How to Conduct a Workplace Investigation
Are you worried that an employee is being bullied or harassed at work? Are disgruntled staff members leaking trade secrets to competitors? Is there a drug dealer selling drugs in the break room?
However improbable these scenarios may seem, they are all too common in today’s workplaces. Workplace investigations are an essential part of risk management. They help you identify problems before they become serious enough to pose a threat to your business.
Conducting an investigation can be complicated and challenging; however, with the right preparation and planning, it need not be as difficult as you might think. An investigation can range from something informal where you ask a few questions and try to get to the bottom of things informally, to something more formal where you have HR or another neutral third party conduct interviews with witnesses under certain rules or laws.
This article will discuss some workplace investigation tips that will help prepare you for whatever level of investigation you choose to have as well as what an ideal investigation process should look like if you need ideas for how to set one up in your organization.
Internal Investigation Tips
If you decide to conduct the investigation internally, you’ll want to prepare yourself to be as thorough and professional as possible.
It’s important to have a clear idea of what you’re looking for and what facts you need to collect during the investigation.
Here are some tips that will help you get started:
- Define the issue – What is the problem or issue that you’re trying to solve? What do you suspect is the cause?
- Develop a plan – Once you understand the issue, what do you need to do next? What information do you need to collect? What people do you need to speak with? What documents do you need to review?
- Gather information – Interview witnesses and employees who might have relevant information. Review documents and records.
- Analyze information – As you gather information, try to put the pieces of the puzzle together to solve the mystery.
- Document your findings – Keep notes on everything you do during the investigation.
- Communicate your findings – Make sure the people who need to be informed are aware of the investigation results and your findings.
- Follow up – Make sure that the situation is resolved and that appropriate action has been taken to address the problem.
Hiring a Professional Investigator
Investigations can be complicated and stressful situations. You want to be sure that you find the right person to help you navigate the process.
Finding the right investigator can also be a challenge. You want to find someone who is highly experienced in workplace investigations and is familiar with your industry. But you also want someone who is trustworthy and who you can rely on to find out the facts in a fair and unbiased way.
When hiring an outside investigator, look for someone who has a track record of success and who has experience conducting workplace investigations. What other types of investigations has the investigator done in the past? What level of confidentiality can the investigator promise? What experience do they have with your industry? What types of cases has the investigator worked on? When you make your hiring decision, you want to find the investigator who has the skills and experience to do a thorough and professional job.
Conclusion
When you begin to investigate a situation, your goal is to find the facts and get to the bottom of the issue. You want to make sure that everyone involved has a chance to tell their side of the story and that you have all the information you need to find a solution.
An investigation can be scary for employees and managers since it can put a spotlight on something that may have otherwise gone unnoticed. But it can also be a helpful process that brings clarity to a situation and helps identify ways to improve the work environment for everyone.
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