Encouraging Adherence: Advocating for a Culture of Compliance
In many organizations, fostering a culture of compliance can be a challenging task. Employees may be hesitant to report issues due to fear of looking silly, dropping someone in it, being labelled as a tell-tale or snitch, or the need to write lengthy reports. However, it is crucial to create an environment where staff feel comfortable speaking up about potential wrongdoings.
One approach to achieving this is by rewarding 'near misses' and celebrating potential disasters averted. This sends a clear message that what the organization does is too important not to have extreme levels of vigilance. Toyota, for instance, has a policy that allows any member of their production line to press the 'Stop' button without fear of recrimination.
Subtle forms of bullying, involving emotional rather than physical force, may be more difficult for staff to report. To address this, organizations can promote a compliance culture through various methods such as coaching, team talks, or a formal rewards program. BMW Group, known in Germany for having developed a culture of open reporting of irregularities, supports this with various whistleblowing systems including anonymous reporting channels such as the SpeakUP Line and an Ombudsperson.
Changing the corporate culture goes against the grain for many individuals, as society often encourages 'keeping your head down' and saying nothing. It's important for organizations to work consistently and proactively towards bringing about a genuine cultural change. Speaking up in the workplace is not just an opportunity to prevent a wrongdoing, but also to learn something about preventing a recurrence.
Having a confidential hotline is a good step, but it does not develop an active culture of speaking up where there's no stigma attached and no recrimination. The ultimate objective should be to create an atmosphere of 'checking on each other' and positioning this as a good and healthy thing, rather than 'snooping.' Rewarding people for their vigilance, even if they are later found to be wrong, can further encourage a culture of open reporting.
Developing a compliance culture where staff feel comfortable reporting issues is a challenge for many organizations, but it is a necessary step towards a safer, more ethical, and more productive workplace.
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