The circumstances
surrounding most workplace investigations are serious and negative for all
involved. While everyone focuses on fulfilling their personal or company
objectives, many organisations lose sight of the positive aspects of conducting
an investigation, as a form of business best practice.
Try looking at
investigations in a different light:
They are mobilising. First and foremost, an investigation is doing something about the situation. After a conflict situation escalates to formal stages, it may be difficult to know what to do, or who is right. An investigation is designed to clarify a muddy situation by unscrambling the allegations.
They listen. Investigation interviews allow each party to state their case. On a more emotional level, they feel that their concerns are fully heard and have been able to say their piece to an unbiased listening ear. When handled professionally and independently, this can significantly help to diffuse the cloud of tension surrounding most investigations.
They are enabling. Once outcomes are determined, the HR or line manager is then able to take appropriate action. A well-written investigation report should shine a light on how the parties can move forward, whether it be a warning, or some training, or a mediation.
They are fair. Our investigation reports are always written in such a manner that doesn’t blame, criticise or criminalise the parties but treats all equitably and with respect, leaving room for everybody to move forward afterwards.
They are constructive. In many investigation cases, the parties will be required to work together afterwards. This is where investigation report can be of additional value, by including practical recommendations as to how the relationship can be brought back on track.
They provide learning. While some parties will be unhappy with an investigation outcome, even Respondents whose allegations against them have been upheld can take something positive from the experience. Having had their behaviour under the spotlight, they will no doubt be clearer on boundaries of conduct in the workplace and their own style. Depending on the visibility of the outcomes, the case may also provide learning for other colleagues about what is expected in terms of respectful co-worker interaction. For Complainants, even if their allegation hasn’t been upheld, it can be reassuring to know they weren’t being discriminated against, for example.
Finally, it is worth
mentioning that you don’t have to wait for a formal grievance to be raised in
order to conduct an investigation. If concerns have been raised, a line manager
can action an investigation to get to the bottom of an informal conflict situation.
This could prevent further escalation i.e. an eruption, a grievance, a
departure, etc.
People Resolutions
provides independent conflict resolution services, including workplace
investigations and mediation.
If you’d like to talk through any situation, please don’t hesitate to give us a
call on 01908 488 828, at no obligation.
