I’m (Not) Lovin’ It: Just “Training” isn’t enough for McDonald’s. Real change comes from emotional check-Ins

Today’s BBC headline about McDonald’s launching nationwide sexual harassment training for managers marks an important moment for UK workplaces.

It’s good news. A step in the right direction. But it’s also a reminder of something deeper, and more uncomfortable. What happens before the training starts? What about the victims who were already enduring it? Because while training is progress, it’s also reactionary. It’s the step we take after something has gone wrong. And for too many young workers, in this case, many just 16 to 21 years old, that step comes far too late.

The Unheard Voices

The recent revelations in the BBC report reveal a culture that allowed harm to hide in plain sight. Victims described being harassed, touched, intimidated. Often by colleagues or managers. They were scared to speak up. They didn’t know how to. And in an age of WhatsApp chats, Teams messages, and hybrid workspaces, inappropriate behaviour doesn’t just happen behind the counter or in the office anymore. It follows you home.

One line from the BBC piece stood out: “They've looked at what they can possibly do, in terms of what will sound promising enough, but not actually what will bring change.”

That’s the heart of it. Change doesn’t come from policy documents or PowerPoint slides. It comes from culture. From daily, human connection. From people having a safe, consistent space to check in and say, “something feels wrong.”

From Training to Trust

Don’t get us wrong. Training matters. Managers should absolutely be equipped to recognise unacceptable behaviour and respond appropriately. But training alone is like first aid. It treats the wound, it doesn’t prevent the injury.

As one McDonald’s spokesperson said, the goal is to “continue to encourage staff to speak out when something feels wrong.” And that’s exactly where we believe change truly starts.

At Emotie, we designed our platform to help people speak, and be heard, before the situation escalates. To give every individual, especially younger employees just finding their voice in the workplace, a simple, safe, and human way to express how they feel. Because for some, it’s easier to tap an emoji than to confront a manager. We’ve seen it again and again: when people have a tool that makes checking in part of the daily rhythm, not a crisis response, issues surface earlier, support comes faster, and trust grows stronger.

Bringing The Change, Not Just Talking About It

“Training” might make headlines today. But culture change makes headlines disappear tomorrow. McDonald’s deserves credit for taking action, but every organisation has a responsibility to go further. To build systems that listen in real time, not after the fact.

That’s what Emotie was built for:

• To help employers spot early signs of distress, isolation, or misconduct.

• To make emotional wellbeing measurable and actionable.

• And to give every employee, no matter their age, background, or role, a voice that’s heard, not hidden.

If your business is serious about culture, trust, and emotional safety, we’d love to show you how Emotie can help you go beyond training to truly transform the way your people feel at work.