How To Conduct An Effective Workplace Investigation In Melbourne

What are the consequences of ignoring a hostile work environment or reported incidents of harassment in the workplace? Dangerous and toxic work environments lead to increased employee turnover, lower morale, higher costs from recruitment and training, and legal fees. 

An effective workplace investigation addresses these issues by identifying the problem, gathering evidence, and taking action. 

An investigation is not an interrogation but rather a neutral process to uncover facts. It is also not exclusive to employers with serious misconduct problems. Any workplace can benefit from an unbiased third party investigation when addressing concerns of employee behavior or lurid rumors.

 
What Is The Purpose Of A Melbourne Workplace Investigation?
The purpose of an investigation is to determine the facts of a situation, the cause of a problem, or the source of a complaint. The investigation can also help identify the underlying issues and recommend solutions. 

In the case of an investigation into a hostile work environment, the findings and recommendations can help prevent future incidents, protect employees, and maintain a level-playing field for all employees.

 
Who Should Lead A Workplace Investigation?
Any third party or neutral party can conduct an investigation, such as an HR representative, a mediator, or another manager removed from the situation. 

The investigator should be neutral and unbiased. Depending on the nature of the complaint, you may want to involve law enforcement or involve outside legal counsel to ensure there is no conflict of interest. Note that the investigator does not have to be a manager or executive. 

It is best to select an investigator who has some level of authority and can be objective. The investigator should not have a personal or professional relationship with the accuser or accused. Investigations are effective when they are managed like a detective investigation, with a focus on facts, evidence, and neutrality.

 
Identify The Cause(s) Of The Problem
A workplace investigation is like a medical diagnosis. It is important to identify the cause(s) of the problem. It is possible that there is more than one cause of a hostile work environment. The causes can be different for each party involved in the situation. Identify the cause(s) of the problem before beginning the investigation to help determine the best solution. 

The cause(s) may be one or more of the following: 

·         Personal conflict between employees

·         Cooperation breakdown between departments or teams 

·         Differences in management styles 

·         Differences in communication styles 

·         Employee stress or burnout 

·         Personal issues between managers or executives 

·         Organizational problems

Gather Facts And Evidence
The facts of a situation are not necessarily the same as one person's version of the events. Facts are objective truths that are observable, provable, and recorded. They are different from the stories, interpretations, and assumptions that people make about events. 

The facts and evidence gathered during an investigation can help determine the cause(s) of a hostile work environment. The investigator should determine the facts and evidence, separate from other people's interpretations. Experts recommend collecting evidence as early as possible to avoid losing important information that could be helpful in determining the cause(s) of the problem. 

The types of evidence that can be helpful in a workplace investigation include: -

·         Email exchanges 

·         Text or instant message conversations 

·         Witness statements 

·         Instances of unwanted or offensive behaviour 

·         Witnessing of offensive or threatening language

Take Action Based On Investigator Recommendations
Findings of a workplace investigation are based on facts, evidence, and neutrality. The recommendations are the investigator's best judgment on how to address the situation. 

The investigator's findings and recommendations should be based on the facts, not emotions or personal bias. The findings and recommendations should be based on the best interests of the business and all employees.

 
Have A Conclusion Discerning The Cause(s) Of The Problem
The conclusions of an investigation will help determine the best course of action for the company. The conclusions can be about the alleged offenders, the offended, the harassment, or the source of the problem. 

The investigation can help determine the source of the problem, such as the following:

·         Something the offended or victim did wrong or could have avoided 

·         Something the offenders did wrong 

·         Something the management or organization did wrong 

·         A combination of the above

 
Conclusions
The conclusion or findings and recommendations of a workplace investigation can help settle a situation and protect employees from harm. It can also help reduce the risk of legal liability. 

The conclusions can also help determine the best course of action for the company. Such as whether disciplinary action is warranted, an employee has the support they need, or whether training or outside help is needed to resolve the issue.

For more information regarding workplace investigations Melbourne