One thing that I was reminded of during a recent discussion with senior managers is how whistleblowing, despite a firm having strong policies in place, can still feel so overwhelming for employees.
Even with clear reporting lines, robust processes and training, fear and past experiences can make whistleblowing daunting and it becomes even more so for newer or more junior employees.
Rushing through the office from meeting to meeting? Employees won’t approach you. A previous issue raised that was dismissed by you as ‘not important’? They won’t approach you. A concern brought to you that you labelled as ‘a small mistake?
Guess what?
They won’t approach you.
Every interaction and every signal you give (whether it’s intended or not) will influence whether your employees feel safe enough to come to you with a whistleblowing concern.
One senior manager suggested an idea that can make a real difference and that is reframing ‘whistleblowing’ as part of everyday speaking up, rather than something ‘serious’.
When employees see it as normal to raise ideas, flag risks or suggest improvements it reduces fear and builds their confidence.
And don’t forget that speaking up isn’t just about whistleblowing, it’s also how you’re made aware of all kinds of risks within your business that might otherwise be missed.
This observation came from a recent learning event I hosted last week at The Culture Space for senior managers under the SMCR. It was great to hear them reflect on the practical ways they encourage employees to speak up day to day and how small changes in the language they use and the approach they take can make a real difference.