An online platform is way better than other solutions. Have a look below.

For those of you who want to help out your employees and students, we compared the different solutions to FaceUp.

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FaceUp vs Hotline

Email Icon

FaceUp vs Email

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FaceUp vs Mailbox

FaceUp vs Hotline

It takes a lot of courage for an employee to report something through a phone call. The problems need to be described continuously and clearly, without having the opportunity to think every word through. People are unlikely to use it.

Phone Call

It is difficult to describe the problem over the phone

Usually discourages whistleblowers from using it

No guarantee of anonymity, the risk of unwanted identity disclosure

Not available 24/7, language barrier

FaceUp

Anonymity is guarantee, no risk of identity disclosure

Everything can be double checked before reporting

Possibility to send either text or voice messages

Possible further dialogue after reporting

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FaceUp vs Email

Whistleblowers hardly use emails. They usually perceive emails as a signal of lack of interest from the employer, and prefer relying on external organisations. Email cannot ensure anonymity, corporate IT can have access to it, there is always a risk of data leakage. Furthermore, it can fall into spam and you may not respond in time.

Email

Data safety is difficult to achieve

Does not allow voice submission, only text

May fall into spam, late response

FaceUp

Anonymity is guaranteed along with data safety

Allows both voice and text submission

Nothing gets lost, you always receive SMS notifications

User-friendly administration, all in one place

Email on Computer Photo

FaceUp vs Physical Mailbox

How to follow up on an anonymous report in a physical mailbox? How to find out more details and investigate further? With FaceUp, you don’t have to play detective. You can continue to communicate with the whistleblower directly through the system while maintaining their anonymity. Whistleblowers are often worried to be seen using a physical mailbox.

Physical Mailbox

Unavailable to whistleblowers from outside your organisation

Does not comply with EU whistleblowing directive

You cannot communicate with the whistleblower

FaceUp

You can communicate with the whistleblower and resolve their issue

Meets the requirements of the EU Whistleblowing Directive

Available anytime and anywhere, 24/7

Accessible to all potential whistleblowers

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Our online platform wins in every way

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Thanks to FaceUp, our employees send us 15 relevant suggestions each month, enthuses SPORTISIMO HR Director.

Sports equipment retailer SPORTISIMO has more than 200 stores in 5 countries and employs more than 4,000 people. In order for employees to be able to anonymously send in suggestions of how they might improve the way the company runs, they introduced the online tool FaceUp at the beginning of 2021. Company HR Director Tomáš Rodný is delighted with that decision.  Extremely useful, albeit less serious, reportsFaceUp is an online platform created especially for the anonymous reporting of unfair or illegal conduct within companies (also known as ‘whistleblowing’). However, employees can also use the tool to make less serious suggestions to help improve the company, which happens very often in practice.  “SPORTISIMO is open to employee feedback, which is why we carry out a survey each month, asking staff about a predetermined issue. We introduced FaceUp as more of a complementary tool, a hotline through which people can anonymously raise a given matter. To be truthful, we only expected to receive a small number of reports, for example about serious breaches of internal regulations or even law breaking,” recalls Tomáš Rodný. However the reality was quite the opposite. During a year of operation, SPORTISIMO employees submitted over 180 reports. That’s an average of 15 per month. The majority of these reports were in fact not about serious matters, but more everyday issues. But they were still extremely valuable.  “For example, one person suggested that we change the music in our stores more often. Another employee asked why we don’t have a women’s version of a popular men’s size 42 shoe. At first glance they might be dismissed as trivial, things which management is blind to, but it’s worth dealing with them as it leads to higher employee satisfaction,” continues Tomáš Rodný. Initial fears of misuse of the tool quickly disappearedFaceUp is particularly praised for the simplicity of its implementation and use. “FaceUp has made our work a lot easier. The application interface and all materials are translated into five languages and they have even prepared marketing materials such as flyers. As a result, we’ve been able to introduce FaceUp into all our stores in the Czech Republic, Slovakia, Romania, Bulgaria and Hungary,” added Rodný, who has worked for SPORTISIMO for five years. FaceUp is a simple online whistleblowing platform, which an employee can learn to use within a couple of minutes. Initial fears that FaceUp wouldn’t be used or that employees would abuse it by overwhelming it with nonsense reports proved to be unfounded. “It didn’t happen even once. The overwhelming majority of reports are really relevant, they quickly reach the appropriate person and in turn we resolve the matter. Through FaceUp you can communicate further with the person who sent the report, albeit anonymously, should you need further details or clarification. More straightforward issues we’re able to deal with in 24 hours, the more complex ones within a week or two. Most conversations end with the author of the report thanking us for dealing with the issue,” reveals Tomáš Rodný. Tomáš Rodný has no doubt that he would recommend FaceUp to other companies: "I absolutely recommend FaceUp to any company which, like us, has a number of branches over a large area, for instance over several countries. In such an environment it can be difficult to systematically collect feedback from employees, but thanks to this anonymous platform, it is possible,” he concludes. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

