Was this a compliance problem to begin with?

When we engage with prospects and new clients, apart from the excitement and the thrill in engaging a new organisation and being able to talk about the benefit Whispli could bring. We’re also focusing our attention on hearing specific keywords and behaviour. This is a way for us to identify the best approach from a configuration perspective. One of the pitfalls we see clients fall into is that their interest is focused on setting the platform up quickly or their hesitation in regards to fielding too many reports.


What this does, is helps indicate that we can provide some guidance on the problem they are really trying to address. I’m talking about addressing the root cause of needing compliance to protect people and businesses.


You see for many, a solution like Whispli is a means to achieve that tick of compliance. To some degree, it’s one of our most important catalysts but it’s something many people want due to their belief that this is a requirement that needs to be filled but in fact, just viewing it that way doesn’t address the reason why there’s this need for compliance, to begin with.


The data across our clients show that since January 2020 conversations have increased between employees and their organisations and consistently, on average, employees have saved 50% of the reports as a draft before submitting to their organisation (at any one time).  What this indicates is that people want to have a discussion with their organisations and it’s less about submitting a report and more about having that conversation. 


A system like Whispli allows clients to have that two-way conversation and while this may result in more efforts revolving having and advising in those conversations, rather than being concerned about the amount of effort, the focus should be on what the consequences could be if the conversations were not had in the first place. 


As we’ve written about before, employee silence is an issue that many organisations face. This silence is what we need to look at addressing, unfortunately looking at any solution to give you the tick of compliance is only halfway to the right solution. Many solutions offer the most robust case management platform and offer the “most efficient” way to become compliant. What we recommend is putting the lens of reason over this and to understand that the compliance side is a side effect of an underlying problem which is people find it hard to speak up and that this silence (specifically around wrongdoing) has become the reason why there is now law around protecting these people. So rather than looking at this as a compliance problem, it’s time to start looking at this as a solution to help increase communication and transparency with your employees.