How Prevalent is Retaliation within your Culture?

Written By Robin Rohmer

Consider two key questions:

  • Does your organization encourage timely reporting?

  • Does your organization provide substantive protections for those who do report?

Organizations should be aware of characteristics indicative of a retaliatory culture - one in which bad actors are provided with ample opportunity and cover to retaliate. Consider the following indicators:

  • Your employees cite a retaliatory environment when completing pulse and exit surveys.

  • Your employees hesitate to identify themselves when reporting. I.e., anonymous reporting rates are rising or remain higher than benchmark anonymous reporting rates.

  • Your employees wait to report issues until after they resign as evidenced by an increase in report and flee cases.

  • Your internal whistleblowers have shorter tenures when compared to their peers.

  • Your organization has initiated downsizing or right-sizing initiatives.

  • Your organization has repeatedly recalibrated performance assessments protocols.

  • Your organization has reduced dedicated Human Resource and/or Compliance personnel.

It is important to assess the prevalence of retaliation within our cultures and implement proactive retaliation abatement and monitoring mechanisms.

Learn more about assessing your organization’s risk of retaliation. Check out my web-based training offered by HR Education Network.

https://catalog.hreducationnetwork.com/speaker/robin-rohmer-1584479

Let’s connect to learn more

Robin Rohmer | rrohmer@ethicallyalignedllc.com | 817-915-1606

Robin Rohmer
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