2. 5. 2022
Onlooker efect

The onlooker effect and other reasons people don’t report unethical conduct

More than half of a company’s employees who witness unethical or illegal conduct hide it from their superiors. However, nearly 75% admit that they would share information regarding fraud with an external party such as the media, the police, or a lawyer. As an example, this exactly what happened to Škoda Auto when in 2019 a severe case of workplace bullying came to light. The media heard of stories of regular employees locking their agency colleagues in crates and putting laxatives in their coffee. In the best case scenario, unreported problems can result in a media scandal, in the worst case they end up in court.  The start of whistleblowing in the EUA fundamental change in the area of whistleblowing in the EU is being brought about by EU directive EU 2019/1937 of the European Parliament and of the Council on the protection of persons who report breaches of Union law. In relation to the directive becoming law, all private companies with more than 50 employees must implement internal reporting channels for the reporting of inappropriate behaviour or fraud by the 31st March 2022. The rules are quite strict - the whistleblower must be able to report their issue anonymously, their safety must be ensured, and the company must respond to the complaint within the designated time frame. Why are people reluctant to report unethical conduct?The onlooker effectVery often we see the presence of the so-called ‘onlooker effect’. In such cases, the employee doesn’t report anything because they assume somebody else will. The onlooker effect is a paradoxical psychological phenomenon which shows that the more people present at a dangerous or hostile situation, the less likely someone is to intervene.  In 1960, psychologists Bibb Latané and Judith Rodin carried out an experiment. Columbia University students were invited to a room where they were to fill in a questionnaire in the presence of an assistant. After a while, the assistant announced that she would be right back and went into the next room. After four minutes, she played a recording of a fictional fall, where she moans that she has broken her ankle. The recording was set to play until one of the subjects came to help her or until a minute passed. How did it turn out? 70% of the students rushed to the assistant’s aid if they were alone in the roomIf there were two students in the room, 40% decided to helpAs the number of participants increased (including people who agreed to passively participate in the experiment) those who chose to help fell to an unbelievable 7%The results of similar experiments show that people respond to emergency situations more slowly in the presence of others. No single person feels responsible for dealing with the crisis situation.  FearBesides the fact that people who report unethical activities in the workplace are often labelled snitches, they face the threat of retaliation on the part of colleagues or their superiors. People have to face the internal fear of rejection and also that of losing their job, ostracisation by their colleagues and other consequences.  The absence of a secure reporting systemThe reluctance of employees to report unethical or fraudulent activities in their company is due, among other things, to the lack of a reporting system which would allow them to simply and safely report such behaviour. Telephone hotlines, emails and physical boxes are a thing of the past and, what’s more, they don’t guarantee 100% safety and anonymity which is key in such cases.  How to effectively introduce a whistleblowing platform into your company?All of these barriers can be reduced through the introduction of a company reporting tool. The basis is transparent communication with employees. Those in management positions need to clearly explain why they are introducing a reporting system into the company, what they expect in relation to it, and, above all, how people should use it.  Do you have questions about how to implement a company reporting tool? Would you like to see FaceUp in action? Book a no obligation consultation with one of our specialists. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

29. 3. 2022
Protecting whistleblowers pays off handsomely for companies

5 reasons why it pays off to introduce a whistleblowing system

Whistleblowing is most often associated with the fight against corruption, but there is much more to it. It helps companies establish a healthy and ethical environment, gain an edge over competitors, and protect themselves against reputational damage. Whistleblowing also has significant societal benefits, protects the public interest, and has prevented a number of unpleasant situations in recent years. Let's take a look at the top five reasons why it's worth your while to implement a whistleblowing system.  1. Protect your company's reputation Unless employees have a tool that allows them to easily, safely, and anonymously raise concerns about unfair or illegal conduct, they will usually keep quiet about such issues or go public with the information, no matter how serious. While financial losses can be made up, damage to a company's reputation can be irreversible. And yet, most problems can be easily resolved through a reporting channel, meaning that management becomes aware of it in good time. A whistleblowing platform helps prevent a media storm and poor reviews on a company review portal.   2. Save money According to research by NAVEX Global, companies lose an average of 5% of their revenue due to internal fraud. A properly implemented whistleblowing platform will uncover 3x more fraud than much more costly internal audits and is one of the most effective tools for detecting unfair practice.  The benefit of a whistleblowing system is that you can learn of problems ahead of time, so that you can resolve them without paying out huge sums and avoid further financial damages. In addition, the very introduction of a whistleblowing system acts as a preventive measure. The fact that there is such a system in place in a company can deter some people from acting illegally or unfairly in the first place. 3. Reduce employee turnover Most people who decide to change jobs have a compelling reason to do so. Surprisingly, the most common reason is not the amount of financial compensation, but dissatisfaction with the atmosphere in the workplace. Whether it's the attitude of management, relationships between colleagues or other related issues, detecting them early can prevent employees from leaving. If you have a well-established whistleblowing platform, you send a strong signal that you care about employee satisfaction. They can raise their concerns with a view to having them alleviated before they decide definitively to leave their role.  4. Avoid criminal liabilityIn many countries, a properly implemented and functioning whistleblowing system helps a company to satisfy the conditions necessary to escape corporate criminal liability. Moreover, with an effective whistleblowing system, a company can obtain a range of certifications, from ISO to CSR, and it also increases its credibility in the eyes of stakeholders and international business partners. 5. Ensures EU companies meet their legal obligationsThe European Whistleblowing Directive came into force on 17 December 2021 and as such, EU companies with more than 50 employees must do the following: introduce appropriate internal and external whistleblowing channelsdesignate a person or persons to receive and assess whistleblowing,allow suppliers, candidates for employment in the company, freelancers and other similar persons who might not be deemed ‘workers’ but who may find themselves in a position of economic vulnerability in the context of their work-related activities to also submit whistleblowing reports and for the whistleblower to be notified in writing within 7 days of receipt.assess the notification and notify the reporting person of the outcome in writing within 30 days (2 extensions possible)prevent possible retaliation against whistleblowers and accept anonymous notifications.It should also be taken into account that a whistleblowing platform cannot be implemented overnight. It will take time to establish a functional and credible whistleblowing platform, train staff, and ensure that there is sufficient awareness of its existence.  Do you have any questions? Would you like to see FaceUp in action? Schedule a no-obligation consultation with one of our specialists. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

29. 3. 2022

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