In order to understand issues, let's take a look at the usual process of reporting misconduct in hints:
1. The employee completes a submission on the submission page you have shared (either via the submission page URL or embed on your website. Find out more about how to share your submission page here).
2. You can now see the submission as a new issue in your inbox, you also got a notification unless you turned them off.
To see the new issue, click on the submission channel in your channel overview:
In the column "new" you can see all the new issues:
3. Now, you can view the issue and check the case.
The kanban views to manage issues
Your issues are per default sorted in a kanban view, structed in 4 columns that are defined by the 4 statuses an issue can be in. Let's understand the statuses first:
1. New: All new issues first land in this column. From here they can be moved into one of the next stages.
2. Pending: As soon as an issue is being worked on, it should be moved to the "pending" stage.
3. Resolved: If the issue gets resolved, move it to the "resolved" stage.
4. Declined: This status is for issues that are fake or not meant to be reported in a whistleblowing channel. Because you still have the obligation to answer and react to each reply, this status can be used for those cases.
The list view to see your issues
You can also choose to view your issues in a list by clicking on "List" in the top right.
You then see all issues listed down:
Managing your issues in hints
To make managing issues in hints easier, you can use tasks and reminders.
Depending on the issue, you cannot find a solution for the case right away.
You might need to talk to a colleague or get more information.
For those to-dos, you can create tasks.
Tasks always belong to the issue and, therefore, to the inbox.
Only the individuals assigned to the inbox can view the tasks and be selected as assignees for the task.
Also, you can set reminders.
They come in very handy, when you have a task set with a deadline but need a reminder one week in advance.
Let's take the example of follow-up measures:
It is legally mandatory to inform the reporting employee about both the already taken and still open follow-up measures within three months of the submission.
With reminders, you can make sure, you don't miss this deadline and have sufficient follow-up measures planned or already enforced.
Want to find out where to create tasks and reminders?
Check out these articles:
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