![\"workplace_investigation\"](\"https:\/\/www.bcjobs.ca\/blog\/wp-content\/uploads\/2012\/05\/workplace_investigation-300x300.jpg\")
<\/p>\n<\/p>\n
<\/p>\n
Even with the best of intentions, we can make errors in workplace investigations that are very costly not only in directly visible ways, but also through indirect costs such as organizational reputation, employee morale and of course, turnover.<\/p>\n
When a complaint of wrong doing comes into an employer; let\u2019s use harassment or workplace theft as an example, the complaint deserves an investigation.\u00a0To what extent that investigation goes is very dependent upon the type of complaint. Consider the severity and impropriety of the act, the circumstances of each situation and whether the behaviour is prohibited under Canadian Human Rights or Provincial Human Rights as may be the case.<\/p>\n
Fail to take any and all complaints seriously at your own peril. The importance of taking the time to investigate complaints cannot be overstated.\u00a0And the time you take to start and complete them must be factored in as well.<\/p>\n
Of course, the nature of the complaint will very much dictate the depth of the investigation. The investigation could be something as simple as checking time cards or door swipes to confirm an employee reported for duty on time. Follow up with the department manager and validate what information you\u2019ve found.\u00a0If indeed the complaint has been validated through your cursory check, we move further if necessary.<\/p>\n
Talk with the \u2018tardy\u2019 employee and let him know about the situation and how it might be improved upon for if there is something like an accommodation going on.<\/p>\n
Remember your co-workers, subordinates and other managers will be watching how you respond because who knows \u2013 it could be them that have questions in the future \u2013 you will be viewed as someone who is serious about creating healthy workplace because you really are about your process \u2013 Employees should feel safe in coming to you and they will if they believe you when you talk with them and know that you will protect the complaint as much as possible.<\/p>\n
It sounds all formal and disconcerting when we mention workplace investigations, but if you have a healthy work place they should be few and far between.\u00a0If people fear coming to you or feel there is no use because nothing will be done anyway \u2013 well then I dare say it\u2019s not where you want to be.\u00a0Healthy relationships require trust.<\/p>\n
People see what\u2019s going on at work \u2013 they see how the employer supports others \u2013 whether that support is on side with manager or with the employee.\u00a0And there will be time when the employee has to admit that things could have been different and may have to change something as a result of an investigation; however we are all human and it proven time and time again, that do make poor judgement can be forgiven \u2013 it\u2019s the lies and attitudes that cannot.<\/p>\n
An investigation managed effectively can restore a relationship and boundaries can be established that everyone is good with. This might be a chance to restore a relationship if both parties are in sincere in doing so.\u00a0So many times, conflicts come about and we discover at the root of the conflict that may well as the cause of investigations are easily resolved and it\u2019s having the faith to do that that truly illustrates a good, healthy environment.<\/p>\n
To be honest, not all things end well.<\/p>\n
In serious allegations that are borne out, there may be dismissals (or more than one), there may be discipline on files, there may be people that quit the organization and move on \u2013 valuable people.\u00a0These are part of life but you cannot fear them because it may impact your investigations.<\/p>\n
Every organization, large or small, should have policies in place that speak to how employee complaints are addressed.\u00a0Within those policies should be a statement relating to an investigation procedure.<\/p>\n
There are processes that investigations must follow and someone taking on the responsibility of managing an investigation without adequate training can very quickly turn a simple issue into a major \u2013 and costly \u2013 concern. I recently took part in an investigations workshop and the information provided confirmed this fact.<\/p>\n
An Investigation Gone Wrong<\/strong><\/p>\n An employee receives his performance review and he is not happy with it.\u00a0It\u2019s more than that, he says he is being harassed and that some of the content in the review was not ever spoken in person.<\/p>\n He takes the complaint to human resources, who then proceeds to follow the steps in the procedures manual, goes immediately to the supervisor.<\/p>\n Well, what do you think happened then?<\/p>\n The supervisor hit the roof and told the human resources department that of course, it was completely unfounded.<\/p>\n Now our complainant is furious \u2013 he feels he came to the human resources department to complaint \u2018about the supervisor being the harasser\u2019 and she goes directly to him.<\/p>\n