The Must Do’s For A Successful Melbourne Workplace Bullying Investigation
When it comes to workplace bullying, there are a plethora of myths and half-truths out there. Some people believe that if co-workers don’t get along, it means they’re being bullied. Others think that the term “workplace bullying” is just another word for harassment or discrimination. Add to that the fact that many people fear reprisal or negative consequences if they report their suspicions, and you can see why so many investigations fail before they even begin. An effective workplace bullying investigation has to be confidential and safe, with a scope of complete trust from all parties involved. In this blog post we’ll take you through some must do’s for a successful Melbourne Workplace Investigation.
Be clear about your objectives
One of the biggest mistakes people make in these investigations is they don’t figure out what they want to get out of them first. An investigation is a process that can take several weeks or months to complete, so you’ve got to be clear about your objectives beforehand. If you’re trying to prove that workplace bullying is happening, you need to learn as much as you can about the allegations, who has seen or heard them, and how they are being dealt with. If you’re trying to prove that workplace bullying isn’t happening, you need to disprove those allegations, which is a different ball game altogether.
Keep interviewees informed
People are more likely to open up and share useful information when they know it’s being done in their best interests. Sometimes, however, employers don’t inform those involved in the investigation that it’s happening, let alone what the process is or how long it will take. In these situations, people might feel as if they’re being treated as suspects. This can certainly make them less likely to participate in the investigation, which in turn makes the whole process more difficult. If you’re going to conduct an investigation, you need to keep those involved informed about the process and the reason behind it.
Assign a dedicated investigator
Many workplaces assign their HR representative to lead the investigation. In some cases, this works out great, but in most situations it’s a terrible idea. A workplace bullying investigation is the very best example of the need for a third party. To be effective, an investigation needs to be impartial, with no ties to either party. The best way to ensure this happens is to assign an external investigator. A qualified investigator is able to ask probing questions without triggering any negative reactions or defensive postures. They can also ask follow-up questions that might otherwise be missed because they’re not as familiar with the situation as someone who works there. This impartial approach is crucial to getting the whole truth, not just one side of the story.
Record all interviews
An investigation will almost always include interviews with those involved, either as the victim, perpetrator, or witness to the incidents. In many cases, if you’re trying to prove that workplace bullying is happening, the focus of your investigation will be on getting information from the victim, or those who have seen or heard about the incidents. On the other hand, if you’re trying to disprove workplace bullying, your main objective might be to gather information from the perpetrators. No matter what direction you’re taking with the investigation, it’s critical to record all interviews. This gives you a written record of what was said, as well as a chance to go back and refresh memories before you finish your report.
Encourage participation from witnesses and victims
While you’re conducting the investigation, you’ll want to encourage participation from everyone who has knowledge of the workplace bullying allegations. Witnesses are people who have seen the bullying incidents, but weren’t directly involved in them. Victims are those who have been subjected to the bullying. It’s critical to track down as many witnesses as possible. The odds are pretty good that if you can find enough witnesses to the bullying incidents, you’ll find someone who will also be willing to talk about how they were dealt with by management.
Confront perpetrators directly
When you’ve gathered information from everyone involved in the investigation, it’s time to confront the perpetrators directly. If you’re trying to prove that workplace bullying is happening, this is the time to talk about the problems that have been observed. If you’re trying to disprove workplace bullying, this is the time to tell them what you’ve found out so far. In either case, it’s critical that the person you’re confronting understand that you aren’t trying to get them in trouble, but simply trying to get at the truth. If you confront the perpetrators directly, they’ll be more likely to open up and share their side of the story.
Wrapping Up
No matter how thorough your investigation is, you can’t conclusively prove that workplace bullying is happening without the cooperation of those involved. It’s important, therefore, to conduct your investigation in a way that encourages openness and honesty. You can do this by being clear about your objectives, keeping interviewees informed, assigning a dedicated investigator, recording all interviews, encouraging participation from witnesses and victims, confronting perpetrators directly, and wrapping up the investigation as soon as possible.
Click on the link below for information regarding Jolasers Investigations – we have over 16 years experience dealing with complex workplace investigations.
https://jolasers.com.au/effective-melbourne-workplace-bullying-investigations/
