Comparison - why is a whistleblowing platform the best solution?

For those of you who wish to help your employees and students, we compared the alternatives to FaceUp.

FaceUp vs Email

Whistleblowers hardly use emails. They usually consider emails to be a signal of lack of interest from the employer, and would rather rely on external organisations. With email, anonymity can not be guaranteed since corporate IT may have access and there is always a risk of a data leak. Furthermore, emails can end up in spam folders 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 resulting in late responses

FaceUp Whistleblowing System

Anonymity and data safety guaranteed

Allows both voice and text submission

User-friendly administration, all in one place

email for whistleblowing

FaceUp vs Physical Mailbox

How do you follow up on an anonymous report in a physical mailbox? How do you find out the necessary details and investigate the issue 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 outside your organisation

Does not comply with EU Whistleblowing Directive

You cannot communicate with the whistleblower

FaceUp Whistleblowing System

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

mail box for whistleblowing

Whistleblowing articles

Faceup blog post

Complying with California's SB 553: A Quick Guide for Employers

On average, 1.3 million nonfatal violent crimes in the workplace occur annually (Harrell et al., 2022). That shocking number further highlights the need for solutions to prevent workplace violence. Senate Bill 553 introduces workplace safety measures aimed at preventing violence in the workplace. That’s big news considering that when a state like California enacts legislation, it often sets a precedent for the rest of the country.  Effective July 1, 2024, this law requires most California employers to implement comprehensive workplace violence prevention plans and complete workforce training to ensure compliance. Here's what you need to know to get compliant and create a safer work environment for your employees. Who is Affected by SB 553?SB 553 applies to all California employers except healthcare facilities governed by different standards and businesses with fewer than 10 employees. This means that any company with a location in California and 10 or more employees must comply, regardless of where their headquarters are situated in the state. This broad reach underscores the importance of understanding and implementing the necessary measures to comply with this new law. What are the Main Requirements of SB 553?As the compliance deadline approaches, employers must focus on the three main requirements under SB 553: Workplace Violence Prevention PlanViolent Incident LogEmployee TrainingLet's take a closer look at each of these components. 1. Establish, Implement, and Maintain a Workplace Violence Prevention PlanEmployers must develop a tailored workplace violence prevention plan as part of their existing Injury and Illness Prevention Plans. This plan should include: Identification of persons responsible for the plan.Procedures for involving employees in developing and implementing the plan.Coordination methods with other employers to ensure comprehensive coverage.Clear reporting procedures for workplace violence incidents and anti-retaliation measures.Strategies for responding to emergencies and managing incidents effectively.The plan should be easily accessible to employees, authorized representatives, and regulatory bodies at all times. Cal/OSHA has released a 19-page template, the Model Workplace Violence Prevention Plan (WVPP), to help employers create their own plans. This template shows how complex and time-consuming this task can be. 2. Maintain a Violent Incident LogA meticulous record of all workplace violence incidents must be maintained. This log is essential for tracking trends, identifying improvement areas, and ensuring compliance. Each entry should include: Date, time, and location of the incident.Description of the incident.Type of violence encountered.Maintaining a detailed log helps in recognizing patterns and implementing preventive measures to avoid recurrence. 3. Provide Effective Employee TrainingTraining is critical to the success of the violence prevention plan. Employers must provide initial and ongoing training covering: Recognizing and reporting incidents.De-escalation strategies.Procedures following an incident.Training should be updated whenever new hazards are identified or significant changes to the plan occur. Ensuring that all employees are well-informed about their roles in maintaining a safe workplace is fundamental. Are There Other SB 553 Requirements?Beyond the primary requirements, employers must ensure that their violence prevention plan integrates with the broader injury and illness prevention program. They should also: Make records such as the violent incident log and training documentation available to employees and their representatives upon request.Follow specific procedures for issuing, renewing, and enforcing restraining orders related to workplace violence.What is the Penalty for Failing SB 553 Compliance?Non-compliance with SB 553 can result in significant penalties. Since January 15, 2024, The Division of Occupational Safety and Health has established penalties ranging from a minimum of $16,131 per violation for serious violations to a maximum of $161,323 per violation for willful or repeated offenses. For detailed information, refer to the complete table on the Cal/OSHA page. Comply with the California SB 553Stay ahead of the July 2024 deadline by starting your compliance journey today. With the right approach and tools, you can turn compliance into an opportunity to enhance workplace safety and employee well-being. Book a consultation with FaceUp today and take proactive steps towards implementing a robust workplace violence prevention plan. With our tailored solutions and expert guidance, you can navigate the complexities of workplace safety with confidence. Contact us now to schedule your consultation and empower your workforce with the tools they need to thrive in a secure environment. FaceUp Makes SB 553 Compliance EasyEmployers can simplify compliance by using FaceUp’s specialized software to manage the complexities of SB 553. Our platform offers solutions that help organizations stay compliant by providing a secure, anonymous way for employees to report incidents of workplace violence. FaceUp is a fully-featured platform that includes specific tools to meet SB 553 requirements:  Tailored Plan Development: FaceUp facilitates the establishment, implementation, and maintenance of a personalized workplace violence prevention plan, ensuring it aligns with existing Injury and Illness Prevention Plans. Our platform allows for the identification of responsible personnel and seamless coordination with other stakeholders, streamlining the planning process. Clear Reporting Procedures: With FaceUp, reporting workplace violence incidents is simplified through clear procedures embedded within the platform. Employees can easily report incidents while measures to prevent retaliation are in place, fostering a culture of transparency and safety. Violent Incident Logging: Our software provides a centralized repository for maintaining meticulous records of all workplace violence incidents. Detailed entries, including date, time, location, and incident description, are logged, facilitating trend analysis and identification of improvement areas. Employee Training Resources: FaceUp offers resources for training, as well as space for your company to share specific materials covering incident recognition, de-escalation strategies, and post-incident procedures. Combined, these ensure that all employees will be well-equipped to handle workplace violence situations effectively. References & Resources Workplace Violence Prevention in General Industry (Non-Health Care Settings) – Information for EmployersWorkplace Violence Prevention in General Industry (Non-Health Care Settings) - Information for EmployeesCalifornia Department of Industrial Relations, Division of Occupational Safety and Health. "Workplace Violence Prevention in General Industry." Accessed May 15, 2024. https://www.dir.ca.gov/dosh/Workplace-Violence/General-Industry.html.California Legislative Information. "Labor Code Section 6401.9." Accessed May 15, 2024. https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?sectionNum=6401.9.&lawCode=LAB.California Legislative Information. "Senate Bill No. 553." Accessed May 15, 2024. https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553.Occupational Safety and Health Administration. "OSHA Penalties." U.S. Department of Labor. Accessed 16 May 2024. https://www.osha.gov/penalties/Harrell, E., Langton, L., Petosa, J., Pegula, S., Zak, M., Derk, S., Hartley, D., & Reichard, A. (2022). Indicators of Workplace Violence, 2019 (NCJ 250748; NIOSH 2022-124). Bureau of Justice Statistics, Office of Justice Programs, U.S. Department of Justice; Bureau of Labor Statistics, Office of Safety, Health, and Working Conditions, U.S. Department of Labor; and National Institute for Occupational Safety and Health, Centers for Disease Control and Prevention, U.S. Department of Health and Human Services. Washington, DC. https://bjs.ojp.gov/content/pub/pdf/iwv19.pdf
5 min read
How to Embrace Speak Up Culture: 5 Essential Steps for U.S. Organizations

