Jody Houton
Content Marketing Manager

Indefinite WFH conditions have created a raft of corporate challenges for enterprises to be able to offer a safe, secure and compliant work environment.

While organizations are being exposed to increased risks of compliance and cybersecurity breaches, employees are being subjected to startling levels of workplace misconduct.

Workplace misconduct contributes to toxic work cultures and costs employers millions in lawsuits and regulatory fines. 

So, What are You Doing About It?

Companies should be proactive in addressing workplace misconduct, whether it’s inappropriate or illegal. The problem, however, is that many HR departments and C-suite members are unaware of the scale of the problem.

They lack visibility into the inner workings of their organization, which is further exacerbated by the remote work environment. They lack understanding into what their employees are going through; what they are being subjected to, and, ultimately, what illegal behavior they may be indulging in.

Can You See My Screen? I Think I’m On Mute

With so many people now working remotely, cries for help can be even harder to hear and more dangerous to ignore. 

Friendly colleagues aside, when employees are in need of assistance, or reassurance, they typically look for support from three official figures during times of duress: Managers, CEOs, and HR departments. 

The recently-released Behavox Enterprise Conduct and Risk Report has revealed how many employees are experiencing a distancing between their managers and feel a subsequent lack of oversight.

Indeed, approximately one in six respondents said they thought their managers just did not care.

CEOs fared slightly better, but still not great. In fact, on average, 14% of respondents said that they trusted their CEO less since the pandemic has started. 

Unfortunately, according to the Report, HR is also falling short. Considerably short.

Many HR departments are failing to meet the unrelenting challenges involving employee misconduct, impaired productivity, and risk management.

Three in 10 (29%) respondents believe HR is too afraid to take action, while over a third (36%) believe they are just too busy to help.

Although HR is tasked with championing the employee and acting as the guardian of company culture, the department is often the least equipped to manage the workplace during WFH conditions. 

With increasing numbers of employees who feel disconnected from their colleagues, managers, CEOs, and HR departments, it’s little wonder that disenfranchised employees are restless, and have started to look elsewhere.

Should I Stay or Should I Go?

Almost one in five respondents (18%) are searching for a new job during the WFH-pandemic period. Half of the respondents who are job-hunting point to current job insecurity as the main reason. 

Two of five (39%) called out the lack of professional development and stunted growth as a result of the WFH period. 

If ever there was a time for HR departments to be more proactive, it is now — before it’s too late. Now is not the time to be silent or invisible. 

Employees need assurance that their firms are squashing misconduct within their corporate cultures. Employees need to know they are protected. They need to feel safe. 

Enterprises need to be better equipped in addressing bad behavior wherever it happens.

If they fail, they expose their company to serious repercussions, including lawsuits, brand damage, trials by media, executive dismissals, employee churn, recruiting difficulties, customer concerns, and revenue disruption.

The bottom line is that the C-suite needs to know what’s going on in their organization. If they don’t, they are exposing their company to significant risk, with business continuity and revenue growth at stake.

Download the Looking for Leadership… Or the Exit infographic here.

Learn more about how Behavox Conduct can help protect your organisation from a company-ending crisis by watching the below video: