Employee adoption
Employee adoption is a fundamental component of change management that concerns itself primarily with the effective implementation of modifications to existing policies and procedures.
Discover the platform Book a callEmployee adoption is a fundamental component of change management that concerns itself primarily with the effective implementation of modifications to existing policies and procedures.
Discover the platform Book a callIdentify potential solutions to address deficiencies in the compliance posture.
Communicate solutions throughout all areas of the organization.
Monitor acceptance and implementation by rank-and-file employees.
Employee adoption of compliance solutions is perhaps the most critical element of the change management process. Absent a collective belief that a deliberative process led to the identification of practical solutions, an organization’s change management efforts are likely to be thwarted by employee apathy or even outright hostility.
Anticipating—and overcoming—such resistance and facilitating change is a shared responsibility. While the compliance function may be called upon to identify potential solutions to remediate processes that are ineffective, inefficient, or outdated, the tone set by a company’s senior leadership will determine whether those solutions will be accepted by the organization’s personnel.
It is a core directorial and managerial responsibility to ensure that the solutions proposed by the compliance function are:
Where possible, organizations should avoid the temptation to discard existing processes wholesale, where such processes are simply in need of refinement.
This is especially true in the third-party due diligence context where companies have varying degrees of sophistication when it comes to evaluating counterparties and transactions. Unless the organization’s current due diligence practices are completely ineffective or non-existent, the compliance function should focus on making incremental improvements to the way the organization categorizes third party risk.
Higher-risk relationships–including a company’s dealings with overseas distributors, intermediaries and other direct agents–should be prioritized for more comprehensive oversight than lower-risk relationships, such as a company’s dealings with domestic vendors and suppliers.
By marshaling finite compliance resources to tackle the highest-priority risks first, companies are meeting regulator expectations, as well as substantially reducing the likelihood that their greatest theoretical risks today will become actual violations tomorrow.
GAN Integrity’s simplified and integrated compliance management platform allows the compliance function of an organization to gain almost immediate employee buy-in for critical changes.
Intuitive design
The intuitive nature of GAN Integrity’s platform is itself conducive to employee utilization. Streamlined graphics, standardized fields, structured processes, and configurable reporting all lend themselves to a positive user experience, dramatically increasing the likelihood that a company’s employees will readily implement organizational changes.
Adaptability
GAN Integrity’s platform can be adapted to existing processes, flattening the learning curve that is involved when changes are implemented. While most compliance companies offer “out-of-the-box” solutions for organizations to adopt, GAN Integrity prides itself on the complete customization of its integrated compliance management platform.
GAN Integrity fosters the transparency needed to create an ethical—and legally conscious—organizational culture. By equipping the compliance function with the ability to share critical compliance details with stakeholders across the board, GAN Integrity’s platform eliminates the kind of organizational silos that generate division and result in discord.
Achieve consistent employee buy-in with compliance initiatives.
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