How to Embrace Speak Up Culture: 5 Essential Steps for U.S. Organizations

In 2023, American companies invested heavily in employee empowerment tools, spending over $10 billion on external training and whistleblowing software. Organizations that embraced speak up culture have benefited from over 20% increased profits, lower turnover rates, and higher employee satisfaction. With such significant impacts, adopting a solution like FaceUp’s whistleblowing platform practically pays for itself. This year, the demand for workplace transparency and integrity is more pronounced than ever. Our previous articles have highlighted the critical importance and benefits of fostering a speak up culture within organizations. However, merely understanding why this cultural shift is necessary barely touches the surface. The real challenge, and opportunity, is in effective whistleblowing implementation. Now is the time for actionable steps and integrating whistleblowing software. Let us guide you through fostering and sustaining a legitimate speak up culture, where employees feel empowered to speak up about wrongdoing through an effective anonymous reporting system. Step 1: Laying the Foundation for Speak Up CultureCreating a robust speak up culture starts at the top. When leadership demonstrates unwavering support for transparency and accountability, it sends a powerful message throughout the organization: integrity is not optional.  Leaders must do more than just approve policies; they need to embody the very principles of open communication and ethical conduct they wish to see. The success stories of our clients have a few things in common. They are no strangers to leveraging public endorsement, clear policy development, and sharing plenty of personal examples. Leaders can publicly endorse the importance of speaking up through company-wide emails, speeches at all-hands meetings, or messages on internal platforms.  These policies should be accessible and easily understandable to every employee, regardless of their position.  According to McKinsey Quarterly, leading by example was 50% more important to mobilizing teams effectively. This means leaders actively participating in training sessions, being transparent about decisions and mistakes, and showing how they value and act upon feedback.The ripple effect of leadership commitment cannot be overstated. It builds a foundation of trust and safety, encouraging employees to come forward without fear of backlash. By clearly stating and showing that ethical behavior and communication are valued, leaders can dismantle the barriers of silence that often stifle corporate growth and integrity.  Step 2: Crafting Clear and Accessible PoliciesThe backbone of a thriving speak up culture is its framework of policies. These whistleblowing policies guide behavior and provide a clear route for voicing concerns. Effective policy-making involves clarity, accessibility, and enforceability, ensuring a robust whistleblowing system. Developing an Effective Whistleblowing Policy Clarity in language for instructions is crucial in outlining what is expected of employees, what is misconduct, and the steps for reporting wrongdoing. Ensuring accessibility allows all employees to access these policies easily, This could involve:  Distributing them through various anonymous communication channelsTranslating them into different languages spoken by your workforceIncorporating them into employee training sessionsImplementing an Effective Whistleblowing Policy This can be managed through a comprehensive rollout of training sessions for all employees, focusing on understanding the policies, recognizing unethical behavior, and navigating the whistleblowing process. The International Journal of Business and Management Research reported that 90% of employees agreed that training and development programs improved their job performance. It's also important to establish a team or dedicated individual to regularly review and update policies to reflect changes in whistleblowing laws, industry standards, and company objectives. Leadership involvement is crucial; involving senior management in the policy development and review process reinforces their commitment and ensures policies align with the company's ethical standards. When employees see that these policies are consistently applied and supported by management, their trust in the system and the likelihood of speaking up significantly increases. Step 3: Opt for Excellence with FaceUp's Whistleblowing SoftwareFaceUp offers an unparalleled whistleblowing platform, empowering your business to foster a true speak up culture. In an era where technology is pivotal, our cutting-edge whistleblowing software not only facilitates a secure and confidential environment for employees to voice their concerns but is also a beacon of commitment for companies prioritizing transparency and ethics. Here are a few reasons FaceUp has become established as a leading whistleblowing solution: Empower with Anonymity and Unmatched SecurityFaceUp assures complete anonymity, safeguarding employees from retaliation, while implementing robust end-to-end encryption to protect your organization's sensitive data. This fosters a safe whistleblowing system where employees can report without fear. Simplicity at Its CoreWe believe complexity should never be a barrier to justice. That’s why our whistleblowing platform is designed with user-friendliness in mind, ensuring ease of use for all employees, no matter their tech expertise, promoting an effective anonymous reporting tool. Seamless IntegrationIntegrate effortlessly with your existing HR and compliance systems. FaceUp acts as a cohesive extension of your current processes, streamlining whistleblowing case management and follow-ups, enhancing your company’s whistleblowing policy. Customized to Your NeedsFaceUp understands that each organization is unique. Our customizable options ensure the platform aligns perfectly with your company’s specific requirements, whistleblowing policies, and culture, making it the ideal whistleblowing solution for your business. Innovative Reporting and AnalyticsLeverage our comprehensive reporting tools and analytics. This insightful data helps identify trends, manage cases efficiently, and promote timely resolution, steering your company toward a safer and more ethical future. How easy is it to implement FaceUp’s Whistleblowing Software?The answer? Very easy, but don’t just take our word for it:  By involving key stakeholders from HR, legal, or compliance departments in the process, you get leadership buy-in and ensure the platform is primed to deliver across all organizational needs. FaceUp provides thorough initial setup and training so employees know how to use the tools and the importance of its role in promoting workplace integrity. Also, our Support team will be available if any questions arise. You’ll see how implementing our whistleblowing software can dramatically impact your organization's ethical culture. It facilitates the reporting and resolution of issues while also demonstrating the company's commitment to transparency and employee welfare. Step 4: Training and Awareness ProgramsFor a speak up culture to truly take root, employees must understand their rights, responsibilities, and the mechanisms in place to support them. This is where comprehensive training and continuous awareness programs play a crucial role. Developing Effective Training ProgramsBy creating comprehensive training materials, your employees learn firsthand about the ethical principles of the company. It’s essential to highlight: The value of speaking upHow to use the whistleblowing softwareWhat to expect after a report is made Utilize various engaging formats such as e-learning modules, in-person workshops, and live webinars to cater to different learning styles and schedules. Since people are said to learn 70% of their knowledge from on-the-job experiences, including real work scenarios through case studies and personal examples is beneficial. This helps employees understand the situations they should report and the impact of their actions on the organization, promoting an effective anonymous reporting system. Building Continuous AwarenessMaking a dedicated effort to provide regular updates keeps employees informed about policies, tools, and processes related to speak up culture. This can be done through newsletters, intranet posts, or regular all-hands meetings.  Additionally, engaging your best creative talents to launch visibility campaigns using posters, emails, and internal social media can keep the importance of speaking up front and center in employees' minds.  Furthermore, fostering feedback systems will increase the frequency of shared impressions and feedback on the training programs and the whistleblowing process, ensuring continuous improvement and engagement. Measuring the Effectiveness of Training and Awareness ProgramsAfter training sessions, distribute surveys to gather feedback on the effectiveness of the content and delivery. This insight is extremely useful for making necessary adjustments and also ensures that your engagement metrics properly track participation rates in training programs. You can also use insights from internal communication platforms to gauge overall employee involvement and willingness to speak up, strengthening your organization’s whistleblowing policy and speak up culture. Psychology Today highlights that employees who engage in feedback processes had a 15% lower turnover rate. This further adds to the value of a functional feedback system for employees to ask questions and share insights.  Step 5: Encouraging and Rewarding Speaking UpAn environment that actively encourages and rewards speaking up can significantly enhance the effectiveness of any speak up culture. Recognition and positive reinforcement can motivate employees to share their concerns and contribute to a safer, more ethical workplace. Strategies to Encourage Speaking UpDevelop a program that focuses on visible recognition for employees who speak up about concerns and contribute to a safer and more ethical workplace. This could include: Monthly awardsPublic acknowledgments in company meetingsFeatured stories in internal communicationsThis ensures employees who speak up are met with positive reinforcement from management, be it verbal praise, personal letters of appreciation, or direct acknowledgment from senior leaders.  Any of these approaches ultimately contribute to creating a safe and supportive environment where employees feel their concerns are taken seriously and that they are protected from backlash, reinforcing the whistleblower protection measures. Creating Reward SystemsLinking the act of responsibly speaking up with tangible rewards creates mutually beneficial opportunities for an organization and its employees. They can range from rewards and incentive programs to career development and leadership opportunities. It’s key, however, to provide feedback to individuals who report concerns, letting them know the outcome of their report (with respect to confidentiality and legal constraints). Knowing that their action led to positive change can be a powerful motivator.  When asked “What motivates you to excel and go the extra mile at your organization?” 20% of participants answered that camaraderie and peer motivation were a major factor, while an additional 13% said that feeling encouraged and recognized is what drives them.  By offering these tangible rewards for reporting issues or participating in compliance initiatives, it encourages professional and ethical efficacy while offering growth opportunities, and enhancing the whistleblowing benefits. Measuring Success and Maintaining MomentumIt’s important to conduct regular surveys to gauge employee perceptions of the speak up culture and the effectiveness of recognition programs. With FaceUp’s data reports, it’s easy to analyze trends and identify areas for improvement. Continuous communication keeps the dialogue open about the importance of speaking up, and regularly sharing success stories and updates leads the way to positive changes within an organization, boosting whistleblowing system effectiveness. Cultivating a Culture of Courage and TransparencyThe journey to instill a robust speak up culture within U.S. organizations is both a challenge and an opportunity. From the boardroom to the break room, every individual plays a pivotal role in shaping an environment where transparency thrives and voices are valued. Throughout our series we've explored practical steps for: Laying the foundational commitmentDeveloping clear policiesSelecting and implementing the right whistleblowing softwareEngaging employees through training and recognitionMoreover, we've emphasized the importance of ongoing monitoring, feedback, and continuous improvement to ensure the speak up culture is not just initiated but sustained and woven into the fabric of organizations. This holistic approach ensures that whistleblowing in the workplace becomes a natural and integral part of organizational culture, reflecting a true commitment to workplace ethics and transparency.  By fostering an environment where every employee feels empowered and protected to speak up, organizations can build a culture of courage and transparency that upholds the highest standards of integrity and contributes to a more engaged, satisfied, and productive workforce. Embrace the Power of Speaking UpTry FaceUp for free, today! For the health of your organization, the well-being of your employees, and the integrity of your brand.  Remember, fostering a speak up culture is not a one-time initiative but an ongoing commitment to ethical integrity and mutual respect. It's about building a legacy of trust and accountability that will guide your company through challenges and changes. As we close this series, let's not view the end of this discussion as a conclusion but as a stepping stone to a more open, ethical, and successful future. Your journey starts now. Break the silence, and let the voices within your organization rise and resonate. The path to a better tomorrow is paved with the courage to speak up today.
10 min read
Benefits of speak up organization

