Employee Relations: Investigation

4 weeks ago

Southwestern HR Consulting (SWHRC) often gets called in to do investigations. As an outside party, employees sometimes feel uncomfortable with having an internal investigation conducted. Sometimes organizations are very small and conducting the investigation internally can create perceived or real conflicts of interest or the organization may not have the staffing to conduct an investigation, and sometimes having a third-party look at the situation from an outside mindset is helpful to get a fresh perspective.

Why have an investigation conducted?

If you have a situation that may be a violation of law or policy, it shows the employee that the organization takes these types of things seriously. If an employee ends up filing with an outside agency, you have demonstrated you not only took the situation seriously but that you moved quickly to address the matter. It also shows the organization if there is an issue that needs to be addressed and helps them determine how to best address it.

If it isn’t a violation of policy but something else can help, the knowledge from the investigation can help there, too. Sometimes investigations provide proof about what you already know. Maybe you need someone else to see it in order to get the support to address the matter. Either way, knowing is better than not knowing, so you can decide how to tackle the problem.

Once you know, SWHRC can help with trainings to support your Human Resources policies and can provide other resources to help address some of the areas of opportunity found in the investigation such as conducting personality style assessments, communications training, and mediation.

At Southwestern HR Consulting (SWHRC) we have a team of experts who are available to help. Contact us today to speak with a representative and learn about our services.