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AllVoices provides anonymous reporting yet allows for communication back to the anonymous reporter. This is a unique differentiator and helps ensure that the loop is closed out with the person who's raised the concern. Providing this capability helps ensure that the reported concern will not go into a black hole and that there will be open lines of communication with the HR team.
With the #Metoo movement as well as a number of high profile cases at a number of large tech companies, it has become very clear that a number of companies did not invest in the infrastructure, people, or processes to support and encourage employee reporting of concerns. Given the efforts companies are focused on to improve their Diversity and Inclusion efforts, having negative press as it relates to the handling of employee reported concerns can be very damaging to employment brand as well as product brand. I am seeing more focus in ensuring that companies are creating open and inclusive environments that support reporting of any and all concerns as this will help in attraction and retention of talent in a very competitive labor market.
The anonymous reporting capability and case management system provided by AllVoices is critical infrastructure to support processes for reporting employee concerns and ensuring timely follow-up and case documentation. Many organizations track employee relations issues in spreadsheets and/or notes on local hard drives so ensuring there is a centralized database to report on the types of cases, volume, organizational data, and other attributes can only help in becoming more proactive vs. reactive in addressing employee relations issues. Utilizing a tool like AllVoices provides a strategic mechanism to uplevel an organization's efforts around employee relations to analyze trends and mitigate future issues by being more proactive in intervention efforts such as coaching and training efforts.