Why Should U.S. Organizations Embrace Speak Up Culture?

The stakes are high, but the rewards are even higher - over 20% more profits higher. Embracing speak up culture elevates a company's reputation, cements customer trust, and, ultimately, drives financial performance to new heights. Let’s take a look at the roadmap to nurturing a speak up culture within your organization. You’ll discover why it plays a pivotal role in shaping the future of all business. As speak up culture is sweeping through the contemporary corporate landscape, it’s redefining the essence of organizational growth and workplace ethics. Open communication and transparent workplace practices are no longer just values but the very pillars of a thriving business. More than just mitigating risks and adhering to compliance, it unlocks the doors to innovation, igniting employee engagement and building unwavering trust. Strategies for Speak Up SuccessBoost Risk Management and Compliance: Implementing a robust speak up or whistleblowing program acts as an early-warning system, sniffing out potential issues before they balloon into crises.  Inspire Innovation and Employee Engagement: Enjoy leaps in productivity and profitability as open communication and collaboration become the norm and innovation thrives. Solidify Trust and Loyalty: Employees that feel genuinely heard and valued, create tangible benefits like lower turnover rates and a rock-solid organizational foundation. Elevate Reputation and Win Customer Trust: Adopting transparent and ethical workplace practices does more than just spit-shine your company's image. It turns your brand into a magnet for devoted customers and unparalleled brand retention. Supercharge Financial Performance: This is already a race where enhanced employee productivity and streamlined risk management affect your bottom line - don’t get left in the dust. But why should my company embrace speak up culture?  The Evolution in Risk Management and ComplianceWhat is at the core of effective risk management and HR compliance framework? A secure speak up or whistleblower program. Imagine crafting an environment where problems don't lurk in the shadows but are brought into the light at their inception. This is where your company transforms from reactive to proactive, tackling potential risks head-on before they morph into haunting legal or financial nightmares. Proof of this can be found in the Ethics & Compliance Initiative’s Global Business Ethics Survey. Their findings show that organizations with strong ethics and compliance programs see up to a 546% increase in cultural strength. This further highlights that transparency is the lifeline of corporate health. Companies that stand tall on the pillars of strong ethical standards and proactive compliance reporting can see a significant dip in misconduct cases. The journey to enhanced HR compliance and risk managementIt’s not a solo trek but a collective march toward greatness. By nurturing an atmosphere where staff are not just invited but encouraged to speak up, using state-of-the-art ethics and compliance software or accessible whistleblowing hotlines, your business transforms into a stronghold of moral clarity and operational excellence. Yes, this culture shift is a defense against legal and financial storms, but it's also a bold step forward in fostering a workplace with integrity, transparency, and corporate social responsibility. This is where your company becomes more than a business, it becomes a leader of trust and high standards for the future of corporate America. Innovation and Engagement as the Game ChangersAccording to insights from this Gallup article, the transformative power of speak up culture is having a workforce that is 23% more profitable, simply because they are fully engaged. These companies are not just surviving, they're thriving. They’re leading the charge in fostering innovation in the workplace, customer satisfaction, and superior business outcomes. What's the secret ingredient to this remarkable success? It's fostering an environment of open communication and collaboration, as highlighted by the Harvard Business Review. It's a workplace culture where every voice can contribute to the company's journey towards capturing new markets and soaring to new heights of market share.Google is a well-known example of a real-world tech titan, known for more than just its search engine, but that’s celebrated for cultivating a speak up culture that's as dynamic as its products and services. Google’s open atmosphere, epitomized by initiatives like the 'Googlegeist' employee survey and 'TGIF' meetings, isn't just for show, it's a core part of its operational DNA. Embrace speak up culture and your company could be the next hub of innovation and engagement, echoing the success stories of industry giants. The Heart of Organizational LoyaltyThe essence of a strong speak up culture is where trust and loyalty intertwine to create an unshakable foundation for your organization. Just as innovation propels your company into new realms of success, trust cements the core, creating a sustainable and invigorating work environment.Beyond open communication, it's about nurturing a profound sense of belonging and loyalty to the company. According to the Edelman Trust Barometer, trust of their employer is growing in importance to employees’ loyalty and engagement. Of the institutions they studied, trust in “my employer” scored 23 points higher than other categories. However, with that trust comes higher expectations and even greater responsibility for employers. An environment of mutual respect and trust helps empower employees to feel good about being dedicated ambassadors of your brand and its long-term vision.  So what is the best path forward? Transform your workplace into a community where every employee is a loyal stakeholder, deeply invested in the collective success. This is the future of business - a future where trust is not just expected but ingrained in every part of your organizational culture. A Reputation Built on Transparency and TrustCan you imagine a scenario where your company's reputation soars higher than ever before? Where it’s not only powered by the quality of your products or services but also by the integrity of your corporate culture. Beyond imagination, this is the transformative impact of fostering a culture of openness in the workplace.In today's world, where consumers are more informed and values-driven than ever, your company's reputation can stand as a towering asset, that guides their decisions and loyalties. These days, transparency and ethical practices aren't just nice to have. They're what customers demand and respect. According to responses from the Trust Barometer Special Report, 74% said a brand’s impact on society is a deciding factor in their purchase decisions. It's a vivid reminder that in the modern marketplace, transparency and ethics aren't just part of the business, they are the business. The new frontier for the contemporary marketplaceAt this point, it’s beyond speculation. Companies that shine a light on their practices, that engage in open dialogue, and uphold high ethical standards, both operate better and resonate more deeply with the public. These are the brands that climb the ranks in customer loyalty surveys, the ones that attract and retain a devoted customer base. Embracing a culture of openness is not just about fostering a positive internal environment. It’s projecting a brand image that shines with integrity, and attracting customers who value honesty and transparency. The Financial Fruits of a Speak Up CultureTransitioning from the realms of reputation and trust, we enter the core objective of any corporation: enhancing financial performance. It's here, in the nuts and bolts of daily operations and ethical practices, that the speak up culture reveals its true economic power.Empowering employees to highlight inefficiencies or stand up to unethical practices is a proactive approach that fosters a positive work environment. What’s more, it even translates into tangible financial gains. Would you guess that a cultural shift can help your company cut waste, avert potential losses, and ensure that operations run as smoothly as a well-oiled machine?  Speak up culture as a strategic investment Insights from Business News Daily illustrate that companies recognized for their ethical business standards aren't just winning hearts, they're also winning in the market by outperforming similar companies by over 20%. This is a world where integrity walks hand-in-hand with profitability, debunking any myths that ethical conduct is a barrier to financial success. The establishment of a speak up culture is far from a feel-good initiative, it's a strategic investment in the financial health of your company.  Reflecting on the Power of Speak Up CultureAs we've traversed from the foundations of risk management to the pinnacles of financial performance, it’s obvious that transparency, accountability, and employee engagement are not just parts of a moral compass. These are the gears that drive operational efficiency, diminish risks, and amplify financial prosperity.Join us in embracing speak up culture as more than a mere good-to-have but as an indispensable strategy for business resilience and growth. The stories of corporate giants and the wealth of research converge to spotlight speak up initiatives as a pathway to compliance, sustainable profitability, and market dominance. Embracing a speak up culture is more than choosing the present, it's committing to a progressive and ethically sound future. Forge Your Path to a Thriving Speak Up CultureGet in touch with us today to learn how FaceUp can help you pave the way to unlocking the full potential of speak up culture in your company.As you take stock of your company's landscape, look for ways to evaluate your communication channels, critique your feedback resources, and reflect on the ethical compass guiding your organization. Then, let’s take the first steps in embracing speak up culture, together.
7 min read
USA harassment

The Power of Anonymity in Preventing Workplace Sexual Harassment

Most people don’t know that sexual harassment remains a major issue in the contemporary workplace. That’s probably because 90% of sexual harassment victims never take formal action.  To this day the welfare of employees across the United States is affected by the pervasive nature of workplace sexual harassment. Each year it takes a toll on both individuals and organizations, but as it stands, there is more hope than ever thanks to cutting-edge anonymous reporting solutions.  With a special emphasis on the role of anonymity, effective speak up and whistleblowing strategies are helping cultivate safer work environments for all. Let’s dive into insights on sexual harassment and the solutions for making change. Together, we'll navigate the journey from awareness to impactful action, paving the way for a safer work environment. Practical Steps for a Safe and Harassment-free WorkplaceTo combat the menace of workplace sexual harassment, organizations can adopt the following transformative solutions for prioritizing anonymity, educational initiatives, and nurturing company ethos: Implement an Anonymous Reporting System: Establish a safe channel for misconduct reporting without fear of retaliation in the workplace.Provide Comprehensive Training Programs: Educate employees about harassment in the workplace, workplace issues, and available resources. Support Victims and Take Decisive Action: Encourage reporting of sexual harassment, fraud, and bribery while ensuring the safety of those who come forward.Conduct Regular Audits and Feedback Sessions: Address employee misconduct and workplace safety hazards through transparent evaluations. With a few established strategies in place, let’s have a look at some of the realities of sexual harassment in the workplace. In addition, we’ll share how our platform is being used to champion speak up culture and initiate real opportunities to curb harassment and unethical behaviors. The Alarming Reality of Workplace Sexual HarassmentThe significant underreporting of workplace sexual harassment is highlighted by the U.S. Equal Employment Opportunity Commission, which found that 90% of individuals who say they have experienced harassment never take formal action. This statistic underscores the persistent challenge of addressing and mitigating sexual harassment in the workplace. When people spoke up about their experiences, however, the EEOC was able to recover almost $300 million for individuals with sexual harassment claims through both resolved cases and court actions. These statistics are not just numbers - they represent real people suffering in silence and major legal costs. This underscores the urgent need for companies to foster an environment where all employees feel safe, valued, and heard. Establishing robust anonymous communication channels, comprehensive training, and a zero-tolerance policy for harassment and retaliation can pave the way for a more inclusive and respectful workplace culture. How Sexual Harassment Impacts Companies and EmployeesThe consequences of ignoring sexual harassment issues are profound, leading to high employee turnover, a toxic work environment, and potential legal damages. Ignoring sexual harassment in the workplace carries both quantifiable and intangible costs, significantly affecting companies and their employees. The Impact On CompaniesEmployee Turnover A report by the Institute for Women's Policy Research (IWPR), highlights the fact that 8 in 10 women who experienced sexual harassment began a new job within two years after experiencing harassment. Then consider that replacing an employee can range from 16 to 213 percent of an employee's annual salary. Reduced Productivity and AbsenceThe IWPR also showed that those who reported being harassed or bullied in the workplace are more likely to have extended periods off work. Reduced productivity due to harassment is associated with decreased motivation, commitment, job satisfaction, and both individual and team performance​.  The Impact On EmployeesHealth Issues and Financial StrainVictims of sexual harassment can face severe mental and physical health issues, including symptoms associated with PTSD and other long-term psychological impacts. This can lead to increased healthcare costs while contributing to a decrease in work efficiency.  Higher Turnover and Slowed Career DevelopmentIn a survey conducted by AAUW, 38% of women stated that sexual harassment contributed to their decision to leave a job early, and 37% reported that it disrupted their career advancement.  These figures underscore the huge economic cost of sexual harassment on companies, extending beyond legal fees and settlements, to include turnover costs, reduced productivity, and other related expenses. Addressing sexual harassment proactively is not just a moral imperative but a business necessity. Anonymity as a Tool for Better Workplace CultureAnonymity in reporting systems is crucial for creating a safe and open workplace environment. It addresses the major issue that a majority of employees experiencing or witnessing harassment do not report these incidents. The presence of anonymous reporting systems like FaceUp can change this dynamic significantly, offering employees a safe channel to express their concerns without fear of identification or retaliation. Remove the Fear of RetaliationAround 74% of employees have expressed that they would be more likely to report issues if they could do so anonymously​​. Anonymity removes the fear of retaliation, which is no doubt a huge barrier to reporting. As indicated in Overcoming limiting mind-sets to improve safety, the remedy for this is committing to fostering a transparent and safety-first culture that enhances workplace safety and health. This will also significantly boost employee morale and engagement which is more than just an added bonus. The benefits of anonymity are twofold. For the whistleblower, it reduces fear making it more likely for them to report. For companies, anonymous reporting can lead to the disclosure of crucial information that might otherwise remain hidden, protecting the company from greater harm.  Driving Change and Measuring Efforts: The FaceUp SolutionImplementing anonymous feedback tools like FaceUp can revolutionize your approach to preventing sexual harassment and enhancing employee safety. An effective anonymous reporting program encourages a culture of openness, empowers employees to speak up, and provides leadership with actionable insights to drive change. Reducing Harassment and MisconductAlthough the positive effects happen almost instantly, the true impact of anonymous reporting systems is seen in the long-term cultural shift within the organization. Success metrics should include an increase in the number of reports filed, timely resolution of reported issues, higher employee satisfaction scores, and reduced instances of harassment and misconduct. Regular surveys and feedback sessions can also help measure the effectiveness of the reporting system and the overall organizational climate. All of the secure data from our anonymous reporting systems can be used to identify trends, target training, and improve policies. By driving change and measuring impact, organizations can comply with legal requirements, protect their bottom line, and most importantly, foster a work environment where all employees feel valued and safe. Transform Your Workplace Culture with FaceUp’s Anonymous Whistleblowing ToolBook a demo with us today - It’s time to turn the tide against workplace sexual harassment. Embrace the power of anonymity and make your office a safer place for everyone with FaceUp. An empowered workplace awaits.
5 min read
Culture in US Companies

Overcoming Speak-up Culture Challenges in the U.S.

