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Retaliation
Challenge of Addressing Retaliation
Retaliation and its impact on employees is a severe issue to organizations, yet it is often difficult to resolve. Retaliation rates are escalating, and studies show that 35% of employees fear retaliation from employers. This affects corporate culture and worker productivity and may sequentially lead to monetary fines in retaliation cases.
Managers, in many cases, may not even recognize that they are retaliating against employees. They may believe they are unbiased, while employees notice even apparent changes in behavior. Or they may see a whistleblower not as a relevant employee but as an obstacle to meeting departmental goals.
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What You Need
Visual Training
Education for your employees on your zero-tolerance approach to retaliation.
Prevention Precaution
Leadership and supervisor training to address retaliation
Report Intake
A system to capture and address every report of misconduct related to retaliation.
Code of Ethics
An engaging code of conduct that holds managers and others accountable and creates a sense of duty to do the right thing.
Speak-Up Culture
Let you employees know that they can speak up without fearing retaliation
Zero Tolerance
Zero-tolerance retaliation policies and a way to distribute and manage those policies
Steps You Can Take to Prevent Retaliation
STEP 1
Establish a Code of Conduct that clearly addresses and encourages employees to come forward to identify organizational issues
STEP 2
Establish and train supervisors on policies related to employee retaliation, and develop a formal training program for all employees addressing retaliation.
STEP 3
Promote the employee hotline and online issue intake options to identify and communicate organization and individual wrongdoing
STEP 4
Institute a formal incident management program to resolve issues and ensure that employees are protected from supervisor retaliation