When youâ€™re serious about whistleblowing, youâ€™re serious about culture. Intake is a primary and explicit employee touchpoint for cultural transformation. If management is serious about ethics and attitude, workplace culture follows. Bad intake experiences are like a cultural contagion. Employee A tells Employee B that the helpline is just for show. Employee B then shares that belief with Employee C, and so on until the entire workplace is a non-participant in building a winning culture.
Helplines are about more than just alerting management to individual, isolated problems that need solving. They are about systemically mitigating business risk, and cultivating a positive, transparent workplace culture that actually moves the needle on everything from employee engagement to the retention of star performers. If youâ€™re not actively working for culture change, youâ€™re actively working against it.