The absence of a robust speak-up culture ​​in the high-stakes environment of corporate America can be a silent killer. When you factor in unchecked misconduct, stifled innovation, and a disengaged workforce, it’s safe to say, the cost of silence is steep. American companies lose billions annually due to unresolved workplace issues. Despite the journey to transparency coming with obstacles, from the dark clouds of retaliation to foggy ethical boundaries - it's time to break the silence.  Initiating training programs or implementing software to promote openness in the workplace may initially seem like a “nice-to-have” rather than a necessity. Still, you may be surprised at how much American companies are already spending. Well, for starters, $101.8 billion on training in 2023, with $10.1 billion spent on external training, software products, and services specifically. Let’s start by going through cost-effective, proven solutions to illustrate the transformative power of open communication. Then we’ll guide you through the critical challenges of nurturing a speak-up culture. You’ll see for yourself how companies just like yours have turned the tide, fostering environments where every voice matters and integrity leads the way. Strategies for SuccessThe journey toward a robust speak-up culture is complex but navigable. By addressing the quintessential challenges with a blend of empathy, strategy, and commitment, companies can foster an environment where workplace engagement flourishes, and employee relations are strengthened: Promote Anonymous Reporting: Tools like anonymous reporting software and whistleblowing hotlines empower individuals to speak without fear. Conduct Regular Training: Enhanced awareness through comprehensive training on workplace ethics and employee rights fortifies the foundation of a transparent corporate culture. Foster Open Communication: Encourage the use of internal communication platforms and employee feedback solutions to ensure every voice is heard and valued. Lead by Example: Leadership's active engagement in promoting and practicing ethical behavior can ignite a company-wide shift towards transparency and integrity.Monitor and Evaluate: Utilizing employee feedback software, workplace engagement surveys, and incident reporting software to continually assess and refine the company's approach to fostering a speak-up culture.The Major Challenges US Companies FaceThe Fear of RetaliationThe specter of retaliation looms large in many a corporate narrative, silencing the voices that would otherwise be eager to report employee misconduct or harassment at work. This fear can originate from even the smallest of toxic seeds - such as “friendly” bullying in the office, or worse, employee discrimination and mobbing workplace scenarios.   As highlighted in the Harvard Business Review article Does Your Company Have a Culture of Quiet Retaliation? even subtle retaliations like withholding resources or excluding individuals from meetings significantly harm team dynamics and individual self-worth, emphasizing the need for a culture shift. Instead, transform fear into courage by establishing robust policies to help forge a transparent workplace where non-retaliation policies are not just words, but pillars of trust. Use existing tools to help promote anonymous reporting through the use of whistleblowing software or hotlines. This ensures that every employee, irrespective of rank or file, can voice concerns without fear. Lack of Awareness and Understanding Within the intricate shuffle of corporate life, ignorance, even blissful, of what constitutes workplace misconduct or harassment shadows the truth. A solid speak-up culture is built on the foundation of widespread awareness and attentive understanding of workplace ethics.  To start shedding light on the shadows try including ethics training in your employee onboarding. For existing employees, it would also be wise to offer regular, dynamic training sessions that can illuminate the nuanced boundaries of workplace harassment and discrimination in the workplace.Clear communication is key, at all levels of an organization. Gallup's research has also shown that companies with engaged workforces enjoy higher earnings per share. By bringing regular activity and company news to internal communication platforms, employee engagement increases - especially with information and updates that are quick, relevant, and at times even funny - all of which help foster a culture of openness and community. Inadequate Feedback Mechanisms Listen to this... That’s the sound of an employee's voice echoing into the void of an unresponsive corporate structure. Subtle, but we’ve all heard that before. Without effective workplace feedback systems, such as an anonymous suggestion box with two-way dialogue or employee feedback software, the seeds of discontent can sprout if unchecked. By setting up diverse feedback channels and conducting timely employee satisfaction surveys employers can bridge the gap between management, staff, and important stakeholders. Leaders are encouraged to delve into employee survey results, as patterns and oversights can be accurately addressed by engaging with the insights provided by workplace satisfaction questionnaires and employee pulse surveys. According to a recent research summary from Zippia, a vast majority (89%) of HR experts agree that the most effective strategy for boosting employee engagement is to offer continual feedback and set transparent expectations for employees.  Hostile Work Environment An abrupt storm of discontent can send any work environment off course, with employee harassment, bullying, and mobbing running rampant, and what was once a healthy workplace culture is left abandoned. Such an environment poisons the well of employee relations, turning potential havens of productivity into islands of despair. Steady the ship by crafting a culture of respect and freedom of expression with a firm but fair zero-tolerance policy with strict guidelines against employee bullying, mobbing, and harassment. Relying on battle-tested captains for regular training on ethical workplace practices, employee relations management, and wellbeing may be the best way to weather the storm. Luckily, inclusive training programs are on the rise. According to Aon's 2022-2023 Global Wellbeing Survey, approximately 87% percent of US organizations have an established wellbeing initiative, with 83% percent having a specific wellbeing strategy. Lack of Leadership Commitment In addition to the aforementioned challenges the missing keystone often needs to be found in the hands of those blazing the path forward. The quest for a thriving speak-up culture is often hamstrung by a lack of genuine commitment from the top. Leadership must do more than pay lip service to workplace transparency; they must embody the principles of social responsibility and ethical behavior. In the article, 4 ways to foster an ethical workplace, according to global leaders, Elia Yi Armstrong, the director of the United Nations Ethics Office, emphasizes that it is crucial for leaders to continually refresh and update their organization's ethical standards through engaging and progressive training sessions.  Leading by example requires steps like showing visible support for using internal reporting tools and voicing their unequivocal backing for ethical practices and open communication. Offering all employees opportunities to participate in ethics and compliance training, alongside top-level management, brings visible action and sends a powerful message of support and commitment to the health of the workforce. Embracing Speak-up CultureIn conclusion, the creation of a speak-up culture is akin to nurturing a garden; it requires patience, care, and the right conditions to flourish. By addressing the challenges of fear, ignorance, silence, hostility, and leadership inertia, we pave the way for a future where workplace transparency is not just an ideal, but a reality.  In this garden, every voice, whether big or small, contributes to driving us toward a future marked by ethical integrity, mutual respect, and collective success. Together, let's embrace the power of speaking up, transforming our workplaces into strongholds of openness and ethical accountability. Break the SilenceDon't let another day pass in silence. Unlock the full potential of your organization with FaceUp's innovative solutions. Act now to access exclusive resources like our Whistleblowing Policy Template, a FREE TRIAL, and special offers to start your journey towards a resilient, engaged, and ethical workplace. Contact FaceUp today and take the first step towards a brighter, more open future. Your employees and your bottom line will thank you.
6 min read
Faceup blog post

