Workplace Misconduct: Through the Eyes of HR

In Chapter 1 of the Enterprise Conduct and Risk Report, we examined the impact of indefinite work-from-home conditions on workplace behavior. 

We discovered employees experiencing higher levels of workplace misconduct, and organizations being exposed to increased risks of non-compliance and insider threats.

For Chapter 2 of the ECR Report, we incorporated input from 600 HR professionals in the United States, United Kingdom and Canada to explore HR’s awareness of misconduct, and their response — or lack thereof — to managing it.

In a three-part blog series, we will uncover the dangerous disconnect that exists between employees and HR professionals on the extent and impact of workplace misconduct during WFH conditions. 

We will examine the discrepancies and consider what they may mean for the well-being and productivity of employees, and the risk management strategies and business continuity of organizations, post-pandemic, as they decide when, or if, to transition back to the office. 

How We Did It

To ensure objectivity, we commissioned global market research firm, Provoke Insights to conduct the study in October, 2020.

The research methodology was designed to meet the standards expected by governing authorities. Statistical differences between subgroups were tested at a 95% confidence level, with a margin of error of +/- 3%.

HR respondents, aged 22 – 65, worked at white-collar companies with over 100 employees. The digital surveys were completed anonymously to protect the integrity of the data.

Guardians of the Corporate Culture

At any firm, HR is responsible for championing employees and fostering a positive, productive company culture. As part of this role, HR professionals are accountable for addressing misconduct and eliminating toxicity. 

Chapter 1 of the ECR Report revealed the extent of employee misconduct, which has been further exacerbated during the pandemic and monotony of working from home. Misconduct such as corporate sabotage, corporate espionage, and IP theft, as well as racism, sexual harassment, and bullying.

How aware are HR departments that these types of misconduct are happening at their companies? How in sync are they with their employees?

How many HR professionals are actually fulfilling their duties as guardians of their corporate cultures?

The answers to these questions and more can be found in Chapter 2 of the ECR Report. Warning: they may not be the answers that many organizations want to hear.

Download the second instalment of the ECR Report here.

Learn more about how Behavox Conduct can help protect your organisation from a company-ending crisis by clicking here.