever she has to say and that you will not retaliate or let other team members do so. And commit to addressing her issue if it is something within your responsibility.
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Kevin Jennings, MBA
Speech by SEC Commissioner: Incentivizing Whistleblowers to Bring Fraud to Light
https://www.sec.gov/news/speech/2011/spch052511laa-item2.htm This link leads to the SEC website, but more specifically to a written speech from 2011 by Commissioner Luis A. Aguilar. Given his words, incentivizing whistleblowers does not have to be at odds with internal reporting methods. If anything, it likely encourages companies to better promote their compliance programs and create a culture with integrity in their own internal reporting processes. The incentive seemingly exists to further support whistleblowers to come forward by allowing them a clear, and powerful, external reporting channel.
Kevin Jennings, MBA
Kevin Jennings, MBA
Speech by SEC Commissioner: Incentivizing Whistleblowers to Bring Fraud to Light
https://www.sec.gov/news/speech/2011/spch052511laa-item2.htm This link leads to the SEC website, but more specifically to a written speech from 2011 by Commissioner Luis A. Aguilar. Given his words, incentivizing whistleblowers does not have to be at odds with internal reporting methods. If anything, it likely encourages companies to better promote their compliance programs and create a culture with integrity in their own internal reporting processes. The incentive seemingly exists to further support whistleblowers to come forward by allowing them a clear, and powerful, external reporting channel.
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