Embracing a New Era of Whistleblowing and Empowerment in Africa

In countries like Africa, with diverse cultural and legal environments, the need for a shift toward open communication and employee empowerment is paramount. With a rich background in business, law, and workplace ethics, Okot Olaa’s role is pivotal in establishing FaceUp as more than just a whistleblowing software company but a vehicle for promoting a culture of transparency and integrity within African organizations. In this interview, Okot discusses the transformative impact of FaceUp's technology on tackling crucial issues like workplace harassment, employee whistleblowing, and reporting channels across the African continent.  1) Can you provide more insight into FaceUp's background, particularly its global operations and its presence in Africa? Over the last 7 years, FaceUp has become a global technology company in over 55 countries. Our mission is to empower organizations all over the world with the tools to effectively embrace a culture of speaking up while offering innovative solutions for whistleblowing. This year, FaceUp is committed to growing its footprint in Africa which is driven by a commitment to enhancing transparency and accountability in schools and organizations across the continent. Africa holds a unique place in FaceUp's history, as it was there that we secured our inaugural client, ADvTECH, South Africa's leading education firm.  2) What problem is FaceUp addressing in Africa?FaceUp aims to foster a new culture in which organizations listen to, care for, and support their employees.  While the key issue in many workplaces is the limited legal protection and potential retaliation against those subjected to abuse, there is also a glaring lack of channels for reporting sensitive issues. Our goal is to address these challenges by creating a platform that ensures the safety and anonymity of whistleblowers. FaceUp’s mission connects with the African philosophy of Ubuntu, which translates to "I am because we are," emphasizing collective care and responsibility. 3) What types of sensitive issues can an organization expect to receive from its employees through FaceUp?Concerns vary from one organization to another; for instance, schools may primarily address bullying, whereas manufacturing companies might focus more on workplace safety issues.  Businesses are generally trying to combat fraud or theft through whistleblowing and needless to say, sexual harassment remains a glaring issue in most workplaces. At FaceUp, we are committed to creating a platform equipped to handle a variety of issues through multiple forms of expression. Users can text, speak, take photos, or share documents, depending on the situation. Get in touch with Okot Olaa to arrange a free consultation to see how FaceUp reporting tool can help in your organization. 4) How does FaceUp ensure the anonymity and safety of individuals who choose to report sensitive issues through the platform, especially considering the fear of potential retaliation?We recognize the real worries people have about possible retaliation when they report sensitive issues. To understand how we ensure their safety, we can examine it from two perspectives: Firstly, to maintain anonymity, we never require personal information such as names at any point. We also deploy several features such as voice filters, End-to-End Encryption (E2EE) technology, and key codes for follow-up so the reporter is assured that their identity is protected.  Secondly, FaceUp is compliant with GDPR and ISO certifications, ensuring top-tier data protection standards. We regularly verify our security through penetration tests. These measures are strictly for the company's benefit; not even FaceUp has access to the reports. 5) Given the diverse needs in Africa, how does FaceUp customize its reporting systems to cater to the specific needs and contexts of different companies, organizations, and schools?Something that sets FaceUp apart is that it’s completely customizable down to the smallest detail. An appointed administrator from the company, with only fundamental computing skills, can effortlessly set up the entire system in under 15 minutes.  In addition, we’ve expanded FaceUp to accommodate companies operating internationally or with staff speaking multiple languages, providing support for over 113 language options. 6) What impact do you envision FaceUp bringing to the culture surrounding the reporting of sensitive issues?Revisiting the principle of Ubuntu, we recognize that African societies are inherently communal, valuing a culture of mutual care. However, the dynamics within professional environments differ significantly due to high stakes. By providing a secure and anonymous platform for reporting, FaceUp aims to dismantle barriers such as fear and stigma. Our goal is to cultivate an environment where individuals feel both encouraged and supported in reporting sensitive issues. 7) After integrating the reporting systems within a company, how does FaceUp engage in ongoing collaboration to ensure effective utilization of the platform?FaceUp is with the client throughout their whole journey. We’ve established a dedicated department focused solely on client support. We provide a dedicated customer success manager to address any inquiries whether the need is for technical assistance or design guidance. 8) How does FaceUp deal with different laws in African countries to make sure it follows the rules and protects both the people who report issues and those being reported, especially when laws change from one place to another?FaceUp ensures proactive legal compliance and ethical practices wherever we operate. In Europe for example, we observed a problem of speaking up in workplaces and tried to address it - even before implementing a speaking-up system was mandated by European law. There have been encouraging legal advancements in countries such as Uganda, Kenya, and South Africa in recent years. At FaceUp, we are committed to vigilant monitoring and updating of our systems to stay in sync with legislative changes across the diverse legal environments of Africa. 9) As a technology company, how will you deal with the challenges of technological accessibility on a continent where this remains a big issue?At a design level, FaceUp is built for everyone. It even includes a hotline system for those who are unable to use the app. We’re also considering the integration of USSD functions that are incredibly popular in Africa. We are inspired by people like Mo Ibrahim, who despite negative opinions and advice in the 1990s, started Celtel, a successful telecom company in Africa, to provide a way for people to communicate more easily. Africa’s smartphone prevalence has steadily increased over the past 5 years and we believe this is the perfect time to offer accessibility and support alongside this rising trend. 10) What are FaceUp's future plans, especially in enhancing the platform's ability to navigate the changing landscape of whistleblowing and reporting within Africa?We are deeply committed to supporting African organizations across the continent, from schools to factories and mines. We focus on helping them surface and address their challenges, fostering a safer and more transparent environment for all.  In the end, it is all about the impact we can make. We recognize the existing demand for accountability and integrity in Africa and we hope as the ‘software’ generation we will be influential in bringing this positive change to life.
6 min read
Whistleblowing in Poland

