When a conflict occurs in the
workplace, the quality of the resolution is often determined by the first step,
which is the decision to conduct a workplace investigation.
Many people are intimidated by
an investigator and that fear is mostly based on the unknown. Ironically, that is exactly where RichwoodConsulting Group starts any investigation interview, by pointing out that the investigator
does not have any information or bias and there is a clean slate. With training, a good investigator doesn’t
make judgments but can listen impartially and calmly.
That’s the whole purpose of an
investigation – to provide a fair and impartial atmosphere where both sides are
heard.
So, what are the important
points to consider when making the decision to investigate?
Are the facts disputed?
Did the act violate a policy or
the law?
How does the complaint affect
the complainant (e.g., a violation of his or her status in a protected category
or a violation of the employer’s rules or practices?)
Is the problem a matter of
workplace conflict that is more appropriately handled with organizational
assessment?
These questions are not simple
and for good reason. An investigation is
a serious step and should never be used as a scare tactic to force either side
to give up rights. Everyone should know,
at all times, that a professional investigator is there to protect everyone’s
rights while defending neither side.
It’s worth mentioning the idea
of perspective. A trained professional
investigator can offer a viewpoint that is not clouded by personal
agendas. He or she has no stake in the
outcome and will not steer anyone into an unnecessary investigation. Not only would such an act be unethical, a
good investigator will explain the process so that everyone understands why an
investigation would be necessary and develop a level of expectation for the
process and outcome.
RichwoodConsulting Group can help you through this first step and set you on the right
road to a healthy and mutually beneficial resolution.
