Your workplace is subject to constant change, this makes workplace conflicts inevitable. But before you take strict action against allegations make sure you have thoroughly investigated the matter. Absence of proper investigation causes distrust among employees and may even tarnish the company’s reputation.
To make your finding and results accurate and factual you can follow these best practices.
To tackle a problem, it is necessary that it’s brought into the notice of upper management level. Highlighting the problem that needs to be addressed, helps formulate a better investigation plan and makes it easier to measure results.
Some problems require a quick action plan, delaying the investigation worsens the situation and makes it difficult to handle. For example, if you neglect substance abuse at the workplace, this negligence can lead to theft, harassment, or even loss of profits due to the employee in question.
In such matters it’s better to get expert opinion, as delay or negligence can wreak a company’s reputation. A third- party can conduct a better investigation, without any judgments or personal interests.
Having an investigation process in place provides your company with a streamlined process of handling conflicts and complaint. The way your HR handles the complaint of an employee will determine the flow of the entire situation. Even a private investigator will inquire about the process and policies in place for events like, harassment, bullying or management issues.
The ultimate goal of the company should be to resolve the issue without taking it to court. But in some cases this becomes unavoidable; therefore gather evidence during the investigation process. This will make your case stronger in court.
A written record of the complete investigation process is always advisable. This maintains evidence, and provides your company with a reference if a need arises in the future.
You need to measure if the desired result was achieved from the investigation. If an investigation against drug abuse was carried out, a follow-up on the concerned employee should be done to monitor is necessary changes have been made.
Are you struggling with the investigation? Call 1-877-803-3486 and take assistance from DFRIHR. We provide custom solutions for workplace conflicts and day-to-day human resource problems. Our consultancy services are not limited to business, and can also be availed by individuals.