Poland will implement whistleblowing law in spring 2024

Poland has announced that the transposition of EU Directives – including the Directive on Whistleblower Protection will be a priority of the new coalition government, sworn into office in Poland in December 2023. A new draft law on protecting persons reporting breaches of law was published in January 2024.  The obligation to establish an internal reporting channel applies to a legal entity for which at least 50 persons perform or provide work. The threshold does not apply to a legal entity carrying out activities in the field of financial services, products and markets, as well as counteracting money laundering and terrorist financing, transport safety and environmental protection – these legal entities have the obligation to implement the internal reporting channel no matter the number of persons.  Aspects of the internal reporting channelThe internal reporting procedure comes into force after 7 days from the date of its notification to the workers, in the manner adopted in a given legal entity.  The internal reporting procedure specifies: an internal organizational unit or a person within the organizational structure of a legal entity or an external entity authorized by the legal entity to accept notifications;methods of submitting notifications, including correspondence address or e-mail address, hereinafter referred to as the "contact address" of the authorized unity or person;an impartial, internal organizational unit or a person within the organizational structure of the legal entity, authorized to take follow-up actions, including verification of the report and further communication with the reporting person, including requesting additional information and providing feedback to the reporting person; this role may be performed by an internal organizational unit or person referred to in point 1, if they ensure impartiality;the obligation to confirm receipt of the notification to the applicant within 7 days from the date of its receipt, unless the applicant did not provide a contact address to which the confirmation should be sent;the obligation to undertake, with due diligence, follow-up actions by the organizational unit or person referred to in point 3;the maximum deadline for providing the applicant with feedback, not exceeding 3 months from the confirmation of receipt of the notification or, in the event of failure to provide the confirmation referred to in point 4, 3 months from the expiry of 7 days from the date of submission of the notification, unless the applicant did not provide a contact address. to which feedback should be provided;understandable and easily accessible information on making external reports to the Ombudsman or public authorities and, where appropriate, to European Union institutions, bodies, offices or agencies.How does FaceUp system meet the requirements of the whistleblowing law in Poland? Ensure compliance with whistleblowing law in PolandGet in touch with our specialist today to arrange a free consultation and discover how FaceUp can assist you in complying with Polish law. Categories of person who may report (in addition to those specified in the Directive)Employees (also temporary employees and candidates), interns, trainees, volunteersWorkers employed on a basis other than an employment relationship, including civil law contractsEntrepreneursShareholders or partnersMembers of the administrative, management or supervisory body of a legal entityPersons working under the supervision and direction of contractors, subcontractors and suppliers, including on the basis of civil law contracts Public officers (e.g. policeman, board guards, etc.)SoldiersAlso any ex-worker mentioned above Other persons, in cases where information concerning a breach has been acquired during any process or other pre-contractual negotiations (suppliers of goods and services, corporate bodies candidates etc.) Methods of reportingOral: by telephone or via other voice communication systems  An oral report made via a recorded telephone line or other recorded voice communication system, with the consent of the reporting person, is documented in the form of: a recording of the conversation, enabling it to be searched, ora complete and accurate transcription of the conversation An oral report made via an unrecorded telephone line or other unrecorded voice communication system is documented in the form of a conversation report prepared by the authorized unit or person which reproduces the exact course of this conversation. The reporting person may check, correct and approve the transcript of the conversation or the conversation protocol by signing them. An oral report may be made through a direct meeting organized within 14 days from the date of receipt of such request. In such a case, with the consent of the applicant, the application is documented in the form: a recording of the conversation, enabling it to be searched, orminutes of the meeting prepared by the entity or person which reproduces the exact course of this meeting. Written: Written notification may be submitted in paper or electronic form. Sharing of whistleblowing channelPrivate entities for which at least 50 but not more than 249 people work may, on the basis of a contract, establish common rules for accepting and verifying reports and conducting explanatory proceedings, provided that the activities performed are consistent with the Act. These entities are separate administrators of personal data obtained in connection with the receipt and verification of notifications. Administrators do not have access to each other's data obtained by a separate administrator. Sharing of the whistleblowing channel or authorizing an external unit to handle notifications does not waive the liability of the legal entity to comply with the obligations set out in the Act, in particular maintaining confidentiality, providing feedback and taking follow-up actions.
4 min read
Employee feedback software

Elevate employee engagement and drive organizational success with feedback software

What is employee feedback software?Employee feedback software is a tool designed to capture the insights, suggestions, and opinions of your team members, fostering an environment of continuous learning and development. While customer feedback has been a cornerstone of business improvement for decades, forward-thinking companies across the US are increasingly valuing employee input as a critical resource for enhancing their operations and workplace culture. This software enables organizations to tap into their most valuable asset—their employees—to drive innovation, improve processes, and create a more engaging and productive work environment. A feedback software solution streamlines the process of gathering, organizing, analyzing, and showcasing employee feedback, making it effortless to harness insights for strategic improvement. Why should your organization collect feedback from its employees?Benefits for employers:Enhance Training and Development: Employee feedback software enables managers to pinpoint specific training needs and growth opportunities within their teams. It provides a streamlined method for recording and referencing feedback, consolidating all insights in one accessible location.Strategic HR Insights: This tool aids HR departments in transforming feedback into actionable plans. It highlights areas where managers may require additional support or training, contributing to a more effective leadership structure.Reduce Turnover: By addressing concerns and valuing employee feedback, organizations can significantly lower turnover rates, cutting the high costs and productivity losses associated with replacing staff.Internal Resolution: Keeping feedback within the organization minimizes the risk of external grievances, reducing the chance of employees seeking third-party interventions, such as media exposure.Innovative Ideas: A feedback system is an excellent channel for uncovering valuable suggestions and ideas from employees, fostering a culture of innovation and collaborative improvement.Cultivate a Feedback Culture: Implementing a robust feedback system promotes continuous improvement, enhances productivity, and instills a sense of openness and ownership among employees, creating a more dynamic and engaged workplace.Benefits for employees:Empowerment through Feedback: Employees can both request and provide feedback, anonymously if desired, empowering them to actively participate in their personal and professional development.Recognition and Value: The act of soliciting feedback makes employees feel appreciated and listened to, reinforcing their value to the organization.Openness and Transparency: Working in an environment that encourages feedback signifies a commitment to transparency and open communication, fostering a positive workplace culture.Safe and Anonymous Contributions: The option to submit feedback anonymously ensures that employees can express concerns without fear of retaliation, promoting honesty and constructive criticism. Some possible use cases of feedback softwareThe beauty of feedback software lies in its versatility and the vast potential for customization to meet your company's unique requirements. While the applications are nearly limitless, offering numerous opportunities for innovative use, here are a few examples of how you could leverage this solution to benefit your organization: Employee questionnaires Employee satisfaction surveysCompany culture surveysCompany facilities & benefits surveysOnboarding surveysProfessional development surveysPerformance appraisal surveysExit surveysInternal Q&A platformYou might wonder, "Why not just use a Google Form for feedback collection?" While that's a viable option, it falls short of offering key functionalities that can significantly enhance the feedback process, such as guaranteed anonymity and the capability for ongoing dialogue. Advanced feedback platforms, such as FaceUp, elevate the experience by enabling you to establish a comprehensive resource center on specific subjects. This can include uploading FAQs, resource materials, links to webinars, and much more, providing a richer, more engaging environment for feedback and learning. Top 10 solutions for employee feedback softwareG2.com is the go-to source for software reviews, bringing together user ratings to calculate an average score out of 5 for various software options. Let’s highlight a few of G2's top picks for employee feedback tools. These aren't just the highest-rated on average. Instead, they're the tools that not only receive a lot of positive feedback but also maintain strong overall scores, making them both popular and trusted among users. FaceUpRating: 4.9/5 (61 reviews) FaceUp is more than just a whistleblowing platform; it's a secure, user-friendly solution that empowers people to speak up with confidence. Reporting wrongdoing with FaceUp is a seamless process, accessible through a website or mobile app in just two clicks. It features customizable reporting forms and advanced report management that is available in 113 languages. By adhering to GDPR requirements, obtaining ISO 27001 certification, and ensuring end-to-end encryption with two-factor authentication, FaceUp stands as a fortress of privacy. The ease of integration through API with a company's intranet, website, or app means that FaceUp seamlessly becomes a part of the organization's ecosystem. It goes beyond basic compliance with the EU Whistleblowing Directive and Whistleblower Protection Act - it helps create a culture of transparency and integrity. With over 3,000 organizations worldwide placing their trust in FaceUp, it stands out both for its features and its commitment to making the world a better, safer place.  Whistleblower SoftwareRating: 5.0/5 (102 reviews) Whistleblower Software excels in compliance with the EU Whistleblower Protection Directive for organizations of all sizes. It has a user-friendly interface which makes it an ideal choice for those focused solely on compliance. However, organizations seeking a broader range of features might find other solutions more suitable. AllVoicesRating: 4.4 (73 reviews) AllVoices is an employee relations platform that leverages AI to streamline HR operations. It focuses on improving the employee experience as it is optimized for quick responses. Users rate it for its strong performance in employee engagement and HR case management. SpeakUpRating: 4.6/5 (19 reviews)SpeakUp positions itself as a comprehensive whistleblowing and case management system, with an intuitive and adaptive platform. It's optimized for organizations with complex needs that ensures compliance with multiple international standards. Their users appreciate their focus on security and privacy. NotMe SolutionsRating: 4.9/5 (49 reviews) NotMe Solutions is said to be a highly user-friendly, 2-in-1 whistleblowing and case management platform. It’s known for its effectiveness in addressing sexual harassment, discrimination, and various misconducts. It stands out for its fast implementation and AI-powered report management system that facilitates anonymous reporting and real-time analysis.  Ethico (formerly ComplianceLine)Rating: 4.7/5 (45 reviews)Ethico offers a comprehensive suite of solutions that aims to manage risk and boost healthy corporate cultures through effective whistleblower and case management software. They also include support such as innovative e-learning programs. Ethico excels in providing a human-focused approach, however, it ranks 17th in ease of use within its category, so some users might find alternative solutions with more intuitive interfaces slightly more accessible. OneTrust Ethics and Compliance CloudRating: 4.1/5 (18 reviews) OneTrust Ethics and Compliance Cloud (aka Convercent) offers what they call the Trust Intelligence Platform that’s designed to deal with challenges through automation and regulatory guidance. It emphasizes data protection with certifications like ISO 27001/27701 and SOC 2 Type II. Their platform aims to simplify audit preparations with automated evidence collection. NAVEX OneRating 3.8/ 5 (49 reviews)NAVEX One offers a unified Governance, Risk, and Compliance Information System (GRC-IS) aimed at enhancing corporate culture through integrity. Their focus is on risk and compliance management. It boasts functionalities including 24/7 hotline support, incident analysis, and IT risk management.  EQS Integrity LineRating: 4.7/ 5 (41 reviews) EQS Integrity Line offers a secure and anonymous whistleblowing hotline that’s designed for employees to report issues like corruption and harassment. It emphasizes the protection of whistleblowers through encryption and strongly focuses on security and anonymity.  WhispliRating: 4.9/5 (64 reviews) Whispli supports compliance officers with a case management system and offers a secure, anonymous reporting channel through mobile apps. It has an emphasis on ease of use, multi-language support, and compliance with international standards. Their users appreciate the comprehensive approach to managing and acting on reports. Features of good employee feedback softwareRemove the administrative work from giving and receiving feedback with reusable, customizable templates. Make providing feedback secure and easy with anonymity, attachments, and voice messages. Get all the additional information you need with follow-up communication Get an overview of the feedback you’ve received with built-in analytics and reporting. Integrate your feedback software with your other internal tools using an API connection. Stay up to date with everything with email and other notifications. Anonymity - why it’s a key part of any feedback softwareExploring the significance of anonymity further, let's focus on why it's an indispensable feature of any employee feedback solution, from both the perspectives of employees and employers: For Employees:Confidence in Privacy: Anonymity empowers employees to share their feedback without fear of exposure or reprisal, fostering an environment where they feel safe to express genuine concerns and ideas.Freedom to Speak Up: It allows for more open communication about sensitive issues that might be challenging to discuss face-to-face, ensuring that crucial feedback isn't left unsaid.Feeling Valued: Knowing their input is welcomed anonymously helps employees feel respected and acknowledged, enhancing their sense of belonging and value within the company.For Employers:Increased Engagement: The promise of anonymity encourages more employees to actively participate, significantly boosting the quantity and diversity of feedback gathered.Discover Hidden Insights: Anonymity can unveil unique ideas and highlight issues that might not surface in a non-anonymous setting, offering valuable insights that can drive innovation and solve underlying problems.Cost Savings: Anonymity in feedback mechanisms can lead to substantial financial savings by bringing to light issues like potential theft or fraud early on.Legislative Compliance: It helps ensure that the organization stays in line with relevant laws and regulations, particularly those related to privacy and whistleblower protection.FaceUp - Embrace a culture of speaking upReady to embrace a culture of speaking up within your organization? Experience the transformation firsthand with FaceUp. Sign up for our complimentary 14-day trial and explore how we can support your journey towards a more open and responsive feedback environment.  Or get in touch with our specialist today to arrange a free demo to see FaceUp employee feedback software in action.
8 min read
Whistleblowing Pinya HR - FaceUp partner

