The first 90 days as a chief compliance officer: how to succeed

The first months in a compliance leadership role set the stage for lasting impact. Leadership looks for action, employees look for trust, and regulators look for alignment. Getting it right means moving fast — fixing what’s broken, strengthening reporting processes, and ensuring compliance risks are managed from day one.  

For new Chief Compliance Officers or compliance leaders, the challenge isn’t just keeping up with regulations—it’s proving that compliance is more than a policy. It’s a function that drives real business value.  

In this blog, you can learn how to deliver on all three and build a strong ethical foundation— fast.  

The challenges most compliance programs face  

• Low reporting rates – If you receive fewer than 1.5 reports per 100 employees annually, something is wrong. Low numbers signal fear, unclear processes, or lack of awareness. A strong reporting culture starts with visibility and trust.  

• Slow case resolution – If it takes over 24 hours to respond to reports or investigations drag beyond 30 days, your process needs fixing. Delays weaken employee trust and increase regulatory risk.  

• Lack of employee engagement – If employees don’t use your compliance tools, they don’t trust them. The best systems make reporting anonymous, easy, and accessible—on any device, in any language.  

• Overwhelming manual work – Compliance teams are stretched thin. If managing reports feels like a full-time job, you need automation. It can speed up case handling and reduce heavy admin tasks.

3 to dos in the first 90 days as a compliance leader  

1. Fix what’s broken  

You’ve inherited a compliance program. But this doesn’t mean it’s built for the future. Audit the program: are the components in it working? Are there gaps in reporting, case handling, and employee engagement? Is your whistleblowing system outdated, complex, or underused? If yes, replace it. A modern, secure solution shows leadership you’re serious about risk management from day one.  

Checklist:  

• Check effectiveness of reporting tools: A strong reporting system must be secure, anonymous, and accessible. Regularly review encryption standards, user experience, and anonymity protections. If employees hesitate to report, it’s time to reassess the tool’s reliability and ease of use.  

• Check processes: Review how reports are triaged, who handles them, how data is stored (GDPR compliance, encryption, anonymity), and whether reporting channels are accessible and widely used. Look beyond substantiated cases—patterns in unverified reports can reveal cultural insights.

• Check reporting tool adoption rates: A reporting system is only valuable if employees use it. Measure adoption rates and compare them against benchmarks—best-in-class compliance programs see over 50% engagement. Low participation signals the need for better awareness, accessibility, or trust in the process.  

• Assess resolution timelines: Speed matters in compliance. Cases should be investigated and resolved within 30 days on average. Track resolution times and identify bottlenecks. If cases are dragging on, evaluate workflows, case assignment efficiency, and investigator capacity.  

Monitoring these metrics ensures that reporting channels are trusted, functional, and effective in maintaining ethical workplace standards.  

2. Build trust with employees  

People won’t report issues if they don’t feel safe. Your job is to remove that fear. Make it clear that reporting misconduct is not only accepted—it’s expected.  

Checklist:  

• Launch an internal campaign: Start by announcing your role and commitment to ethical leadership. Use clear messaging and the right policy templates to reinforce expectations. Provide leadership-endorsed communication materials that highlight reporting options and protections. A well-structured campaign ensures employees understand where and how to raise concerns.

• Ensure anonymity: Employees need confidence that their identity is protected. Employees need to know that the system protects their identity at every stage of the reporting process. Use a system that allows anonymous submissions, secure follow-ups, and encrypted communication to reassure whistleblowers that they are safe from retaliation.  

• Offer multiple reporting options: Employees have different preferences for speaking up. Providing web, phone, and mobile reporting ensures accessibility for all, whether they work in an office, factory, or remote setting. A multilingual system with 24/7 availability removes barriers and increases participation. Web, phone, mobile—meet employees where they are.  

The easier it is to report, the faster you catch issues before they escalate.  

3. Show leadership immediate wins  

Executives want proof that compliance is more than just a policy. Demonstrate that your whistleblowing process is driving action, reducing risks, and strengthening company culture.  

Checklist:  

• Track reports and response times: Show measurable improvements in case handling. Reliable case management tools, like SpeakUp, help by creating visual reports on case resolution times, trends, and issue severity. This provides a clear performance benchmark.  

• Provide quarterly updates: Keep leadership informed on trends and key insights. Book time in advance to prepare for this analytical task. Make sure your platform makes this easier by compiling case trends and key risk areas into digestible reports.  

• Align with regulatory requirements: Choose platforms ensure compliance by providing a GDPR-compliant, ISO-certified platform that meets EU Whistleblower Protection Directive standards. It also helps document case handling processes, reducing legal risks.  

When you can show impact early, you can secure buy-in for long-term compliance success.  

How the right compliance software makes the difference

You can’t fix broken reporting processes manually. The right compliance software takes the guesswork out of case handling, simplifies risk management, and ensures your program is trusted and used.  

The best compliance management software helps you:  

• Increase reporting rates – A simple, anonymous reporting system builds trust and encourages employees to speak up.  

• Automate case handling – AI-powered tools categorise and summarise reports, cutting manual work in half.  

• Ensure compliance with regulations – GDPR-proof, ISO-certified, and built to align with global whistleblowing laws.  

• Generate real-time insights – Dashboards give leadership visibility into trends, risks, and emerging issues.  

Why SpeakUp is the right choice for new compliance leaders  

Right now, you have a rare opportunity: a fresh start. The best compliance leaders don’t inherit outdated tools that promise but don’t deliver—they implement the most effective tools to set the tone right.  

That’s why over 600 organisations and hundreds of Chief Compliance Officers trust SpeakUp to strengthen their compliance program.  

• Designed for adoption – With 49% check-back rates, SpeakUp has the highest adoption rate in the industry. Employees actually use it because it’s anonymous, accessible, and simple—on any device, in any language.  

• AI-powered for efficiency – Our AI features manage report intake, categorise cases, and summarise reports, reducing manual work so your team can focus on what matters.  

• Built for compliance – Fully GDPR-proof, ISO-certified, and aligned with the latest regulations, keeping your organisation protected.  

• Proven at scale – Whether you're overseeing 500 or 50,000 employees, SpeakUp is built to handle high volumes of reports securely and efficiently.