Why did Pinya HR decide to integrate FaceUp as a new software module? Interview with Dita Salajková.

Pinya HR is a system for managing HR processes and has recently integrated whistleblowing platform FaceUp as a new module. As a result of this partnership, employees can easily and securely submit their concerns regarding unethical conduct in their company for investigation. In just one click, they can quickly and easily move from Pinya HR directly to the FaceUp reporting form, where they enter their report and submit it for evaluation. We spoke with Dita Salajková, the product manager responsible for this integration. What made you decide to include a whistleblowing module in Pinya HR? Was this module planned for a long time or did you start to think about it after the law changed?We started to consider implementing the module on the back of client requests. The ability to submit reports clearly belongs in a piece of HR software since a large portion of reports come directly from employees. In many respects, Pinya HR is a self-service tool for employees, they can manage things such as vacation requests or take part in online training courses. In all likelihood, this would also be the first place they would look to submit a whistleblowing report. Why did you decide to work with us? Did you consider developing it in-house?Of course, our development team debated whether we could build the module ourselves. After an initial analysis, we opted to partner with an established provider. It made sense for us to use a platform that is separate from the data and identities in the HR system, allowing for completely anonymous reporting. Moreover, our clients can use it to garner reports not only from their employees, but from other stakeholders, such as suppliers or customers. Did you look at other platforms? Why did you choose FaceUp?We considered several tools. We went for FaceUp because it fulfils all the legal and security requirements stipulated in the legislation. Another big plus is the fact that it is extremely intuitive to submit and work with reports, both for the whistleblower themselves and the person handling the report. In addition, FaceUp provides instruction templates and materials to communicate the introduction of the tool within a company, which is hugely appreciated by most of our clients. What did the partnership process look like, from the first meeting up to the integration into Pinya HR?In terms of planning the new product features, it was my role to find the right tool and, together with the development team, to come up with an integration method into Pinya HR. From the very first meeting with FaceUp we were on the same page. You have a very well-thought-through partnership programme, so the main task was to choose the partnership and communication type, everything else looked after itself. How does an integration like this actually work?The integration consists of the ability to submit reports directly from the Pinya HR environment. An employee can see the option to submit a report within the system that they are familiar with using to manage a range of HR tasks. From the system’s home dashboard, they arrive at a page which, even before submitting the report, informs them how the report will be processed, that their report is anonymous etc. For the person who processes reports, there is a link in Pinya HR which takes them to the report admin area. What are the benefits of using a whistleblowing platform through Pinya HR?We always strive to maintain a good relationship with our clients based on trust, most of them know members of our support team personally. A big advantage of using a whistleblowing platform through Pinya HR is that these same familiar faces can help our customers set up the whistleblowing module and provide training. The environment is therefore integrated not just for the whistleblowers, but also for those who are responsible for managing the whistleblowing channel. Another advantage is that if the need for expert legal consultation arises, we can contact the customer through our partner legal office. Last but not least, as part of our partnership agreement with FaceUp, we are able to offer significantly lower licensing rates. What is the most common reaction of your customers?We have offered the module since mid-July and since we launched it on production, we have received a great response from our customers in larger firms. Several of them have already acquired the new module, whilst others are discussing it internally. The feedback we’ve gotten so far has been overwhelmingly positive, not least due to the simplicity of implementing the module. We are able to set up and activate everything for the client in just one short meeting. What impact do you think this module will have on the working environment and company culture of those businesses using Pinya HR?Our long-term strategy is to use Pinya HR to support open communication. We have come across dozens of companies at business meetings and training courses and our experience is that a transparent culture founded in maximum communication equals happy employees. It is a pleasure to work as a supplier for these companies. The ability to securely submit a report of problematic conduct is definitely a step towards employees feeling safe in the workplace.
4 min read

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We can walk you through the platform's features and answer your whistleblowing questions.

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